1 / 25

Equal Employment Opportunity (EEO) 11/29/2012 Anita Heard Equal Opportunity Specialist

Equal Employment Opportunity (EEO) 11/29/2012 Anita Heard Equal Opportunity Specialist. Title VII Civil Rights Act of 1964, as amended Prohibits Discrimination on the Basis of:. Race Color Sex ( Including Pregnancy) National Origin Creed Religion Retaliation.

dorit
Download Presentation

Equal Employment Opportunity (EEO) 11/29/2012 Anita Heard Equal Opportunity Specialist

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript


  1. Equal Employment Opportunity (EEO)11/29/2012Anita HeardEqual Opportunity Specialist

  2. Title VII Civil Rights Act of 1964, as amended Prohibits Discrimination on the Basis of: • Race • Color • Sex ( Including Pregnancy) • National Origin • Creed • Religion • Retaliation

  3. Equal Employment Opportunity Plan (EEO) • Detailed, results-oriented set of procedures designed to achieve prompt and full utilization of minorities and women at all levels and in all parts of the contractor’s workforce. • Submitted every three years.

  4. Threshold Requirements • 50 or more transit-related employees, and; • Receives capital or operating assistance in excess of 1 million, or; • Receives planning assistance in excess of $250,000.

  5. EEO Plan Purpose • Establish strong company policy and commitment to equal employment opportunity • Assign responsibility and authority for the program to top company officials. • Analyze present workforce to identify jobs and departments where minorities and females are underrepresented.

  6. EEO Plan Purpose (Continued) • Set specific measurable hiring and promotion goals with target dates in each area of underutilization • Make every manager and supervisor responsible and accountable for helping to meet these goals. • Re-evaluate job descriptions and hiring criteria to ensure that they include only actual job needs. • Find minorities and females who qualify or can become qualified to fill goals.

  7. EEO PROGRAM COMPONENTS • Statement of Policy • Dissemination • Designation of Personnel Responsibility • Utilization Analysis • Goals and Timetables • Assessment of Employment Practices • Monitoring and Reporting

  8. 1. Statement of Policy Agency’s commitment to EEO • Signed and dated by the CEO • Include the name of the EEO Officer • Must include the seven (7) paragraphs on Page III-1, 2(a) of the circular. Must be placed in conspicuous and accessible locations so employees and applicants are aware of the agency’s EEO commitment.

  9. 2. Dissemination • How are you going to publicize and distribute the agency’s EEO Policy internally and externally? • Internally – Managers and Supervisors informed via: • Written communication from CEO • Inclusion of the policy in the personnel and operations manual • Meetings held with managers and supervisors

  10. 2. Dissemination (Continued) • Internally – non-supervisory staff informed via: • Post EEO policy posters and statement on bulletin boards, near time clocks, cafeteria, employment/personnel office • Include policy in employee handbooks, reports, manuals, union contracts • Meet with minority and female employees for suggestions about the program • Present EEO program during employee orientation and training programs

  11. 2. Dissemination (Continued) • Externally – distribute to regular recruitment sources: • Employment agencies; unions, educational institutions, minority and women’s organizations, civil rights organizations and any agency that refers applicants. • Public Media sources; radio, television stations, newspapers, magazines, journals. All advertisements and vacancy announcements should include a statement that you are an “Equal Employment Opportunity Employer”

  12. 3. Designation of Personnel Responsibility • A person should be appointed as Manager/Director of EEO who reports and is directly responsible to the agency’s chief executive officer. • The EEO program manager should be identified by name in all internal and external communications. • This person should be financially compensated at the same level as other top management officials. • EEO Manager should be given adequate staff

  13. 3. Designation of Personnel Responsibility (Continued) EEO Manager Responsibility, FTA Circular 4704.1 Page III-3(c) 1-9 Example: • Develop EEO policy, a written program • Concur in all hires and promotions • Processing employment discrimination complaints. • Assist management in collecting and analyzing employment data, identify problem areas, setting goals

  14. 3. Designation of Personnel Responsibility (Continued) Manager Responsibility, FTA Circular 4704.1, Page III-4 (1-8) Example: • Assist in identifying problem areas • Be involved in local minority organizations • Participate in review of complaints alleging discrimination • Support career counseling for employees

  15. 4. Utilization Analysis • Purpose – • identify job categories where there is underrepresentation and/or concentration of minorities or women • Establish the framework for goals and timetables and other actions to correct employment practices that contributed to underrepresentation or concentration

  16. 4. Utilization Analysis (Continued) • A statistical breakdown of the job categories cross-referenced by race and sex. • Consist of a work force analysis and an availability analysis • Availability analysis compares the participation rate of minorities and women with their availability.

  17. 5. Goals and Timetables • Percentage and numerical goals with timetables must be set to correct any underrepresentation identified in analysis. • If previous goals and timetables are not met, you are to justify why; job openings didn’t materialize, adequacy of recruitment, job description.

  18. 6. Employment Practices • Purpose – Identify the practices that may operate as employment barriers • Detailed narrative and statistical analysis reviews: • Application procedures • Types of Disciplinary Actions • Promotion procedures • Training opportunities • Testing programs \

  19. 6. Employment Practices (Continued) • Additional areas to discuss • Recruitment process • Position Description • Selection standards and procedures • Interview procedures • Wage and salary structure • Seniority practices • Layoff, termination, disciplinary actions, transfers • Assess if there are external factors like potential applicants not knowing where to apply for jobs.

  20. 6. Employment Practices (Continued) • Statistical Data • Number of individuals by race and sex who: • Applied for employment • Actually hired • applied for promotion or transfer • actually promoted or transferred • Number and types of disciplinary actions, resignations, suspensions, grade changes, reassignments and terminations.

  21. 6. Employment Practices (Continued) • Sample Corrective Actions

  22. 6. Employment Practices (Continued) • Sample Corrective Actions

  23. 7. Monitoring and Reporting • Purpose – • Provide feedback on program progress • Identify problems that call for corrective action on your part • How are you monitoring your program

  24. 7. Monitoring and Reporting (Continued) • Keep cumulative records on hiring, training, transfer and promotions in areas of under participation and prepare quarterly summaries. • Formal periodic reports are collected from supervisory personnel. • Discuss your mechanisms for tracking EEO complaints. • How are you monitoring your subs’ compliance? Who is reporting to you; how often; what are they reporting. Who are you reporting to; what are you reporting; how often.

More Related