FOREWORD These National Restaurant Association Educational Foundation (NRAEF) apprenticeship standards have as their objective the training of

Restaurant Manager (O*NET-SOC CODE: 11-9051.00, RAPIDS CODE: 0593 )

skilled in all phases of the industry. The NRAEF recognizes that in order to accomplish this, there must be well-developed on-the-job learning combined with related instruction.

This recognition has resulted in the development of these standards of apprenticeship. They were developed in accordance with the basic standards recommended by the U.S. Department of Labor, Office of Apprenticeship, as a basis from which the restaurant and foodservice industry can work to establish an apprenticeship training program that meets the particular needs of the industry.

DEFINITIONSAPPRENTICE: Any individual employed by the employer meeting the qualifications described in the standards of apprenticeship who has signed an apprenticeship agreement with the local employer providing for training and related instruction under these standards and who registers with theRegistration Agency.

APPRENTICE ELECTRONIC REGISTRATION (AER): An electronic tool that allows for instantaneous transmission of apprentice data for more efficient registration of apprentices and provides program sponsors with a faster turnaround on their submissions and access to their apprenticeship program data.

APPRENTICESHIP AGREEMENT: The written agreement between the apprentice and the employer setting forth the responsibilities and obligations of all parties to the apprenticeship agreement with respect to the apprentice's employment and training under these standards. Each apprenticeship agreement must be registered with the Registration Agency.

APPRENTICESHIP TRAINING COMMITTEE (OPTIONAL): Those persons designated by the NRAEF to act as advisors in NRAEF's administration of the program.

CERTIFICATE OF COMPLETION OF APPRENTICESHIP: The credential issued by the Registration Agency to those registered apprentices certified and documented as having successfully completed the apprentice training requirements outlined in these standards of apprenticeship.

COMPETENCY-BASED OCCUPATION: An occupation using an apprenticeship approach that requires the attainment of manual, mechanical, or technical skills and knowledge, as specified by an occupation standard and demonstrated by an appropriate written and hands-on proficiency measurement.

ELECTRONIC MEDIA: Media that utilize electronics or electromechanical energy for the end user (audience) to access the content. Includes, but is not limited to, electronic storage media, transmission media, the Internet, extra nets, lease lines, dial-up lines, private networks, and the physical movement of removable/transportable electronic media and/or interactive distance learning.

EMPLOYER: Any person or organization employing an apprentice, whether or not such person or organization is a party to an apprenticeship agreement with the apprentice. A person, business, or company signatory to these NRAEF's standards that is responsible for providing hours of work, supervision, wages, and/or benefits to apprentices in its employ as registered under these standards.

JOB CORPS CENTER: Any of the federally funded Job Corps centers throughout the U.S. and Puerto Rico. Job Corps serves youths and young adults 16-24 years of age. Employers that wish to hire Job Corps graduates who are trained in any occupation covered under these standards and who meet the minimum qualifications for apprenticeship may do so via the direct entry provision described inAppendix D: Qualifications and selection Procedures.

RESTAURANT MANAGER: An employee who has attained a level of skills, abilities, and competencies recognized within an industry as mastery of the skills and competencies required for the occupation. The term may also refer to a supervisor who has documented sufficient skills and knowledge of an occupation, either through formal apprenticeship or through practical on-the-job experience and formal training.

O*NET-SOC CODE: The Occupational Information Network (O*NET) codes and titles are based on the new Standard Occupational Classification (SOC) system mandated by the federal Office of Management and Budget for use in collecting statistical information on occupations. The O*NET classification uses an8-digit O*NET-SOC code. Use of the SOC classification as a basis for the O*NET codes ensures that O*NET information can be readily linked to labor market information such as occupational employment and wage data at the national, state, and local levels.

ON-THE-JOB LEARNING (OJL): Tasks learned on-the-job in which the apprentice must become proficient before a completion certificate is awarded. The learning must be through structured, supervised work experience.

PROVISIONAL REGISTRATION: The 1-year initial provisional approval of newly registered programs that meet the required standards for program registration, after which program approval may be made permanent, continued as provisional, or rescinded following a review by the Registration Agency, as provided for in 29 CFR §§ 29.3(g) and (h).

REGISTERED APPRENTICESHIP PARTNERS INFORMATION DATA SYSTEM (RAPIDS): Utilizing AER, RAPIDS is a federal system that provides for the automated collection, retention, updating, retrieval, and summarization of information related to apprentices and apprenticeship programs.

REGISTRATION AGENCY: The U.S. Department of Labor's Office of Apprenticeship or a recognized State Apprenticeship Agency that has responsibility for registering apprenticeship programs and apprentices, providing technical assistance, conducting reviews for compliance with 29 CFR §§29 and 30, and conducting quality assurance assessments.

RELATED TRAINING INSTRUCTION (RTI): An organized and systematic form of instruction designed to provide the apprentice with knowledge of the theoretical and technical subjects related to the apprentice's occupation. Such instruction may be given in a classroom, through occupational or industrial courses, or by correspondence courses of equivalent value, electronic media, or other forms of self-study approved by the NRAEF.

SPONSOR: In this program, the NRAEF. The association/association educational foundation that operates an apprenticeship program and in whose name the program is registered. That assumes the full responsibility for administration and operation of the apprenticeship program.

STANDARDS OF APPRENTICESHIP: This entire document, including all appendices and attachments hereto, and any future modifications and additions approved by the Registration Agency.

SUPERVISOR OF APPRENTICE(S): An individual designated by the employer to supervise or have charge and direction of an apprentice.

TRANSFER: A shift of apprenticeship registration from one program to another or from one employer within a program to another employer within that same program, where there is agreement between the apprentice and the affected apprenticeship committees or sponsors.

SECTION I - PROGRAM ADMINISTRATION The National Restaurant Association Educational Foundation (NRAEF) as the apprenticeship program sponsor, is responsible for the administration of all aspects of a Registered Apprenticeship program. "Sponsor" means any person, association, committee, or organization operating an apprenticeship program and in whose name the program is (or is to be) registered or approved. The NRAEF, at its discretion, may establish an Apprenticeship and Training Committee (ATC) to carry out the responsibilities and duties required of NRAEF as described in these Standards of Apprenticeship. If an ATC is established by the NRAEF, a list of the membership and the areas of expertise they represent must be provided to the Registration Agency.

