The decision about which approach to take may come down to company culture. Employers who place significant emphasis on seniority may prefer to launch a TB apprenticeship. This is often the case for unionized employers, as collective bargaining agreements frequently use seniority as a key factor in compensation, advancement opportunities, and other work priorities. Alternatively, employers who focus more on skill and readiness when making decisions about hiring and promotion may find that the CB or HY approach aligns more naturally with their existing HR practices.

The differences between the HY and CB approaches aren’t hugely consequential—the main difference being the records requirements and program duration flexibility. The HY approach does provide an added layer of structure for employers, as they can use the hours’ ranges to assess whether their apprentices are gaining competency more quickly or slowly than expected. Employers can weigh that potential benefit against the additional hours documentation that is required in HY programs but not required in CB programs.

In summary, for employers that are looking for flexibility and who focus more on skills than seniority, CB or HY programs can be a great fit.

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