2019 - 2020

Partners,

Thank you for your interest in being a partner with Butler Tech to provide a co-op/internship placement for our high school students and adult learners. A business like yours can only enhance our students’ skills in:

• time management; • verbal communication; • active listening; • team collaboration; • work ethic; • problem-solving; • customer service; and • building relationships;

……all essential skills that will serve them throughout their career. Statistics indicate that students who participate in co-op/internship opportunities gain the insight into the world of work and post-graduate success. I invite you to be a part of Butler Tech’s mission of transforming lives on a daily basis. Your commitment to our students and to the future workforce of our communities is greatly appreciated. Respectfully,

Jon Graft Superintendent/CEO

A Message From… The CEO/Superintendent of Butler Tech

WHY PARTNER WITH US?

Our Mission Transforming lives by making our students career-ready and college-prepared.

Our Vision

Transforming lives.

Our Core Values

• Character (Integrity, Honesty, Respect)

• Student Success • Community Focus • Innovation • Collaboration • Exceptional Performance

Our Goal

To partner with organizations on strategic ways to enhance student learning experiences by offering access to on-the job training.

Our Students

The learning is hands-on and experiential, not just theoretical; and the educational foundation includes critical thinking, teamwork, analysis and communication.

YOU Benefit

• Potential to identify future employees and an excellent recruiting tool.

• A fresh perspective from the

younger generation.

• Investment in an industry by educating future talent.

• Interns bring technology savvy skills and 21st century skills to a workplace environment.

JOB SHADOWING vs. CO-OP/INTERNSHIP

Job Shadowing A work site visit experience where a student simply observes. It usually happens only on a temporary basis and is unpaid. Students can job shadow as part of a group and tour the facilities, sit down with different departments, and get an overall feel of the workplace environment and daily tasks.

Co-op/Internship Co-op/Internships provide hands on paid training in a specific career area, enhance classroom learning, and help to create a connection between education and the world of work. Co-ops/Interns work weekly (less than 40 hours) for about 6 to 12 weeks in length. If you are happy with their work, they may continue to be employed beyond this timeframe. Co-ops/Interns establish a schedule that works for their academics and the company.

WHERE EDUCATION MEETS BUSINESS

• Co-ops/Interns bring current technological skills and ideas from the classroom to the workplace; and therefore, increase an organization’s intellectual capital.

• The co-op/internship is an inexpensive recruiting tool and an opportunity to train future employees. The opportunity to evaluate prospective employees while they are working for the organization can reduce significant costs in finding new talent.

• A co-op/internship program can supply an easily accessible source of highly motivated pre-professionals.

• Co-ops/Interns provide an opportunity for mid-level staff to manage.

BUSINESS REQUIREMENTS

Provide the following

1. A job that reflects favorably on the student and the school.

2. At least 15 hours per week of supervised training in the student’s specific field of career-technical preparation.

3. Training that will develop the student’s career-technical and employability skills.

4. Instruction on work place safety procedures and an environment where safety procedures are enforced.

5. Compliance with all federal, state and local laws; which includes nondiscrimination against any applicant or employee because of race, color, creed, disability, age, religion, gender, ancestry, national origin, social or economic background, or place of residence. This must also apply to otherwise qualified individuals with disabilities.

6. Coverage under Worker’s Compensation Insurance.

7. Wages that are in accordance with the wage and hour provisions of the Fair Labor Standards Act of 1938 as amended.

8. Orientation session and tour of facilities.

Allow On-Site Visit by Instructor

Prior to receiving approval as a co-op/intern business partner, the instructor will conduct an on-site visit for the purpose of:

• Evaluating training

opportunities. • Reviewing safety practices. • Evaluating the

appropriateness of the job in relation to the student’s career goals.

• Completing the following with the employer:

o Training Agreement o Training Plan

Manage the Co-op/Intern

• Make sure you are aware of what is happening with their daily tasks. • Stay in weekly contact with the Program Instructor to provide feedback on

student’s work progress and relay any issues. • Complete a Mid and End of Co-op Internship Evaluation Report. • Review and sign the Student Weekly Log.

