On-The-Job Training

(OJT) is designed to assist employers who are not able to fill their labor force needs with currently skilled workers. Employers may use an OJT to hire new employee's eligible through the Workforce Investment Act (WIA). Reimbursement is provided to employersto pay for a portion of

the initial training costs. OJT is not intended to underwrite an employer’s labor turnover
problems or to be used as a “quick fix” to short term staffing problems.

If the trainee's work is satisfactory, the employer is expected to retain the worker when the contract and reimbursement is completed.

The OJT Contract Must Be Signed By The Employer Before The Trainee Can Begin Work The following criteria are the guidelines by which an On-The-Job Training employee is hired:

The employer shall maintain in full force and effective at all times during the term of the agreement the following types of insurance:

Unemployment Insurance

Workers’ Compensation Insurance

Automobile Liability Insurance

Commercial General Liability Insurance-shall have minimum limits for Bodily Injury and Property

Damage liability of $1,000,000 each occurrence and $2,000,000 aggregate and requires a subparagraph endorsement naming the County and County's board members, officials, officers, agents and employees as additional insureds for the liability arising out of this agreement and any operations related thereto.

Before hiring, contact your program specialist for more information: not all Career Services Center customers qualify for the OJT Program. The employer may be reimbursed up to 50% of the hourly wages for each hour of the basic work week. Overtime and holiday pay is not reimbursed. The job opening to be filled must be a permanent, full time position (32 hour per week minimum).

The current wage requirement for writing an OJT contract is $9.00 per hour minimum. A trainee must be paid at the same rate as other same level employees with the same job title. The salary must not be based on commission only.

The applicant must not be a relative by blood, adoption or marriage of any executive or supervisor employed by the employer. For the purpose of definition, "relative by blood, adoption, or marriage" shall includes: wife, husband, son, daughter, mother, father, brother, sister, brother-in-law, sister-in-law, daughter-in-law,
aunt, uncle, niece, nephew, step-parent and step-child.

The trainee is considered a regular employee who is subject to all company rules and regulations and is entitled to all company benefits.

The employer must maintain normal attendance and payroll records which includes; hours worked, gross wages & deductions. These records will be requested in order to process your reimbursement.

The employer must comply with the provisions of the Hatch Act, which limits political activity of employees.
The length of the contract is determined by the skill level of the occupation, the Dictionary Of Occupational Titles (D.O.T.) guidelines, job description submitted by the employer and the qualifications and experience of the employee/trainee.

Trainees may not be employed on the construction, operation or maintenance of a facility which is used or will be used for sectarian instruction or as a place of religious worship.

No participant shall be employed or job opening filled when any other individual is on a layoff from the same or any substantially equivalent job, or when the employer has terminated the employment of any regular employee or otherwise reduced its work force with the intention of filling the vacancy by hiring an employee whose wages are subsidized with WIA funds.

Employer will inform trainee of company grievance procedures. A monitor from Career Services Center will set an appointment to visit periodically with the
employer and trainee at the work site to evaluate training procedures

For more information on this program please call (661) 336-6620 or 336-6615