AFFIRMATIVE ACTION COMPLIANCE PROGRAMS

1. Ensuring and maintaining a work environment free of harassment, intimidation and coercion in all work facilities, as well as assigning two or more women to each construction project, when possible. Also, Contractors will ensure that all on-site supervisory personnel are aware of and carry out the company’s obligation to maintain such an environment, with specific attention given to minority or female individuals.
   
   

   ---

2. Establishing and maintaining a current list of minority and female recruitment sources, providing written notification to minority and female recruitment sources and to community organizations when the Contractors or its unions have employment opportunities available and maintaining a record of all responses.
   
   

   ---

3. Maintaining a current file of names, addresses and telephone numbers of each minority and female off-the-street applicant or referral from a union, a recruitment source or community organization, as well as a record of what action was taken in regard to each individual. If such an individual was sent to the union hiring hall for referral and was not referred back to the Contractor or, if referred, was not hired, this shall be documented in the file, as well as the reason and whatever additional actions may have been taken.
   
   

   ---

4. Providing immediate written notification to the Union Director(s) when the union(s) with which the Contractor has a collective bargaining agreement has not referred a minority person or woman sent by the Contractor, or when it has come to the attention of the Contractor that the union referral process has in any way impeded the Contractor’s efforts to meet its obligations.
   
   

   ---

5. Developing on-the-job training opportunities and/or participating in training programs for the areas which expressly include minorities and women, including upgrading programs, apprenticeships and trainee programs relevant to the Contractor’s needs, especially those programs funded or approved by the Dept. of Labor.
   
   

   ---

6. Disseminating their EEO policy by providing it to unions and training programs, as well as requesting their cooperation in assisting the Contractor in meeting its EEO obligations. Contractors must also include their EEO policy in any policy manual or collective bargaining agreement; publicize it in the company newspaper, annual reports, etc.; conduct policy reviews with all management personnel, minority employees and female employees at least once a year; and post their EEO policy on bulletin boards accessible to all employees at each work location.
   
   

   ---

7. Reviewing, at least annually, the company’s EEO policy and Affirmative Action obligation with all employees having any responsibility for hiring, assignment, layoff, termination or other employment decisions, as well as with onsite supervisory personnel prior to the onset of work at any job site. A written record of the meeting shall be maintained identifying the time, place, persons attending, subject matter discussed and disposition of subject matter.
   
   

   ---

8. Disseminating their EEO policy externally by including it in any news media advertising, especially minority and female news media, and providing written EEO policy notification to and engaging in EEO policy discussion with other Contractors and Subcontractors with whom the Contractor does or anticipates doing business.
   
   

   ---

9. Directing recruitment efforts, both oral and written, to minority, female and community organizations; to school with minority and female students; and to minority and female recruitment and training organizations serving the Contractor’s recruitment area and employment needs. Not later than one month prior to the date for the acceptance of applications for training by any recruitment source, the Contractor shall send written notification to the above organizations describing the openings, screening procedures and tests to be used in the selection process.
   
   

   ---

10. Encouraging present minority and female employees to recruit other minority persons and women and, where reasonable, provide after-school, summer and vacation employment to minority and female youth both on site and in other areas of the Contractor’s work force.
    
    

    ---

11. Validate all tests and other selection requirements where there is an obligation to do so under 41 CFR part 60-3.
    
    

    ---

12. Conducting, at least annually, an inventory and evaluation at least of all minority and female personnel for promotional opportunities and encourage these employees to seek or to prepare for, through appropriate training, etc., such opportunities.
    
    

    ---

13. Ensuring that seniority practices, job classifications, work assignments and other personnel practices do not have a discriminatory effect by continually monitoring all personnel and employment-related activities to ensure that both the EEO policy and the Contractor’s obligations are being carried out.
    
    

    ---

14. Ensuring that all facilities and company activities are non-segregated, excepting separate or single-user toilet and necessary changing facilities which shall be provided to assure privacy between the sexes.
    
    

    ---

15. Documenting and maintaining a record of all solicitations of offers for subcontracts from minority and female construction contractors and suppliers, including circulation of solicitations to minority and female contractor associations and other business associations.
    
    

    ---

16. Conduct a review, at least annually, of all supervisors’ adherence to and performance under the Contractor’s EEO policies and Affirmative Action obligations.
    
    

*Source: Standard Federal Equal Employment Opportunity Construction Contract Specifications (Executive Order 11246)  Regulations have been abbreviated.