Program Responsibilities

The NRAEF is the designated primary lead for all or some of the program responsibilities. Below is a list of program responsibilities, NRAEF and participating employers will take the lead on implementing identified program responsibilities as outlined below. If the "NRAEF" box is checked, then NRAEF will be the leader for implementation of the task. If the employer box is checked, then the participating employer will be the leader for implementation of the task.

Responsibilities NRAEF EmployerCooperates in the selection of apprentices as outlined in this program X

Ensures that all apprentices are under written apprenticeship agreements.

X

Reviews and recommends apprenticeship activities in accordance with this Program.

X

Establishes the minimum standards of education and experience required of apprentices

X

Registers the apprenticeship standards with the Registration Agency X

The employer will hear and attempt to resolve any complaints or perceived violations of the apprenticeship agreement and the employer will contact the NRAEF who will facilitate a resolution only when all internal employer HR procedures have been exhausted.

X X

Arranges evaluations of apprentices' progress in manual skills and technical knowledge

X

Maintains records of all apprentices, showing their education, experience, and progress in learning the apprenticeable occupation

X X

Submit Quarterly Report to NRAEF. X

Certifies to the Registration Agency that apprentices have successfully completed their apprenticeship program

X

Notifies the Registration Agency within 45 days of all new apprentices to be registered, credit granted, suspensions for any reason, reinstatements, extensions, completions, and cancellations with explanation of causes

X

Keeps in contact with all parties concerned, including apprentices,employers, and restaurant managers

X X

Provides each apprentice with a copy of these standards, along with anyapplicable employer written rules and policies

X

Determines if an apprentice should be terminated, continue in a probationary status, or repeat a process/series of processes when notified that the apprentice's related instruction or on-the-job learning progress is found to be unsatisfactory.

X

Provides each registered apprentice with continuous employment sufficientto provide the opportunity for completion of his or her apprenticeshipprogram

X

SECTION II - EQUAL OPPORTUNITY PLEDGE - 29 CFR §§ 29.S(b)(21) and 30.3(b) The recruitment, selection, employment, and training of apprentices during their apprenticeship shall be without discrimination because of race, color, religion, national origin, sex, age, sexual orientation, genetic information or disability. The employer will take affirmative action to provide equal opportunity in apprenticeship and will operate the apprenticeship program as required under 29 CFR § 30.

SECTION III - AFFIRMATIVE ACTION PLAN AND SELECTION PROCEDURES - 29 CFR §§ 29.S(b)(21), 30.4, and 30.5 As the national program sponsor, NRAEF will aggregate affirmative action apprenticeship participant outcomes. In compliance with their current EEO plans and federal law, employers with 5 or more registered apprentices are required to adopt an affirmative action plan {Appendix C) and selection procedures {Appendix D), which will become part of these standards of apprenticeship. Copies of employer EEO policies and selection procedures will be submitted to NRAEF and kept on file. The Office of Apprenticeship encourages the development of these two plans for all programs regardless of the number of apprentices hired by an employer. However,

for programs with fewer than 5 apprentices, these plans are not required, and the employer may continue to select apprentices in conformance with its current compliant human resources and equal employment opportunity hiring policies.

SECTION IV - QUALIFICATIONS FOR APPRENTICESHIP - 29 CFR § 29.S(b)(lO) Applicants will meet the following minimum qualifications.

A. AgeMinimum qualifications required by the sponsor for persons entering the apprenticeship program, with an eligible starting age not less than 18 years.

B. EducationHigh School Diploma or GED is required. Applicant must provide an official transcript(s) for high school and any post-high school education. Applicant must submit the GED certificate if applicable.

C. Physical Applicants will be physically capable of performing the essential functions of the apprenticeship program, with or without a reasonable accommodation, and without posing a direct threat to the health and safety of the individual or others.

Per employer policy applicants may be screened for illegal drugs prior to being employed and/or accepted into the apprentice program. Such drug screens will be handled in accordance with applicable state and local law.

SECTION V - APPRENTICESHIP AGREEMENT- 29 CFR §§ 29.3(d), 29.3(e), and 29.S(b)(ll) After an applicant for apprenticeship has been selected, but before employment as an apprentice or enrollment in related instruction, the apprentice will be covered by a written apprenticeship agreement {Appendix B) which can be submitted electronically through the Registered Apprenticeship Partners Information Data System, using the Apprentice Electronic Registration process by NRAEF and the apprentice and approved by and registered with the Registration Agency. Such agreement will contain a statement making the terms and conditions of these standards a part of the agreement as though expressly written therein. NRAEF shall provide a copy of the apprenticeship agreement to the apprentice, the Registration Agency, and the employer. An additional copy will be provided to the veteran's state approving agency by the NRAEF for those veteran apprentices desiring access to any benefits to which they are entitled.

Each selected applicant will be given an opportunity to read and review these standards, the employers' written rules and policies, and the apprenticeship agreement. The Registration Agency will be advised within 45 days of the execution of each apprenticeship agreement and will be given all the information required for registering the apprentice.

SECTION VI - SUPERVISION OF APPRENTICES AND RATIOS -29 CFR § 29.S(b)(14) and 29 CFR § 29.S(b)(7)

No apprentice shall work without proper or adequate supervision.

For the purpose of these apprenticeship standards, adequate or proper supervision of the apprentice means the apprentice Is under the supervision of a fully qualified restaurant manager or supervisor at all times who is responsible for making work assignments, providing On the Job Learning, and ensuring safety at the worksite.

To adequately or properly supervise an apprentice does not mean the apprentice must be within eyesight or reach of the manager or supervisor, but that the manager or supervisor knows what the apprentice is working on; is readily available to the apprentice; and is making sure the apprentice has the necessary instruction and guidance to perform tasks safely, correctly, efficiently, and is on track to meet the learning objectives outlined in Appendix A.

NRAEF shall establish a numeric ratio of apprentices to fully proficient workers {restaurant managers) consistent with proper supervision, training, safety, and continuity of employment throughout the apprenticeship. The ratio language must be specific and clearly described as to its application to the jobsite, workforce, department, or plant. The ratio of apprentices to fully proficient workers {restaurant managers) will be the number of apprentices to the number of restaurant managers, as noted in Appendix A.

Occupation Title Number of Apprentices

Number of restaurant managers

Ratio

Restaurant Manager 2 1 2:1

SECTION VII - TERM OF APPRENTICESHIP- 29 CFR § 29.S(b)(2) The term of the apprenticeship is the attainment of between 1,000 (in some instances with Credit for Previous Experience} and 4,000 hours of OJL and fulfillment of the competencies. This will be supplemented by the 225 required hours of Related Training Instruction as stated on the Work Process Schedule and Related Instruction Outline outlined in Appendix A.

