In most cases the GFE will be documentation demonstrating that you or a subcontractor participates in State-Approved Apprenticeship Programs but no apprentices were available or not enough apprentices were available during the project. It is expected that contractors participate in apprenticeship programs for occupations where they have employees being trained. If apprentices are not available for dispatch at the beginning of a long-duration job, the contractor is expected to check back with the program periodically to see if apprentices are available.
It is not the intent of the County to require the County’s 15% apprentice utilization if there is also a Federal requirement. If a conflicting Federal requirement such as TERO, Federal Training or DBE goals affected your ability to utilize apprentices, this will be accepted as long as it is determined that conflicting requirements (or other acceptable efforts) are attributable for the entire shortfall in apprentice hours and provided that you met the Federal requirement.
The intent of the 15% apprentice utilization is not for contractors to lay off their apprentice workers as soon as they journey out. If you have a small workforce and no hiring opportunity exists, this will be accepted as long as it is determined that this accounts for the entire shortfall in apprentice hours. You’ll need to demonstrate through documentation that your company has a history of hiring apprentices from State-Approved Apprenticeship Programs or enrolled your unskilled new-hires in these programs. You should also document any apprentices retained by your company and provide information about your project workforce and company workforce, such as how long your workers have been employed, if they were hired as journeymen or apprentices, and whether or not they graduated from State-Approved programs.
Other unique situations may come up. If you have questions about a particular situation you encounter, contact your Project Manager for guidance as soon as the situation arises.