Source 41 CFR 60-4 Affirmative Action Requirements
employment opportunities available, and maintain a record
ofthe Organizations’ responses.
c. Maintain a current file of the names, addresses and
teleph One numtbers of cach minority and female off-the-street
applicant and minority or female referral from a union, a
recruitment source or community organization and of what
action was taken with respect to cach such individual. If such
individyal was sent to the union hiring hall for referral and was
nat referred back to the Contractor by the union or, if referred,
not employed by the Contractor, this shall be documented in
the file with the reason therefore, along with whatever
additional actions the Contractor may have taken.
d. Provide immediate written notification to the Director
when the union or unions with which the Contractor has a
collective bargaining agreement has not referred to the
Contractor a minority person or woman sent by the Contractor,
or when the Contractor has other information that the union
referral process has impeded the Contractor's efforts to meet its
obligations.
e. Develop on-the-job training opportunitics and/or
participate in training programs for the arca which expressly
include minoritics and women, including upgrading programs
and apprenticeship and trainee programs relevant to the
Contractor's employment needs, especially those programs
funded or approved by the Department of Labor. The
Contractor shall provide notice of these programs to the
sources compiled under 7b above.
f. Disseminate the Contractor's EEO policy by providing
notice of the policy to unions and training programs and
requesting their cooperation in assisting the Contractor in
mecting its CEO obligations; by including it in any policy
manual and collective bargaining agreement: by publicizing it
in the company newspaper, annual report, etc, by specific
review of the policy with all management personnel and with
all minority and female employees at least once a year; and by
posting the company EEO policy on bulletin boards accessible
to all employces at each location where construction work is
performed.
g. Review, at least annually, the company’s EEO policy and
affirmative action obligations under these specifications with
all employees having any responsébilily for hiring,
assignment, layoff, termination or other employment decisions
including specific review of these items with onsite
supervisory personnel such as Superintendents, General!
Foremen, etc., prior to the initiation of construction work at
any job site. A written record shall be made and maintained
identifying the time and place of these meetings, persons
altending, subject matter discussed, and disposition of the
subject matter.
h. Disseminate the Contractor's EEO policy externally by
including it in any advertising in the news media, specifically
including minority and female news media, and providing
written notification to and discussing the Contractor's EEO
policy with other Contractors and Subcontractors with whom
the Contractor does or anticipates doing business.
i. Direct its recruitment efforts, both oral and written, to
minority, female and community organizations, to schools with
minority and female students and to minority and female
recruitment and training organizations serving the Contractor's
recruiiment area and employment needs. Not falter than one
month prior to the date for the acceptance of applications for
apprenticeship or other training by any recruitment source, the
Contractor shall send written notification to organizations such
as the above, describing the openings, screening procedures,
and tests to be used in the selection process.
j. Encourage present minority and female employees to
recruit other minority persons and women and, where
reasonable, provide afler school, summer and vacation
employment to minority and female youth both on the site and
in other areas of a Contractors work force.
k. Validate all tests and other selection requirements where
there
I. Conduct, at least annually, an inventory and evaluation al
icast of all minority and female personne! for promotional
opportunities and encourage these employees to seck or to
prepare for, through appropriate training, ctc., such
opportunities.
m. [Ensure that seniority practices, job classifications, work
assignments and other personnel practices, do not have a
discriminatory cffect by continually monitoring all personne!
and employment related activities to ensure that the EEO
policy and the Contractor's obligations under these
specifications are being carried out.
mn. Ensure that all facilities and company activities are
nonsegregated except that separate or singic-user toilet and
necessary changing facilities shall be provided to assure
privacy between the sexes.
o. Document and maintain a record of all solicitations of
offers for subcontracts from minority and female construction
contactors and suppliers, including circulation of solicitations
{o minority and female contractor associations and other
business associations,
p. Conduct a review, al least annually, of all supervisors’
adherence to and performance under the Contractor's EEO
policies and affirmative action obligations.
8. Contractors are encouraged to participate in voluntary
associations which assist in fulfilling one or more of their
affirmative action obligations (7a through pj. The efforts of a
contractor association, joint contractor-union, contractor
community, or other similar group of which the contractor is a
member and participant, may be asserted as fulfilling any one
or more of its obligations under 7a through p of these
Specifications provided that the contractor actively participates
in the group, makes every effort to assure that the group has a
positive impact on the employment of minorities and women
in the industry, ensures that the concrete benefits of the
program are reflected in the Contractor's minority and female
workforce participation, makes a good faith effort to meet its
individual goals
and timetables, and can provide access to documentation
which demonstrates the cffectiveness of actions taken on
behalf of the Contractor, The obligation to comply, however, is
the Contractor's and failure of such a group to fulfill an
obligation shall not be a defense for the Contractor's
noncompliance.
9, A single goal lor minorities and a separate single goal for
women have been established. The Contractor, however, is
required to provide equal employment opportunity and to take
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