Occupation Title Occupation Type OJL LengthRestaurant Manager Competency Based 1,000 (in some instances with Credit for

Previous Experience} - 4,000 hours (with fulfillment of the competencies.)

SECTION VIII - PROBATIONARY PERIOD - 29 CF,R §§ 29.S(b)(S) and 29.S(b)(20) Every applicant selected for apprenticeship will serve a probationary period.

Occupation Title Probationary PeriodRestaurant Manager 1000 hours or 6 months

During the probationary period, either the apprentice or the employer may terminate the apprenticeship agreement, without stated cause, by notifying the other party in writing. The records for each probationary apprentice will be reviewed prior to the end of the probationary period by the employer. The supervisor/mentor will conduct a meeting with the apprentice to determine if the apprentice has successfully completed the probationary period. The employer must notify NRAEF if the apprentice did not successfully complete the probationary period. Records may consist of periodic reports regarding progression made in both the OJL and related instruction, and any disciplinary action taken during the probationary period.

Any probationary apprentice evaluated as satisfactory after a review of the probationary period will be given full credit for the probationary period and continue in the program.

After the probationary period, the apprenticeship agreement may be cancelled at the request of the apprentice or may be suspended or cancelled by the employer for reasonable cause after documented due notice to the apprentice and a reasonable opportunity for corrective action. In such cases, the employer will provide written notice to the apprentice and to the NRAEF. The NRAEF will provide written notice to the Registration Agency of the final action taken.

SECTION IX - HOURS OF WORK Apprentices will generally work the same hours as fully proficient workers (restaurant managers),except that no apprentice will be allowed to work overtime if it interferes with attendance in related instruction classes. Apprentices who do not complete the required hours of OJL during a given segment will have the term of that segment extended until they have accrued the required number of hours of training.

SECTION X - APPRENTICE WAGE PROGRESSION - 29 CFR § 29.S(b)(S) Apprentices will be paid a progressively increasing schedule of wages and fringe benefits during their apprenticeship based on the acquisition of increased skill and competence on the job and in related instruction. Before an apprentice is advanced to the next segment of training or to fully proficient or restaurant manager status, the employer will evaluate all progress to determine whether advancement has been earned by satisfactory performance in On the Job Learning and in related instruction courses. In determining whether satisfactory progress has been made, the employer will be guided by the work experience and related instruction records and reports.

The progressive wage schedule will be an increasing percentage of the fully proficient or restaurant manager wage rate. The percentages that will be applied to the applicable fully proficient or restaurant manager rate are shown on the attached Work Process Schedule and Related Instruction Outline (Appendix A). In no case will the starting wages of apprentices be less than that required by any minimum wage law that may be applicable.

SECTION XI - CREDIT FOR PREVIOUS EXPERIENCE - 29 CFR §§ 29.S(b)(12) and 30.4(c)(8)

The employer may grant credit toward the term of apprenticeship to new apprentices. Credit will be based on demonstration of previous skills or knowledge equivalent to those identified in these standards.

To seek credit, the employee must submit the request at the time of application and furnish such records, affidavits, and other documented experience and/or Industry credentials, and/or college transcript to substantiate the claim. An applicant who is a veteran and who wishes to receive consideration for military training and/or experience must submit a DD-214.

An apprentice granted credit will be advanced to the wage rate designated for the period to which such credit accrues. The Registration Agency will be advised of any credit granted and the wage rate to which the apprentice is advanced. The granting of advanced standing will be uniformly applied to all apprentices.

SECTION XII - WORK EXPERIENCE - 29 CFR § 29.5(b)(3) During the apprenticeship, the apprentice will receive On the Job Learning and related instruction in all phases of the occupation necessary to develop the skill and proficiency of a skilled restaurant manager. The OJL will be under the direction and guidance of the apprentice's manager or supervisor.

SECTION XIII - RELATED INSTRUCTION - 29 CFR § 29.S (b)(4) Every apprentice is required to participate in coursework related to the job as outlined in Appendix A. A minimum of 112.5 hours of related instruction is recommended for each year of the apprenticeship. Employers may include an additional 10 hours of related instruction per year. Apprentices agree to take such courses as the employer deems advisable. The employer will secure the instructional aids and equipment it deems necessary to provide quality instruction. In cities, towns, or areas having no vocational schools or other schools that can furnish related instruction, the employer may require apprentices to complete the related instruction requirement through electronic media or other instruction approved by the NRAEF. Graduates of community colleges and universities with majors in hospitality will be deemed to have fulfilled the related instruction requirements of this program. However, completion of related training instruction will not preclude an apprentice from taking mandated employer training.

Apprentices will or will not be paid for hours spent attending related instruction classes as below.

Occupation Title Wages PaidRestaurant Manager No

The NRAEF will inform each apprentice of the availability of college credit (if applicable).

Any apprentice who is absent from related instruction will satisfactorily complete all coursework missed before being advanced to the next level of training. In cases of failure of an apprentice to fulfill the obligations regarding related instruction without due cause, the employer will take appropriate disciplinary action and may terminate the apprenticeship agreement after due notice to the apprentice and opportunity for corrective action. The employer needs to inform the NRAEF of any action taken. To the extent possible, related instruction will be closely correlated with the practical experience and training received on the job. The employer will monitor and document the apprentice's progress in related instruction classes and be prepared to submit progress reports as part of their quarterly report to NRAEF. See attached quarterly report.

NRAEF will secure competent instructors whose knowledge, experience, and ability to teach will be carefully examined and monitored. NRAEF may require the instructors to attend instructor training to meet the requirements of 29 CFR § 29.5{b)(4)(i)(ii) or state regulations.

SECTION XIV- SAFETY AND HEALTH TRAINING-29 CFR § 29.5(b)(9) All apprentices will receive instruction in safe and healthful work practices both on the job and in related instruction that are in compliance with the Occupational Safety and Health Administration standards promulgated by the Secretary of Labor under 29 U.S.C. 651 et seq., as amended, or state standards that have been found to be at least as effective as the federal standards.

