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Equal Employment Opportunity

Equal Employment Opportunity. Alison Stoker and Lisa Schlais. Americollect, Inc. Established in 1964, Americollect is bonded and licensed by the Department of Financial Institutions as a collection agency. Current president Kenlyn T. Gretz purchased Americollect in 1999

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Equal Employment Opportunity

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  1. Equal Employment Opportunity Alison Stoker and Lisa Schlais

  2. Americollect, Inc. • Established in 1964, Americollect is bonded and licensed by the Department of Financial Institutions as a collection agency. • Current president Kenlyn T. Gretz purchased Americollect in 1999 • Starting with 12 employees, Kenlyn aggressively grew Americollect, consistently adding between 4 and 8 employees per quarter.

  3. Vision Statement • Americollect Vision Statement • At AMERICOLLECT we join together in one goal: to be the MOST RESPECTED COLLECTION AGENCY by our clients, consumers and peers. • We reach this goal by: • Working Hard • Being Fair and Ethical • Developing Knowledgeable Employees • Reacting Timely and Anticipating Needs • Bringing Value to Those We Encounter • Together We Can

  4. Mission Statement • Americollect partners with our clients to collect their accounts as quickly and professionally as possible while maintaining and building our client’s reputation and following the rules that guide us. • Americollect partners with our employees to help them grow as individuals and give them an opportunity for a rewarding career in the collection industry. • Americollect partners with consumers in collections to help them organize and prioritize their credit life and money management. Americollect must always understand the consumers to be successful.

  5. Organizational Chart

  6. EEO Laws • Title VII of the Civil Rights Act of 1964 (Title VII) • Equal Pay Act of 1963 (EPA) • Age Discrimination in Employment Act of 1967 (ADEA) • Title I and Title V of the Americans with Disabilities Act of 1990, as amended (ADA) • Sections 501 and 505 of the Rehabilitation Act of 1973 • Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA) • Civil Rights Act of 1991

  7. EEO Policy • Americollect is an Equal Opportunity Employer that does not discriminate against any person based on race, color, national origin, sex, age, religion, disability, genetic information, sexual orientation or gender identity or any other characteristic protected by state or federal law in any personnel decision. • Similarly, all salaries, wages, insurance programs and social or recreational programs will be administered in conformity with this policy. • Affirmative Action Program has been prepared for this facility. It contains goals, actions and timetables which relate to equal opportunity in all personnel actions. • The Team Benefits Coordinator will have the responsibility of coordinating, planning, implementing and administering Equal Employment Opportunity program as well as maintaining an audit and preparing reports as needed. The President will be responsible for the auditing of this policy.

  8. Purpose • To preserve an employment environment free from illegal discrimination.

  9. Authorization • Team Benefit Coordinator has authority to create, implement and administer • President has authority to audit yearly reports • Note: Vice President will take authority for audit in the event the President is not available

  10. Scope • This policy applies to all employees.

  11. Procedures • Create Affirmative Action Plan • Administered by Team Benefits Coordinator • Balance AAP software • Cost Savings • Affirmative Action Software one time cost $750.00 • EEOC vs Olsten Staffing Services cost of settlement $75,000.00 • EEOC vs Ready Mix cost of settlement $400,000.00 • Based on industry statistics and local demographics • Training for all employees including team leads and upper management

  12. Training Plan • All personnel involved in the recruitment, screening, selection, promotion, disciplinary, and related processes shall be trained to ensure that the commitments in the company’s Affirmative Action Program are implemented. • Leadership Meetings • Selecting/Interviewing/Hiring the most qualified candidate for position

  13. Affirmative Action Training for Leaders • See handout

  14. Diversity Training for All Employees • Focus: Awareness of conscious and unconscious biases towards minorities. • Goal: • Enhance understanding of human differences • Increasing awareness of cultural differences and commonalities • Building skills in confronting inappropriate language and behavior

  15. Retraining and Updating • Review previous year’s goal results • Modification of procedures to meet next year’s goals • Management is advised annually of their responsibilities under the company’s AAP for qualified individuals (Minorities, Females, Individuals with disabilities and qualified protected veterans) and of their obligations.

  16. Retraining Obligations of Leaders • Review the company’s Affirmative Action policy for qualified minorities, females, and individuals with disabilities and qualified protected veterans with subordinate team leads to ensure that they are aware of the policy and understand their obligation to comply with it in all personnel actions • 2. Assist in the identification of problem areas, formulate solutions, and establish departmental goals and objectives when necessary • 3. Review the qualifications of all applicants and employees to ensure qualified individuals are treated in a nondiscriminatory manner when hire, promotion, transfer, and termination actions occur; and • 4. Review all employees’ performance to ensure that non-discrimination is adhered to in all personnel activities.

  17. Updating Policies and Practices • The Affirmative Action Program is reviewed and updated as necessary. If there are any significant changes in procedures, rights or benefits as a result of the annual updating, those changes will be communicated to employees and applicants for employment. • Posters in common areas • Email • “Policy Tuesday”

  18. Measure for Success • Based on our goals set for our Affirmative Action Plan, we need to analyze our hiring and retention results • Did we meet our goal? • In not, how do we improve? • Internal recruiting policies and procedures • External recruiting policies and procedures

  19. Organizational Responsibility for Compliance The development of the AAP for individuals with disabilities and qualified protected veterans, policy statements, personnel policies and procedures, internal and external communication of the policy, and monitoring the effectiveness of these actions; Reviewing all personnel actions, policies, and procedures to ensure compliance with Americollect’s Affirmative Action obligations; Reviewing the qualifications of all applicants and employees to ensure qualified individuals are treated in a nondiscriminatory manner when hiring, promotion, transfer and termination actions occur; Assisting in the identification of problem areas and the development of solutions to those problems; Monitoring the effectiveness of the program on a continuing basis through the development and implementation of an internal audit- and reporting- system that measures the effectiveness of the program. Keeping management informed of equal opportunity progress and problems within the company through, at a minimum, periodic reports; Providing managers with a copy of the AAP for Qualified Individuals with Disabilities and Qualified Protected Veterans and reviewing the program with them on an annual basis to ensure knowledge of their responsibilities for implementation of the program; Reviewing the company’s AAP for qualified individuals with disabilities and qualified protected veterans with all managers and supervisors at all levels to ensure that the policy is understood and is followed in all personnel activities; Auditing the contents of company bulletin boards annually to ensure that compliance information is posted and is up-to-date; Serving as a liaison between Americollect and enforcement agencies; and Serving as a liaison between Americollect and organizations for individuals with disabilities and protected veterans

  20. Sources • Manitowoc Company EEO Policy • Manitowoc Affirmative Action Training • www.americollect.com • http://www.eeoc.gov/eeoc/newsroom/release/3-18-10a.cfm • http://www1.eeoc.gov/eeoc/newsroom/release/7-15-11.cfm?renderforprint=1 • www.dol.gov • www.lbl.gov/Workplace/HumanResources/html/...Action/AAP.pdf • http://quickfacts.census.gov/qfd/states/55/55117.html • http://quickfacts.census.gov/qfd/states/55/55071.html • http://quickfacts.census.gov/qfd/states/55/55009.html • http://www.eeoc.gov/facts/qanda.html • http://www.pacttraining.com/pact/pdf/devdivprograms.pdf

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