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I. PURPOSE
This is to reaffirm the Foundation's operating policy of nondiscrimination
and its commitment to affirmative action directed toward carrying
it into effect.
II. EQUAL EMPLOYMENT OPPORTUNITY POLICY
The intent of our policy is to ensure equal opportunity for
each employee, and potential employee, in all actions
affecting recruiting, hiring, transferring, promoting,
training, terminating and recalling practices without
regard to race, color, religion, sex, age, or national
origin. We intend also to make a reasonable effort to
accommodate our facilities and procedures to an otherwise
qualified employee's physical or mental disability.
III. AFFIRMATIVE ACTION PROGRAM
Our Affirmative Action Program is a written set of specific
goals and procedures to which we as an organization have committed
ourselves in order to ensure equal employment opportunities
for all our employees and potential employees. It requires
positive, good-faith efforts to achieve and maintain these
goals through a continuing series of affirmative actions.
IV. RESPONSIBILITY
Each member of management, from the President to the first
line supervisor, is committed to disseminate, practice and
enforce all aspects of this policy of nondiscrimination through
affirmative action efforts.
The responsibility for developing, coordinating, reporting,
and monitoring our equal opportunity and Affirmative Action
Program is assigned to the EEO Coordinator.
His responsibilities include assisting
management in achievement of EEO goals and objectives, including
recruiting, hiring, promoting, and retaining minority and
female employees, and assisting in accommodations made for
disabled employees.
The EEO coordinator prepares the documentation
of each personnel action adversely affecting a minority,
female, or disabled employee, as well as periodic
reports showing hires, terminations, transfers, and promotions.
V. AUDIT AND REPORTING SYSTEM
Annual reports are prepared by the Director of Human Resources
for federal agencies. These reports detail the composition
of our workforce by race and by sex as well as the utilization
of special disabled veterans, Vietnam era veterans and
other eligible veterans.
VI. ENFORCEMENT AGENCIES
Office of Federal Contract Compliance Programs (OFCCP)
The OFCCP is part of the Department of Labor. The OFCCP operates
under Executive Orders 11246 and 11375. It can hold up federal
contracts, debar a contractor, or take action to cancel a
contract. It regularly conducts compliance reviews, including:
Surveillance over the establishment and performance of Affirmative
Action Programs as required by Department of Labor Revised
Order No. 4, the Rehabilitation Act of 1973, The Vietnam
Era Veteran's Readjustment Assistance Act of 1974, and The
Veterans Employment Opportunity Act of 1998. These regulations
pertain to the affirmative action practices of federal contractors
concerning minorities, women, the disabled, veterans of
the Vietnam war period, special disabled veterans and other
eligible veterans.
Assessment of our demonstration of good faith efforts as
shown by:
• Performance of affirmative action goals
• Documentation of personnel actions
• Communications
• Involvement in community action programs
Equal Employment Opportunity Commission (EEOC)
The EEOC was established by Congress to enforce Title VII
of the Civil Rights Act.
• It investigates charges of discrimination made
by individual employees or applicants.
• It issues a "determination" based upon
the investigation.
• If the determination is that there is cause to
believe that discrimination due to race, color, religion,
sex, national origin, or disability took place, the case
may be conciliated by the EEOC, referred to the Department
of Justice, or a lawsuit may be filed by the individual
in Federal District Court.
• Under the Equal Employment Opportunity Act of
1972, the EEOC has authority to file suit in Federal District
Court on behalf of the charging party.
VII. CONCLUSION
Our Affirmative Action Program goals are part of our daily
operations. They are periodically established, based on
our anticipated employment level and utilization and the
availability of qualified minorities and females within
each occupation in our recruiting area. Additionally, affirmative
action efforts are made to provide equal opportunity for
the disabled, the Vietnam era veteran, other eligible
veterans, and the special disabled veteran.
Positive effort throughout the Foundation will enable us
to reach them. It is essential that we do.
John C. Kerr
President
04-04-07
Michael R. Moore
Director of Human Resources and EEO Coordinator
SFBR-232 (Rev. 04-07)
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