SECTION XV - MAINTENANCE OF RECORDS- 29 CFR §§ 29.5(b)(6), 29.5(b)(23), and 30.8 Employers are responsible for maintaining, at a minimum, the following apprenticeship records:

summary of the qualifications of each applicant; basis for evaluation and for selection or rejection of each applicant; records pertaining to interview; the original application; records of each apprentice's OJL; related instruction reviews and evaluations; progress evaluations; record of job assignments, promotions, demotions, layoffs, or terminations, rates of pay;

and any other actions pertaining to the apprenticeship

Employers shall comply with 29 CFR 29 and 29 CFR 30 in their outreach and recruitment, interview and selection processes

All such records are the property of the employer. Electronic copies of apprentice applications, ETA - 671, will be submitted on a rolling basis. Updates on OJL, RTI checklists, wage increase information and other demographic data will be furnished to the NRAEF electronically on a quarterly basis. NRAEF and the employer and will maintain records for a period of 5 years from the date of last action. They will be made available to the Registration Agency upon request.

SECTION XVI· CERTIFICATE OF COMPLETION OF APPRENTICESHIP - 29 CFR § 29.5(b)(lS) Upon an apprentice's satisfactory completion of the requirements of the apprenticeship program established within these standards, the NRAEF will so certify the completion to the Registration Agency and request that a Certificate of Completion of Apprenticeship be awarded to the completing apprentice. The Registration Agency may require that a record of completed OJL and related instruction for the apprentice accompany such requests.

SECTION XVII - NOTICE TO REGISTRATION AGENCY - 29 CFR §§ 29.3(d), 29.3(e), and 29.5(b)(19) The Registration Agency must be notified within 45 days of any apprentice action - e.g., registered, reinstated, extended, modified, granted credit, completed, transferred, suspended, canceled - and a statement of the reasons therefore.

SECTION XVIII - REGISTRATION, CANCELLATION, AND DEREGISTRATION - 29 CFR §§ 29.5(b)(lB), 29.8(a)(2), and 29.5(b)(B) These standards will, upon adoption by the NRAEF, be submitted to the Registration Agency for approval. Such approval will be acquired before implementation of the program.

The employer reserves the right to discontinue their participation at any time in the apprenticeship program. The NRAEF will notify the Registration Agency within 45 days in writing of any decision of an employer to cancel the program.

The Registration Agency may initiate deregistration of these standards for failure of the NRAEF to abide by the provisions herein. Such deregistration will be in accordance with the Registration Agency's regulations and procedures.

The NRAEF will notify each employer of the cancellation of the program and the effect of same. If the apprenticeship program is cancelled at the NRAEF's request, NRAEF will notify the employer(s) within 15 days of the date of the Registration Agency's acknowledgment of the NRAEF's request. If the Registration Agency orders the deregistration of the apprenticeship program, the NRAEF will notify the employer within 15 days of the effective date of the order. This notification will conform to the requirements of 29 CFR § 29.8.

SECTION XIX -AMENDMENTS AND MODIFICATIONS- 29 CFR § 29.5(b)(lS) These standards may be amended or modified at any time by the NRAEF provided that no amendment or modification adopted will alter any apprenticeship agreement in force at the time without the consent of all parties. Such amendment or modification will be submitted to the Registration Agency for approval and registration prior to being placed in effect. A copy of each amendment or modification adopted will be furnished to each apprentice to whom the amendment or modification applies.

SECTION XX - ADJUSTING DIFFERENCES; COMPLAINT PROCEDURE - 29 CFR §§ 29.5(b)(22), 29.7(k), and 30.11 If an applicant or an apprentice believes an issue exists that adversely affects his/her participation in the apprenticeship program or violates the provisions of the apprenticeship agreement or standards, the applicant or apprentice may seek relief through one or more of the following avenues, based on the nature of the issue:

29 CFR § 29.7(k)

The employer will hear and resolve all complaints of violations concerning the apprenticeship agreement and the registered apprenticeship standards for which written notification is received within 15 days of the alleged violations. The employer will make such rulings as it deems necessary in each individual case within 30 days of receiving the written notification. Either party to the apprenticeship agreement may consult with the Registration Agency for an interpretation of any provision of these standards over which differences occur. The employer will contact the NRAEF who will facilitate a resolution only when all internal employer HR procedures have been exhausted. The name and address of the appropriate authority to receive, process, and dispose of complaints is John Shortt, NRAEF Address: 2055 L Street, NW, Suite 700, Washington, DC, 20036

29 CFR § 30.11

Any apprentice or applicant for apprenticeship who believes that he/she has been discriminated against on the basis of race, color, religion, national origin, sex sexual orientation, age {40 or older), genetic information, or disability with regard to apprenticeship or that the equal opportunity standards with respect to his/her selection have not been followed in the operation of an apprenticeship program may, personally or through an authorized representative, file a complaint with the Registration Agency.

The complaint shall be in writing and shall be signed by the complainant. It must include the name, address, and telephone number of the person allegedly discriminated against, the employer involved, and a brief description of the circumstances of the failure to apply the equal opportunity standards provided in 29 CFR § 30.

The complaint must be filed not later than 180 days from the date of the alleged discrimination or specified failure to follow the equal opportunity standards. Any referral of such complaint by the complainant to the Registration Agency must occur within the time limitation stated above or 30 days from the final decision of the employer, whichever is later. The time may be extended by the Registration Agency for good cause shown. Complaints of discrimination and failure to follow equal opportunity standards in the apprenticeship program may be filed and processed under 29 CFR § 30 and the procedures set forth above. The employer shall provide written notice of Its complaint procedure to all applicants for apprenticeship and all apprentices.

SECTION XXI - TRANSFER OF AN APPRENTICE AND TRAINING OBLIGATION - 29 CFR § 29.5(13) The transfer of an apprentice between apprenticeship programs and within an apprenticeship program must be based on agreement between the apprentice and the affected apprenticeship committees or sponsor and must comply with the following requirements:

i) The transferring apprentice must be provided a transcript of related instruction and OJL by the sponsor;

ii) Transfer must be to the same occupation; andiii) A new apprenticeship agreement must be executed when the transfer occurs

between the employers. The apprentice must receive credit from the new employer for the training already satisfactorily completed.

SECTION XXII - RESPONSIBILITIES OF THE APPRENTICE Apprentices, having read these standards developed by the NRAEF, agree to all the terms and conditions contained herein and agree to abide by the employer's rules and policies, including any amendments, and to serve such time, perform on the job learning, and study such subjects as the employer may deem necessary to become a skilled restaurant manager. In signing the apprenticeship agreement, apprentices assume the following responsibilities and obligations under the apprenticeship program:

A. Maintain and make available such records of work experience and training received on the job

B. And in related instruction as may be required by the employer and NRAEF.

C. Develop and practice safe working habits and work in such a manner as to assure his/her personal safety and that of fellow workers.