STUDENT REQUIREMENTS

Butler Tech has established minimum requirements which all students must meet in order to be considered for a co-op/internship.

• Attendance • Grades • Discipline • Paid Fees • Proficiency Tests • Enrolled in the second year of a

career-technical program

• Program Instructor Approval • Successful passage of a National,

State or Butler Tech approved Senior Exiting Assessment for full-time placement

CO-OP/INTERNSHIP PROCESS CHART

WFS receives call/lead about

a WBL Experience.

First communication

via phone or email to set upmeeting with

potential business partner.

If appropriate and both parties agree, WFS sets up appointment

between instructor,

employer, and WFS.

WFS "hands off" to

instructor and potential student

candidates.

Instructor and student work

with business to set up schedule,

ensure paperwork is

complete.

WFS is responsible for nurturing the relationship

with follow -up events,

communication and

recognition.

WFS = Workforce Services WBL = Work Based Learning

LEGAL CONCERNS

All Butler Tech students ages 16 and 17 are allowed to take part in a job/co-op that is related to their program of study, even if it is coded as a “hazardous working environment.”

Ohio Revised Code Chapter 4109

“Minor” means any person less than 18 years of age.

Ohio Revised Code 4109.06 (a2)

State of Ohio Minor Labor Laws- Prohibited Occupations

Exceptions: 4109.06: Chapter Not Applicable.

A. This chapter does not apply to the following: 2. Students participating in a vocational program approved by the Ohio Department of Education.

Restrictions on working hours for minors 16-17 years of age are as follows:

No person 16 or 17 who is required to attend school shall be employed:

• After 11 p.m. on a night preceding a day that school is in session. • Rest Period: No employer shall employ a minor more than 5 consecutive

hours without a rest period of at least 30 minutes.

FEDERAL & OHIO MINOR LABOR LAWS

QUICK REFERENCE GUIDE The term “minor” refers to individuals under eighteen (18) years of age.

Work-Based

Learning Policies and Procedures

Several minor labor law exemptions apply to student-learners and employers participating in a work-based learning (WBL) experience related to a bona fide career-technical education program, approved by the Ohio Department of Education. The summer Work-Based Learning project facilitated by MAGNET and their education partners is a bona-fide educational program. Students will participate during the summer between the 11th and 12th grade and are likely to be 16 or 17 years old. Participating students will be enrolled in manufacturing related programs such as welding and machining career-technical programs. These programs have WBL procedures, policies and guidelines that should be adhered to.

Employment of Student-Learners

Is Permitted Under Certain Conditions

Following is a summary of the laws related to this program. Student-learners enrolled in a course of study and training in a career technical training program recognized by the Ohio Department of Education and the student-learner is employed under a written, signed agreement by the employer and school which provides:

• the work of the student-learner in the occupation declared particularly hazardous shall be incidental to the training;

• such work shall be intermittent and for short periods of time, and under the direct and close supervision of a qualified and experienced person;

• safety instruction shall be given by the school and correlated by the employer with on-the-job training, and

• a schedule of organized and progressive work processes to be performed on the job shall have been prepared.

Is There Any Work That Work-Based Learning Students Cannot Perform?

The regulations define several hazardous occupations (HO) that are not permitted for minors. However, bona fide student-learners in career-tech welding and machining programs are excluded from a number of them. For example, the following hazardous occupations related to manufacturing (HO 8) are exempt from restrictions if students are participating in bona fide career-technical education: power-driven metal forming, punching, and shearing machine operations; HO 8 also permits the use of a large group of common machine tools used on metal, including lathes, turning machines, milling machines, grinding, boring machines and planning machines.

Can Students Be

Exempt from State of Ohio “Hour Limitations”?

Students who are 16-17 years old in a bona fide career-technical education program are exempt from State of Ohio “hour limitations”. For the purposes of this program, students can work between 150 and 300 hours. The wage subsidy provided by the program grant will not cover more than 300 hours although companies may continue to employ students beyond that point.

