HomeMy WebLinkAbout10The Company will. through its EEO Officer, contact these sourct 6 of
potential minority group and women employees and establish with such
sources a two-way channel of ongoing communication end a definte
referral procedure wbereby minority/women applicants way be �referred
either to the contractor or to the appropriate Union for employment
considerations.
Contact with the above -mentioned sources will be Initiated by a
personal visit from the Company or project EEO Officer to each
of the sourcea mentioned. The EEO Officer will discuss with each
of these sources the conditions of employment with the Company,
Including requirements for entering unions, apprenticeship programs
or other training programs. The EEO officer will express the ear -nest
desire of the Company to employ qualified minority group members and
women In all work classifications. He will explain all the avenues
through which minorities and women can obtain employment and trainkng
with the company.
Contact with the above -mentioned sources will be continued following
the Initial visit. through 1ptters. phone contacts, or follow-up
visits, whichever Is necessary to maintain a two-way channel of
communication with these sources.
C. The Company wIll encourage poesent employees to refer adnorIty group
and women applIcants for employment by posting appropriate notices
oy bulletins Iv area cceasible to all employees. in addition.
Information mud proc:d&ures ;rith regard to referring minority group
and women applicants will be di, -cussed with employees at least every
six months. These discussions will be carried out In the follcmIng
mianner. The foreman will discuss the Company's policy with the crew
at too]. box meetings.
SECTION 6
]PERSONNEL ACTIONS
A. Wages. working conditions. and employees benefits *hall be established
and admlnistere4i. and p,eea.)nnel actions of ev�ry type, Including hiring,
upgrading, promotion. tr,snefer. demotion, layoff, and termination. shall
be taken without regard to race, color, religion. sex. age. or national
origin. The following procedures shall. be followed:
1. The EZO Officer w-411 conduct Inspections of project sites every
four months to insure that working conditions and employee
facilities do not indicate d1scrimInaLory treatment of project
Otte personnel.
2. The EE0 Officer or other Company Official- Will evaluate the
spread of wal;es paid within each classification every four wA)ntho
to determine any evidence of discrl-mInstory wage practices.
Specific attention will be paid to premium wager, paid tfo employees
and assignmert of overttme. If discrimination to JC,-jnd. the Company
will take Immediate corrective action. including pay:%ent of back
wages, If warranted, or assignment of overtime on a cosipensatory
basis In the future If past assignment of overtime Indicates
discrimination.