How it Works
On-the-Job Trainings (OJTs) provide an individual with the opportunity to be trained with the knowledge and skills necessary for the full and adequate performance of a specific job. Employers may be from the private, private non-profit or public sectors.
A training contract must be developed between NDOL and the employer providing the training. NDOL will conduct a pre-award review with the employer to determine if the employer is qualified and capable of entering into a contractual agreement to provide on-the-job training. Employers may refer individuals to NDOL staff for a determination of program eligibility and assessment of suitability for on-the-job training.
An OJT candidate cannot have worked for the employer at any time in the past, regardless of position, title or length of term since separation. The employer must intend to retain the employee in the occupation and at the wage rate provided by the contract, after the end of the training period (subject to the employer's right to terminate the trainee for normal business or personal reasons as appropriate).
- Employers are not eligible for OJTs if they:
- Have exhibited a pattern of failing to provide OJT clients with continued long term employment, wages, benefits, and working conditions equal to regular employees who have worked a similar length of time at the same type of work.
- Have been debarred or suspended from receiving federal contracts.
- OJTs will NOT be developed for positions that:
- Do not provide a self-sufficient wage. (A self-sufficient wage is defined as a wage that provides sufficient income to support a minimally decent standard of living, without public cash assistance.)
- Receive a majority of pay from commission or piece rate wages
- Are intermittent or seasonal
- Are temporary positions (except when the employer has the common practice of hiring all employees on a temporary basis, and letting them work into full-time permanent status after achieving pre-determined productivity levels, meeting qualitative standards, maintaining satisfactory attendance record, and/or other criteria as specified in the company's personnel policy)
- Use temporary employees who are supplied to an employer by a temporary agency/contractor
- Are in companies which have experienced a greater than average turnover rate during the preceding twelve-month period for similar types of industries
- Are in industries with a substantial number of experienced and able workers who are presently unemployed within the same labor market area (50 - mile radius)
- The employer has relocated within the United States, Washington DC, and its territories (until 120 days after the date on which such establishment commences operations at the new location, if the relocation results in a loss of employment for any employee at the original location.