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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.

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

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  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.

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