D. Work for the employer to whom the apprentice is assigned for the duration of the apprenticeship, unless the apprentice is reassigned to another employer or the apprenticeship agreement is terminated by the NRAEF.

SECTION XXIII - TECHNICAL ASSISTANCE Technical assistance, such as that from the U.S. Department of Labor's Office of Apprenticeship, recognized state apprenticeship agencies, and vocational schools, may be requested to advise the employer.

The employer is encouraged to invite representatives from industry, education, business, private organizations, and public agencies to provide consultation and advice for the successful operation of its training program.

SECTION XXIV- CONFORMANCE WITH FEDERAL LAWS AND REGULATIONS No Section of these Standards of Apprenticeship shall be construed as permitting violation of any Federal Law or Regulation.

Appendix A

WORK PROCESS SCHEDULE

AND

RELATED TRAINING INSTRUCTION OUTLINE

Appendix A

WORK PROCESS SCHEDULEOCCUPATION TITLE: Restaurant Manager (Existing Title: Manager, Food Service)

O*NET·SOC CODE: 11-9051.00 RAPIDS CODE: 0593CB

This schedule is attached to and a part of these Standards for the above identified occupation.

1. TYPE OF OCCUPATIONRestaurant Manager

2. TERM OF APPRENTICESHIPThis competency based apprenticeship approximates an OJL and RTI attainment of 4225 hours. This includes an RTI of a minimum of 225 hours. Employers may add 10 hours of training per year to the required minimum outlined above.

3. RATIO OF APPRENTICES TO RESTAURANT MANAGERThe apprentice to Restaurant Manager ratio is: 2 Apprentice(s) to 1 Restaurant Manager(s).

4. APPRENTICE WAGE SCHEDULEApprentices shall be paid a progressively increasing schedule of wages based on either a percentage or a dollar amount of the current restaurant manager wage rate.

Level Recommended Minimum Annual Wage Recommended Exemption Status

Entry In no case, shall the starting wages of apprentices be less than that required by

any minimum wage law which may beapplicable.

Non-Exempt

Completion of all OJL Competencies and RTI

$31,000 Exempt

The minimum annual wage schedule is stated above. The NRAEF recognizes that each employer will have a different restaurant wage structure based on the size of the operation and the location. A minimum annual wage has been listed with the understanding that each employer may and should offer a higher wage based on market needs. In no case, shall the starting wages of apprentices be less than that required by any minimum wage law which may be applicable.

5. WORK PROCESS SCHEDULEThe employer may modify the work processes to meet local needs with approval from NRAEF.

1. During the Apprenticeship, the Apprentice shall receive work experience and job related education in all phases of the occupation, including safe work practices, necessary to develop the skill and proficiency of a skilled professional.

2. The employer must ensure Apprentices are rotated throughout the various work processes to ensure a well-rounded professional upon completion of the Apprenticeship, and submit quarterly competency reports to NRAEF.

3. Employers may add an additional 10 hours of RTI to the required minimum number of 112.5 hours per year.

4. Such on-the-job training shall be carried on under the direction and guidance of a qualified professional.

5. Apprentices with previous work experience can test out of Level 1 – Restaurant Professional by obtaining a Certified Restaurant Professional (CRP) Certification. Secondary education students who obtain a ProStart Certificate of Achievement [COA]* shall also receive credit for Level 1- Restaurant Professional. Apprentices with previous work experience can test out of Level 2 - Restaurant Supervisor by obtaining a Certified Restaurant Supervisor Certification (CRS).

*Certificate of Achievement [COA] - Candidates who have successfully passed the ProStartProgram, level one and level two tests, have the related work experience of 400 hours, successfully attained a minimum 52 of the 75 ProStart workforce competencies qualify as a Certified Restaurant Professional.

The following identifies the major work processes in which Apprentices will be trained. A detailed competency checklist to gauge on-the-lob progress follows.

Work Processes Approx. HoursLevel 1 – Restaurant ProfessionalFront of the House Knowledge I Service Culture 330Back of the House I Restaurant Kitchen Knowledge 300Product Quality and Cost Control 210Branding and Marketing 156Food Safety and Sanitation 4

Level 1 Total Hours 1000Level 2 – Restaurant SupervisorFundamentals of Managing Daily Restaurant Operations 270Fundamentals of Restaurant Leadership 300Monitoring and Controlling Resources 280Maintaining a lawful, safe, and healthy workplace 142Food Safety Management 8

Level 2 Total Hours 1000Level 3 - Restaurant ManagerFinancial Management 400Purchasing and Cost Control 380Staffing 440Leadership Strategy 380

Managing Safety and Regulations 160Restaurant Marketing 240

Level 3 Total Hours 2000Total on the Job Learning Hours 4000

Restaurant Manager – Competency Checklist

Level One – Certified Restaurant Professional

Front of the House Knowledge / Service Culture: Knowledge of front of the house activities and positions in a restaurant and various aspects of quality service.

Completion Date

1. Meets customer needs2. Communicates effectively with customers3. Demonstrates personal skills that contribute to quality customer service4. Handles customer complaints and carry out service recovery5. Understand the importance of product knowledge in service6. Describe quality customer service7. Identify styles of service8. Demonstrate skills and processes related to service activities

Back of the House / Restaurant Kitchen Knowledge: Knowledge of back of the house activities and positions in a restaurant and various aspects of food service.

Completion Date

1. Identifies kitchen equipment and kitchen roles2. Understand the role of product knowledge in food preparation3. Describe inventory control methods4. Identify production and presentation methods

Product Quality and Cost Control: Providing the highest quality products and services while controlling costs.

Completion Date

1. Identifies Methods to Maintain Product Quality2. Describe cost control and profitability

Branding and Marketing: Providing internal and external customers with a clear understanding of the goods and services offered by the operation.

Completion Date

1. Describe Branding2. Identify skill necessary to use the brand effectivelyFood Safety and Sanitation: Displaying knowledge of the critical importance of food safety and the necessary steps to ensure food safety in a restaurant or foodservice operation.

