HomeMy WebLinkAboutMinority Construction Employment PlanSuffolk Construction
Affirmative Action Plan
1. Statement of Policy
Suffolk Construction Company, Inc. believes in the principle and practice of equal
opportunity employment. Furthermore, Suffolk Construction intends to comply with the
letter and spirit of federal, state and local laws and regulations prohibiting discrimination
on the basis of race, color, religion, national origin, sexual orientation, age, disability and
veteran status.
Therefore, Suffolk Construction hereby adopts a program of affirmative action to translate
the company's beliefs into results and herein declares a policy prohibiting discrimination
on the job or on the premises. Employees found to be in violation of this policy shall be
disciplined appropriately. This policy shall be distributed to all management or
supervisory personnel.
The company has designated, Jodi R. Grant, as the person responsible for implementing
and monitoring the company's affirmative action efforts in the area of Executive Order
11246, individuals with disabilities, disabled and Vietnam era veterans. Ms. Grant has the
full support of management in this area.
Suffolk Construction will analyze its major job classifications and dete1luine to what
extent there is under -utilization of minorities, older workers and/or women in specific job
classifications.
2. Dissemination of Policy
We disseminate our Equal Employment Opportunity (EEO) policy by including it in any
employee handbook or policy manual and by publicizing it in any company newspapers or
annual reports. The EEO policy will be further disseminated by conducting staff meetings
to explain and discuss the policy; by posting the policy at company facilities and by
review of the policy with minorities, women, handicapped and older (40 and over)
employees.
We disseminate our EEO policy externally by informing and discussing it with all
recruitment sources; by advertising in news media, specifically including minority,
women's or handicapped contractors and subcontractors. We will further disseminate the
EEO clause in all purchase orders, leases, contracts, etc, covered by Federal Executive
Order 11246, as amended, and its implementing regulations.
The policy is thoroughly explained and discussed in employee orientation and
indoctrination sessions and management training programs.
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3. Recruitment
Suffolk Construction, in all its solicitations or advertisements for employees places by or
on behalf of the company, state that all qualified applicants receive consideration for
employment without regards to race, color, religion, national origin, sexual orientation,
age, disability and veteran status.
We have evidence available for inspection that all techniques used to select from among
candidates for hire, transfer, promotion, training or retention are being used in a manner
that does not violate the OFCCP Testing Guidelines in 41 CFR Part 60-3.
We solicit bids for subcontractors from available minority and women subcontractors
engaged in the trades we employ.
4. Hiring and Employment
Suffolk Construction does not discriminate against any employee it applicant for
employment because of race, color, religion, national origin, sexual orientation, age,
disability and veteran status. We take affirmative action to ensure that applicants are
fairly considered for employment and that employees are treated during employment
without regard to their race, color, religion, national origin, sexual orientation, age,
disability and veteran status. Such action includes, but is not limited to the following:
employment, promotion, demotion or transfer: recruitment or compensation, and selection
for training including apprenticeship. We agree to post in conspicuous places available to
employees and applicants for employment, notices to be provided by the contracting
officer setting forth the provisions of the non-discrimination clause.
All company employees are paid without regard to race, color, religion, national origin,
sexual orientation, age, disability and veteran status.
We maintain a file of the names and addresses of each minority referred to us by any
individual or organization and what action was taken with respect to each such referred
individual.
We make sure these seniority practices and job classifications do not have a
discriminatory effect.
We make sure that all facilities are non -segregated and make reasonable efforts to ensure
that handicapped employees have maximum access physically possible to such facilities.
We continually monitor all personnel activities to ensure that our EEO policy is being
carried out, including evaluation of minority employees for promotional opportunities on a
regular basis and the encouragement of such employees to seek those opportunities.
5. Goals and Timetables
Suffolk Construction acknowledges its responsibility to meet its affirmative action goals.
Until such time as there no under -utilization of minority, women and older workers exists,
Suffolk Construction shall actively recruit to fill open positions among minority, women
and older workers.
For purposes of making decisions with regards to layoffs and recalls from layoffs, and
filling temporary vacancies, an employee's ability to perform the work, physical fitness
and length of continuous service will be considered, without regard to race, color, religion,
national origin, sexual orientation, age, disability and veteran status. In any case where
the consideration of length of continuous service with regard to the above decisions has a
discriminatory effect, no consideration will be given to the length of continuous service.
6. Records and Reports
Suffolk Construction furnishes all infoii ation and reports required by Executive Order
11246 of September 24, 1965, and by the rules, regulations and orders of the Secretary of
Labor, or pursuant thereto, and peunits access to our books, records and accounts by the
contracting agency and the Secretary of Labor for purposes of investigation to ascertain
compliance with such rules, regulations and orders.
We promptly notify the contracting or administering agency and the Office of Federal
Contract Compliance Programs when subcontractors under agreements impeded efforts to
meet our goals.
We have evidence available for inspection that all selection techniques used to select
among candidates for hire, transfer, promotion, training and retention are being used in a
manner that does not violate the OFCCP Testing Guidelines in 41 CFR Part 60-3.
Suffolk Construction Company, Inc.
An Equal Opportunity Employer
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