Unemployment Compensation

For paid work-based learning experiences, employers are not required to pay unemployment premiums for these students; and, student employees do not qualify for unemployment compensation at the conclusion of the work-based learning experience.

Liability Insurance Schools, businesses, agencies and individuals carry liability insurance to protect

themselves from damages resulting from their or their employees’ acts of negligence. The legal principles that apply to liability are generally true of every citizen. If the student is being paid, he or she is considered an employee and hence is covered by workers’ compensation. Business and education learning partnerships should obtain parental consent prior to placement at a work-site.

Wage Agreements Employers must prepare, in duplicate, a written agreement indicating the agreed remuneration for every minor fourteen (14) to eighteen (18) years of age. 1. One copy to remain on file at the establishment where the minor is employed 2. One copy to be given to the minor for his/her retention

List of Minors Employed

The employer shall keep a list of minors employed at each establishment, and such list must be posted in a conspicuous place to which all minor employees have access.

Time Records Every employer shall keep a time book or other written record showing actual starting and stopping time for hours worked and each rest period. These records must be kept for two (2) years.

Withholding Wages

Wages may NOT be withheld from minors for shortages, presumed negligence, and breakage of machinery, incompetence, or inability to perform work according to any standard of merit.

Prohibited Occupations for

Minors

Minors are restricted from working in occupations that are considered hazardous or detrimental to their health as outlined in Administrative Rule 4101:9-2,O.R.C. Exemptions are allowed as noted above for students enrolled in career-technical programs approved by the Ohio Department of Education.

Quick link reference: http://www.dol.gov/whd/regs/compliance/childlabor101_text.htm#8

Age Certificates Employers may protect themselves from unintentional violation of the child labor provisions by keeping on file an employment or age certificate for each minor employed to show that the minor is the minimum age for the job. Although the Wage and Hour Division no longer issues age certificates, certificates issued under most state laws are acceptable for purposes of the Fair Labor Standards Act.

Source: Ohio Department of Education, Office of Career-Technical Education: Labor Laws and Issues, A guide for planning and implementing work-based learning opportunities for minors; Updated May 2009.

Prepared by MAGNET, the Manufacturing Advocacy and Growth Network, with support from Nordson Corporation Foundation, Martha Holden Jennings Foundation, and the Lennon Charitable Trust.

The Fred A. Lennon Charitable Trust

Student Name:

Program:

Instructor Name:

Associate School:

Company Name:

Address:

Job Supervisor:

Supervisor’s Phone #:

Student Job Title:

Parent/Guardian:

Parent/Guardian Emergency Phone #:

Date Employment Begins:

Hours student will be working FROM:

TO:

VARIED:

ATTACH WORK SCHEDULE

Days student will be working:

Monday

Tuesday

Wednesday

Thursday

Friday

Wages at the start of employment

$

Per hour for approximately

Hours per week in conformance

with the Wage and Hour Provisions of Fair Labor Standards Act of 1938 as amended. The work experience must be in harmony with the defined objectives of the career-technical program in which the student is enrolled. The competencies developed on the job should promote the student’s chances for entry level employment in the field being trained. The employer will recognize that a work experience training plan is being followed and that close supervision of the student will be needed. The employer agrees to:

1. Provide work experience as identified in the training plan. 2. Provide employment of 15 hours or more per week, but not to exceed the requirements of minor labor laws,

as may be applicable. 3. A majority of all Co-op/Internship Job Placement work hours must be completed prior to the end of the

instructor’s school workday (per associate school schedule) or designated workday (as agreed to in writing with the program instructor) whichever is longer, Monday through Friday. Students who are scheduled to work after the end of the instructor’s work day, Monday through Friday, and/or on weekends are working beyond the scope/supervision of the Butler Tech Co-op/Internship Job Placement program. All Early Placement Co-op/Internship work hours may be accumulated in the total work hours whether during the instructor workday or beyond the scope of the instructor workday.