Completion Date

1. Define foodborne illness and explain the costs associated with a foodborne-illness outbreak.2. Recognize the importance of good personal hygiene, and describe behaviors associated with it such as handwashing, reportable illnesses, etc.3. Define time and temperature control, and describe actions necessary to provide safe food, such as safe food storage, correct cooking temperatures, correct cooling, and the use of thermometers.4. Define cross-contamination, and describe ways to prevent it.5. Identify biological, chemical, and physical hazards throughout the flow of food.6. Explain correct cleaning and sanitizing, including how, where, and when it should be done.7. Recognize food safety risks associated with high-risk populations including young children, elderly people, and people with compromised immune systems.

Level Two – Certified Restaurant Supervisor

Fundamentals of Managing Daily Restaurant Operations: Working shift standards, service recovery, the importance of work schedules, marketing a positive customer experience, and salesmanship.

Completion Date

1. Works Shift Standards2. Describe service recovery3. Understand the importance of work schedules4. Market the positive customer experience5. Describe salesmanship

Fundamentals of Restaurant Leadership: Dynamics of leadership, professional development, effective communication, and teamwork.

Completion Date

1. Understands the Dynamics of Leadership2. Describe effective communication3. Manage and facilitate teamwork

Monitoring and Controlling Resources: Understanding cost control, protecting revenue, purchase quantities, and the ordering process.

Completion Date

1. Understands the Importance of Cost Control2. Control food costs in purchasing, receiving, storing, and issuing3. Control food costs and quality during production, sales, and service4. Control labor 5. Protect revenue6. Describe purchase quantity requirements

Managing Safety and Regulations: Maintaining a lawful, safe, and healthy workplace.

Completion Date

1. Maintain a lawful workplace2. Manage a safe and healthy workplaceFood safety management: Implement essential food safety practices and create a culture of food safety

Completion Date

1. Understand the food safety responsibilities of the person in charge of the operation as recommended by the Food and Drug Administration (FDA) for regulatory monitoring2. Understand the concepts of active managerial control and the methods for achieving it3. Explain the FDA's public health interventions4. Understand the seven HACCP principles for preventing foodborne illness and how to implement a HACCP plan when applicable5. Explain how to prepare for, respond to, and recover from a crisis, including a foodborne-illness outbreak6. Describe how to respond to imminent health hazards including power outages, fire, flood, water interruption, and sewage7. Explain procedures on to how to handle requests from customers with food allergies, sensitivities, and intolerances8. Identify when food handlers should be prevented from working with or around food or from working in the operation9. Recognize the need for food defense systems 10. Have knowledge of the five CDC risk factors that cause foodborne illness and procedures to prevent them

11. Outline correct procedures for managing pests

Level Three – Certified Restaurant Manager

Financial Management: Accounting and finance basics, profitability, understanding the P&L, forecasting and budgeting, and assessing performance.

Completion Date

1. Explains the basics of accounting and finance2. Plan the profitable restaurant3. Identify the components of the Income statements (P&Ls)4. Forecast and budget5. Describe Profitable pricing6. Assess actual financial performance

Purchasing and Cost Control: Introduction to purchasing and vendor selection, ordering, pricing.

Completion Date

1. Describes Restaurant Purchasing and Quality Requirements2. Select vendors3. Order products: Pricing decisions and procedures4. Purchase follow-up5. Calculate the various types of food and beverage costs6. Control food and beverage cost7. Control labor 8. Protect revenue

Staffing: Staffing, training, managing performance, retention and termination procedures.

Completion Date

1. Recruits and Selects the Best Employees2. Explain the fundamentals of the employee orientation and training programs3. Facilitate effective employee performance4. Develop Succession Plans5. Manage compensation programs6. Describe employee retention and terminations procedures

Leadership Strategy: Managing meetings, time management, and planning.Completion Date

1. Manages Meetings2. Describe time management3. Facilitate the planning process

Managing Safety and Regulations: Ensuring a lawful workplace.Completion Date

1. Ensures a Safe and Lawful Workplace Present an overview of laws that impact restaurant and foodservice

operations (including laws on sanitation, harassment, health care, workplace safety, and payroll)

Review state and federal employment laws that affect operations (EEOC, OSHA, FLSA, minimum wage, and overtime, etc. )

Provide an overview of what managers can do to maintain a zero-tolerance sexual harassment policy

Discuss nonsexual types of harassment in the workplace (pregnancy

discrimination act, FMLA, ADA, etc. )

Restaurant Marketing: Understanding the fundamentals of restaurant marketing.Completion Date

1. Describes the Marketing Process in Restaurants2. Understand the market environment3. Market the positive customer service experience4. Obtain Customer Feedback5. Identify communication channels6. Describe the use of advertising and sales7. Explain sales promotions, publicity, and public relations8. Describe menu marketing principles and labeling requirements9. Market beverage products responsibly

Note: Individual employers may be eligible for substitutions to the competency checklist, not to exceed 20% of the required competencies. This modification is to allow for operational variances at individual restaurant properties. Example: Apprentices employed by a limited service property where no table service components exist. Employers must receive written permission from NRAEF to substitute competencies.

Related Training Instruction

1. Each Restaurant Manager Apprentice is required to obtain a valid ServSafe Food Handler Certificate during Level 1 training and valid ServSafe Food Protection Manager Certification during level 2 training. Training must be conducted by a Certified ServSafe Trainer or taken via the ServSafe online course. The certification exam must be administered by a Certified ServSafe Proctor.

2. Each Apprentice’s attendance and progress in Related Training Instruction must be tracked and appropriate records maintained. The competency attainment report will be submitted to NRAEF as part of the quarterly report.

3. Time devoted to the Related Training Instruction shall not be considered as part of the OJL. The Related Training Instruction will be performed outside the regular work schedule.

4. Failure on the part of the Apprentice to fulfill their obligation as to the Related Training Instruction and/or attendance, or their failure to maintain passing grades therein, shall constitute adequate cause for cancellation of their Apprenticeship Agreement.

5. The course listings outline the RTI that supplements the OJL. It is through the combination of both the OJL and the RTI that the apprentice can reach the skilled level of the occupation.

6. NRAEF recognizes that each employer may offer and/or require similar classes as part of the training program specific to their brand or restaurant company standards. These classes may be offered either online through the company Learning Management System or in person by a designated trainer. If this

situation presents itself, the NRAEF will review the learning objectives in the training program to ensure they match the objectives in the course curriculum above. NRAEF reserves the right to approve other industry training curriculum if the learning objectives do in fact match. Supplemental education may be required of the Apprentice if a full match of learning objectives is not found.

