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Edgewater Creek Bridge Replacement November 2023 40 have employment opportunities available, and maintain a record of the 1 organizations' responses. 2 3 c. Maintain a current file of the names, addresses and telephone numbers of 4 each minority and female off-the-street applicant and minority or female 5 referral from a union, a recruitment source or community organization and 6 of what action was taken with respect to each such individual. If such 7 individual was sent to the union hiring hall for referral and was not referred 8 back to the Contractor by the union or, if referred, not employed by the 9 Contractor, this shall be documented in the file with the reason therefor, 10 along with whatever additional actions the Contractor may have taken. 11 12 d. Provide immediate written notification to the Director when the union or 13 unions with which the Contractor has a collective bargaining agreement has 14 not referred to the Contractor a minority person or woman sent by the 15 Contractor, or when the Contractor has other information that the union 16 referral process has impeded the Contractor's efforts to meet its obligations. 17 18 e. Develop on-the-job training opportunity and/or participate in training 19 programs for the area which expressly include minorities and women, 20 including upgrading programs and apprenticeship and trainee programs 21 relevant to the Contractor's employment needs, especially those programs 22 funded or approved by the U.S. Department of Labor. The Contractor shall 23 provide notice of these programs to the sources compiled under 7b above. 24 25 f. Disseminate the Contractor's EEO policy by providing notice of the policy 26 to unions and training programs and requesting their cooperation in 27 assisting the Contractor in meeting its EEO obligations; by including it in 28 any policy manual and collective bargaining agreement; by publicizing it in 29 the company newspaper, annual report, etc.; by specific review of the policy 30 with all management personnel and with all minority and female employees 31 at least once a year; and by posting the company EEO policy on bulletin 32 boards accessible to all employees at each location where construction 33 work is performed. 34 35 g. Review, at least annually, the company's EEO policy and affirmative action 36 obligations under these specifications with all employees having any 37 responsibility for hiring, assignment, layoff, termination or other 38 employment decisions including specific review of these items with on-site 39 supervisory personnel such as Superintendents, General Foremen, etc., 40 prior to the initiation of construction work at any job site. A written record 41 shall be made and maintained identifying the time and place of these 42 meetings, persons attending, subject matter discussed, and disposition of 43 the subject matter. 44 45 h. Disseminate the Contractor's EEO policy externally by including it in any 46 advertising in the news media, specifically including minority and female 47 news media, and providing written notification to and discussing the 48 Contractor's EEO policy with other Contractors and Subcontractors with 49 whom the Contractor does or anticipates doing business. 50 51