4. Coordinate any changes in the student’s work schedule with the instructor. 5. Provide instruction in safety for the student. 6. Communicate/meet on a regular basis with the instructor of the training program to discuss the student’s

progress and performance at the job site. 7. Complete a formal evaluation within established guidelines. 8. Release student from job station if any school requirements/guidelines are not met (e.g. academic, attendance,

behavior, etc.) 9. The instructor will provide instruction directly related to the student’s work experience and will work closely with

the employer supervising the student learner. The instructor and the employer affirm that their respective referral and selection action in this employment conform to Federal and State Laws prohibiting discrimination by reason of sex, religion, race, color, national origin and disabilities. By signing this Training Agreement, I am stating that I have received, read, and agree to the provisions on

the following forms: Statement of Responsibilities, Training Plan, and Training Agreement.

Student Signature: _____________________________________ Date: __________________________

Parent/Guardian Signature: ______________________________ Date:___________________________

Employer Signature: ____________________________________ Date: __________________________

Instructor Signature: ____________________________________ Date: __________________________

Distribution: 1 – Instructor 1 – Attendance Secretary 1 – Employer 1- WFS at ERC

EMPLOYER TRAINING AGREEMENT

Rev. 6/19

Student Name:

Program:

Instructor Name:

Associate School:

Company Name:

Address:

Job Supervisor:

Supervisor’s Phone #:

Student Job Title:

Parent/Guardian:

Parent/Guardian Emergency Phone #:

The career-technical program provides basic instruction in the following areas in support of the competencies the student will be learning on the job and defined in this specialized

training plan.

TRAINING PLAN - CLASSROOM INSTRUCTION

BASIC INSTRUCTION EMPLOYABILITY COMPETENCIES SAFETY COMPETENCIES

Student receives basic instruction in the classroom related to the six strands of the curriculum based on Core Integrated Technical and Academic Competencies (ITACs) which connects academics to work-based learning. The six core ITAC strands are: 1. Solving Problems and Thinking Skillfully 2. Communicating Effectively 3. Applying Technology 4. Working Responsibly 5. Planning and Managing a Career 6. Managing Resources

Students complete units in employability skills; acceptable behavior is reinforced in the classroom.

• Attendance • Punctuality • Dependability • Cooperation • Appearance • Honesty • Diligence • Efficiency • Responsibility • Attitude • Other

Students receive basic safety instruction in the classroom.

• Basic safety issues • 911 procedures • Locating fire exits • Severe weather

procedures

Listed below are the various employability, safety, and career-technical competencies which the student will have the opportunity to acquire through this work-based experience.

Career Based Intervention Program

Work in occupations declared hazardous is not permitted even for students 18 years of age or older.

Co-op/Internship Work in occupations declared hazardous shall be intermittent and for short periods of time and performed under direct and close supervision of a qualified and experienced person.

The following competencies will be developed through on-the-job experience. The Career-Based Intervention Program instructor should be notified of additional tasks before the

student performs such duties.

STUDENT TRAINING PLAN

TRAINING PLAN – WORK-BASED LEARNING (WBL)

JOB ASSIGNMENT RELATED WORK EXPERIENCE

JOB ASSIGNMENT

Students receive instruction at the job station related to the six strands of the curriculum. Students perform various functions at the job station related to the six strands of the curriculum based on Core Integrated Technical and Academic Competencies (ITACs) which connects the classroom instruction to the job functions.

1. Solving Problems and Thinking Skillfully 2. Communicating Effectively 3. Applying Technology 4. Working Responsibly 5. Planning and Managing a Career 6. Managing Resources

List specific work competencies to be learned at the job station. USES APPROPRIATE VERBAL SKILLS:

•

•

• USES APPROPRIATE WRITTEN SKILLS:

•

•

•

JOB ASSIGNMENT SAFETY COMPETENCIES

JOB ASSIGNMENT SAFETY COMPETENCIES

The employer will review all safety procedures and assess the student’s understanding of each procedure before the student performs job duties. 1. General safety issues 2. Equipment safety 3. Safe ways to handle equipment and materials

List additional specific safety competencies to be learned at the job station prior to performing duties.

• • •

WORK-BASED

EMPLOYABILITY COMPETENCIES JOB ASSIGNMENT

The employer will review the following employability skills. Acceptable behavior is reinforced at the job station.