7. Apprentice candidates who have an Associate’s Degree or Bachelor’s degree in Hospitality Management may be granted credit for all of the required RTI. This credit will be dependent on a crosswalk of the college courses passed and the required RTI as outlined below, as determined by the NRAEF.

6. RELATED TRAINING INSTRUCTION OUTLINE Related Training Instruction Approx. HoursServSafe Food Handler Program 4*ManageFirst: Customer Service

Author(s): National Restaurant Association, Publisher: Pearson, Copyright year: © 2013, Edition: 2nd

Print ISBN: 9780132179324, 0132179326, eText ISBN: 9780133369120, 0133369129

25

*ManageFirst: Controlling Food Service Costs Author(s): National Restaurant Association, Publisher: Pearson,

Copyright year: © 2013, Edition: 2nd Print ISBN: 9780132175272, 0132175274, eText ISBN:

9780133369076, 0133369072

25

*ManageFirst: Hospitality & Restaurant Marketing Author(s): National Restaurant Association, Publisher: Pearson,

Copyright year: © 2013, Edition: 2nd Print ISBN: 9780132181662, 0132181665, eText

ISBN: 9780133361902, 013336190X

25

*ManageFirst: Human Resources Management & Supervision Author(s): National Restaurant Association, Publisher: Pearson,

Copyright year: © 2013, Edition: 2nd Print ISBN: 9780132175258, 0132175258, eText

ISBN: 9780133369113, 0133369110

25

*ManageFirst: Hospitality and Restaurant Management Author(s): National Restaurant Association, Publisher: Pearson,

Copyright year: © 2013, Edition: 2nd Print ISBN: 9780132116138, 0132116138, eText ISBN:

9780133361889, 013336188

25

*ManageFirst Principles of Food and Beverage Management Author(s): National Restaurant Association, Publisher: Pearson,

Copyright year: © 2013, Edition: 2nd Print ISBN: 9780132725491, 0132725495, eText

ISBN: 9780133369083, 0133369080

25

*ManageFirst: Purchasing Author(s): National Restaurant Association, Publisher: Pearson,

Copyright year: © 2013, Edition: 2nd Print ISBN: 9780132181648, 0132181649, eText ISBN:

9780133369090, 0133369099

25

*ManageFirst: Hospitality Accounting Author(s): National Restaurant Association, Publisher: Pearson,

Copyright year: © 2013, Edition: 2nd Print ISBN: 9780132175241, 013217524X, eText ISBN:

9780133369106, 0133369102

30

ServSafe Food Protection Manager 16Total 225

*ManageFirst content can be instructor led or self-study, apprentices are required to complete and turn in “Review Your Learning” homework for each chapter

Other allowable related instruction includes but is not limited to: Foundations of Restaurant Management & Culinary Arts: Level 1

o Author(s): National Restaurant Association, Publisher: Pearson, Copyright year: © 2011, ISBN-13: 9780138019389

Foundations of Restaurant Management & Culinary Arts: Level 2o Author(s): National Restaurant Association, Publisher: Pearson, Copyright year:

© 2011, ISBN-13: 9780131380226 Certified Restaurant Server Online Program

o American Hotel and Lodging Educational Institute 08022WBP03ENGE Certified Kitchen Cook Online Program

o American Hotel and Lodging Educational Institute 08058WBP03ENGE

Appendix C

QUALIFICATIONS AND SELECTION

PROCEDURES

ADOPTED BY

NATIONAL RESTAURANT ASSOCIATION EDUCATIONAL FOUNDATION (NRAEF)

SECTION I - MINIMUM QUALIFICATIONSApplicants will meet the following minimum qualifications.

A. Age

Minimum age qualification required by NRAEF for persons entering the apprenticeship program, with an eligible starting age not less than 18 years.

B. Education

A High School Diploma or GED is required. Applicant must provide an official transcript(s) for high school and any post–high school education. Applicant must submit the GED certificate if applicable.

C. Physical

Applicants will be physically capable of performing the essential functions of the apprenticeship program, with or without a reasonable accommodation, and without posing a direct threat to the health and safety of the individual or others.

Per employer policy applicants may be screened for illegal drugs prior to being employed and / or accepted into the apprentice program. Such drug screens will be handled in accordance with applicable state and local law.

SECTION II - APPLICATION PROCEDURESA. Applicants will be accepted and enrolled on a rolling basis. NRAEF through their

online platform and employers through local job forums will advertise apprenticeship vacancies.

B. All applications will be identical in form and requirements. Employer’s quarterly report will show race, ethnicity, and sex and the progress by dates and final disposition of each application.

C. Each applicant will be required to review the Apprenticeship Standards and will be provided information about the program. If the applicant has any additional questions on the qualifications or needs additional information to complete the application, it will be provided by employer

D. Receipt of the properly completed application form along with required supporting documents (driver’s license, birth certificate, or other acceptable proof of age; copy of high school diploma, GED certificate, or other acceptable documentation of education) will constitute the completed application.

E. Completed applications will be checked for minimum qualifications. Applicants deficient in one or more qualifications or requirements or making false statements on their applications will be notified by NRAEF in writing of their disqualification and of

the appeal rights available to them. No further processing of such applications will be taken.

E. Applicants meeting the minimum qualifications and submitting the required documents will be notified where and when to appear for an interview as it aligns with the employer’s current HR policies.

SECTION III - SELECTION PROCEDURESSelection from Pool of Current Employees

The employer may select apprentices from an eligibility pool of the workers already employed by the program employer or by the employer’s established promotion policy. The employer adopting this method of selecting apprentices shall establish goals for the selection of minority and female apprentices, unless the employer concludes, in accordance with the provisions of 29 CFR §§ 30.4(d), (e), and (f) that it does not have deficiencies in terms of underutilization of minorities and/or women (minority and nonminority) in the apprenticeship of restaurant manager occupations represented by the program.