1. Attendance (attending work when scheduled or notifying the employer in advance with an acceptable excuse)

2. Punctuality (being on time when reporting to and returning to work)

3. Dependability (being reliable) 4. Cooperation (being willing and able to work

effectively with others) 5. Appearance (meeting the standards of dress and

grooming for employees in this job category) 6. Honesty (being truthful, fair, and trustworthy) 7. Diligence (working hard to complete a task or goal) 8. Efficiency (ability to perform a task without wasting

time) 9. Responsibility (readily assuming obligations and

duties) 10. Attitude (possessing a positive and appropriate work

attitude)

List additional work-based employability competencies to be learned at the job station.

•

•

•

•

•

•

•

•

Distribution: 1 – Instructor 1 – Employer 1- Parent/Guardian

Rev. 6/19

Student Name:

Program:

Instructor Name:

Associate School:

Company Name:

Address:

Job Supervisor:

Supervisor’s Phone #:

Student Job Title:

Mid-Term Eval. End of Co-op/Internship Eval.

INSTRUCTIONS FOR COMPLETING THIS FORM: It is suggested that the person most familiar with the student’s work, supply a frank and impersonal estimate of his/her performance by comparison with the average employee doing the same or similar work. Your constructive criticism enables us to provide better instructional training and in turn can provide you with a better employee. Your evaluation is an important part of the student’s grade. Please check the appropriate column below.

General Knowledge, Attitude or Skill Competencies

4 Excellent

3 Above

Average

2 Average

1 Below

Average

0 Unacceptable

Attendance: Days Worked ____ out of ____ work days in evaluation period. Comments:

Punctuality

Dependability

Cooperation with Management & Co-Workers

Appearance

Honesty

Diligence

Efficiency

Responsibility

Attitude

Initiative (Cite Examples):

Co-op/Internship Evaluation

Specific Job Station Competencies

4 Excellent

3 Above

Average

2 Average

1 Below

Average

0 Unacceptable

Understands and Practices Safety

Uses Proper Safety Equipment, Including Fire Extinguishers

Maintains Equipment and Materials in a Safe Manner

Uses Appropriate Verbal Skills

Uses Appropriate Written Skills

Other (Please Specify):

Comments/Recommendations for Improvement:

Student Signature: _____________________________________ Date: _________________________

Employer Signature: ____________________________________ Date: __________________________

Instructor Signature: ____________________________________ Date: __________________________

Distribution: 1 – Instructor 1 – Employer 1- Student

Rev. 6/19

FREQUENTLY ASKED QUESTIONS

How may I hire a student?

You may begin by talking with a Butler Tech Career Specialist in Workforce Services. You will be asked to provide basic information about the job requirements. This information will be distributed to all instructors of related skill areas who will refer qualified candidates. You may choose to review resumes and/or schedule interviews. Interviews may be held at the work site or on a Butler Tech Campus.

Does the employer select the student/employee?

Yes. The Program Instructor will match the job requirements with the students having related competencies. After these students are referred for consideration, the employer may select the student/employee who best meets the company’s needs. The employer is under no obligation to hire any applicant; however, the pre-screening process normally provides very strong candidates and excellent potential employees.

What are the employer’s responsibilities when hiring a student? The employer’s responsibilities are outlined on the Training Agreement. Since most Butler Tech students possess entry level skills for their positions, the managers and/or supervisors have responsibilities similar to those associated with any new employee (training, supervising and evaluating). In addition, the manager is asked to coordinate the training efforts with the school. If there are skills which need to be improved, the employer should notify the student’s Program Instructor and he/she will work with the student in an effort to provide a better employee for the company.

How can an employer obtain additional information about a co-op/internship?

Employers are always welcome to visit the career training facilities.

You may contact:

Jeanette Becker Workforce Services Career Specialist

513-645-8263 beckerj@butlertech.org.

Butler Tech Workforce Services 3603 Hamilton Middletown Road

Fairfield Township, OH 45011 513-645-8218