SECTION IV - DIRECT ENTRYEmployers that wish to invoke the direct entry provision may do so without regard to the existing selection procedure or minimum qualifications used for entry into the apprenticeship program. Individuals selected into the apprenticeship program via direct entry shall include only those individuals described below who have received training or employment in an occupation directly or indirectly related to the occupation(s) registered in these standards. The employer will award credit for previous experience in accordance with Section XII of these standards. The employer will determine the appropriate wage rate commensurate with his or her skill attainment. The credit for previous experience shall be awarded without regard to race, color, religion, national origin, or sex. The methods for direct entry are as follows:

• An individual who has completed a structured pre-apprenticeship training program, such as a ProStart National Certificate of Achievement [COA],which meets the requirements outlined in Training and Employment Notice 13-12, “Defining a Quality Pre-Apprenticeship Program and Related Tools and Resources,” in any occupational area covered in these standards of apprenticeship and who meets the minimum qualifications of the apprenticeship program may be admitted directly into the program. The candidate shall provide official documentation confirming that he or she fulfilled the specific requirements of the pre-apprenticeship program, such as completion/graduation certificates, transcripts, notarized letters of confirmation, and sworn statements. The employer will evaluate the training received to grant appropriate credit on the term of apprenticeship. Entry of pre-apprenticeship candidates shall be done without regard to race, color, religion, national origin, or sex. (Note: This is a method of direct entry into the apprenticeship program.)

• A youth who has completed a Job Corps training program in any occupation covered in these standards and who meets the minimum qualifications of the apprenticeship program may be admitted directly into the program, or if no apprentice opening is

available, the Job Corps graduate may be placed at the top of the current apprenticeship applicant ranking list and given first opportunity for placement into an apprenticeship program. The employer will evaluate the Job Corps training received to grant appropriate credit on the term of apprenticeship. Entry of Job Corps graduates will be done without regard to race, color, religion, national origin, or sex. (Note: This is a method of direct entry into the apprenticeship program.)

• A military veteran who has completed military technical training school and/or participated in a registered apprenticeship program or related occupation while in the military in the occupations registered in the may be given direct entry into the apprenticeship program.  The employer shall evaluate the military training received for granting appropriate credit on the term of apprenticeship and the appropriate wage rate.  The employer will determine what training requirements the veteran needs to meet to ensure he or she receives all necessary training for completion of the apprenticeship program.  Applicants must submit a DD-214 to verify military training and/or experience if they are a veteran and wish to receive consideration for such training/experience.  Entry of military veterans shall be done without regard to race, color, religion, national origin, or sex.  (Note: This is a method of direct entry into the apprenticeship program.)

SECTION V - COMPLAINT PROCEDUREA. Any apprentice or applicant for apprenticeship who believes that he/she has been

discriminated against on the basis of race, color, religion, national origin, sex sexual orientation, age (40 or older), genetic information, or disability with regard to apprenticeship or that the equal opportunity standards with respect to his/her selection have not been followed in the operation of an apprenticeship program may, personally or through an authorized representative, file a complaint with the Registration Agency.

B. The complaint shall be in writing and shall be signed by the complainant. It must include the name, address, and telephone number of the person allegedly discriminated against, the employer involved, and a brief description of the circumstances of the failure to apply the equal opportunity standards provided in 29 CFR § 30.

C. The complaint must be filed not later than 180 days from the date of the alleged discrimination or specified failure to follow the equal opportunity standards. Any referral of such complaint by the complainant to the Registration Agency must occur within the time limitation stated above or 30 days from the final decision of the employer, whichever is later. The time may be extended by the Registration Agency for good cause shown.

D. Complaints of discrimination and failure to follow equal opportunity standards in the apprenticeship program may be filed and processed under 29 CFR § 30 and the procedures set forth above. The employer shall provide written notice of its complaint procedure to all applicants for apprenticeship and all apprentices.

SECTION VI - MAINTENANCE OF APPRENTICESHIP APPLICATION AND SELECTION RECORDS

The employer will keep adequate apprenticeship records, including a summary of the qualifications of each apprenticeship applicant; the basis for evaluation and for selection or rejection of each apprenticeship applicant; the records pertaining to interviews of apprenticeship applicants; the original application for each apprenticeship applicant; information relative to the operation of the apprenticeship program, including, but not limited to, job assignment, promotion, demotion, layoff, or termination; rates of pay or other forms of compensation or conditions of work; competencies attained, separately, related training instruction completed and any other records pertinent to a determination of compliance with 29 CFR § 30, as may be required by the U.S. Department of Labor. The records pertaining to individual apprenticeship applicants, selected or rejected, will be maintained in such manner as to permit the identification of minority and women (minority and nonminority) participants. All such records are the property of the employer. Electronic copies of apprentice applications and ETA – 671 will be sent to NRAEF upon acceptance into the apprenticeship program. OJL, RTI checklists, wage increase information and other demographic data will be furnished to the NRAEF on a quarterly basis. NRAEF and the employer will maintain records for a period of 5 years from the date of last action. They will be made available to the Registration Agency upon request.

Each employer must submit its EEO policy to NRAEF. As the national program sponsor, NRAEF will aggregate affirmative action apprenticeship participant outcomes including all data and analyses made pursuant to the requirements of 29 CFR § 30.4. NRAEF must maintain evidence that its qualification standards have been validated in accordance with the requirements set forth in 29 CFR § 30.5(b).

If applicants are interviewed during the apprenticeship selection process, adequate records include a brief summary of each interview and the conclusions on each of the specific factors - e.g., motivation, ambition, and willingness to accept direction - that are part of the total judgment.

APPENDIX D

EMPLOYER ACCEPTANCE AGREEMENT

ADOPTED BY

National Restaurant Association Educational Foundation

DEVELOPED IN COOPERATION WITH THEU. S. DEPARTMENT OF LABOROFFICE OF APPRENTICESHIP

APPENDIX D

Employer Acceptance Agreement

The undersigned employer hereby subscribes to the provisions of the Apprenticeship Standards formulated and registered by the National Restaurant Association Educational Foundation and agrees to carry out the intent and purpose of said Standards and to abide by the rules and decisions of the Sponsor established under these Apprenticeship Standards. We have been furnished a copy of the Standards and have read and understood them, and request certification to train apprentices under the provisions of these Standards. On-the-job, the apprentice is hereby guaranteed assignment to a skilled and competent restaurant manager or supervisor and is guaranteed that the work assigned to the apprentice will be rotated so as to ensure training in all phases of work. The employer further agrees to accept for employment apprentices who are selected and referred to him/her by the Apprenticeship Committee to the extent appropriate employment opportunities are available. This employer acceptance agreement will remain in effect until cancelled voluntarily or revoked by the Sponsor or Registration Agency.

Employer Name:

Employer Address:

Employer Contact Name:

Employer Contact Telephone:

Employer email:

Signature: