HomeMy WebLinkAboutMinority Construction Employment PlanMDM DE VEL OPMENT GROUP
POLICY STATEMENT
Our company Policy is to provide equal employment opportunities to all applicants and
employees without regard to race, color, religion, sex, age, national origin, handicapped
condition or status as disabled and/or Vietnam era veteran and to affirmatively seek to
advance the principles of equal employment opportunity. The company takes affirmative
action to ensure that applicants and employees are not discriminated against because of
their status as handicapped persons.
We affiuuu that the above Policy and the Affirmative Action Program herewith
reflect the company's attitude and its intention to:
Recruit, hire, train and promote for all job classifications without regard to
handicapped condition.
2. Base decisions on employment so as to further the principles of equal °<
employment opportunity for qualified handicapped persons.
3. Insure that all other personnel actions such as compensation, promotions,
benefits, transfers, terminations, Company -sponsored training, education
tuition assistance, social and recreation programs are administered without
regard to handicapped condition
The Company, in compliance with the Rehabilitation Act of 1973 maintains
written Affirmative Action Program is made available to employees, upon request, in the
Human Resources Department during working hours.
Overall responsibility for directing and implementing the policy enunciated herein
and the Company's Affirmative Action Program for qualified handicapped persons has
been assigned to Madelaine Fumero, 9090 S. Dadeland Boulevard, Miami, FL 33156,
305-671-5021, who serves as the company's Equal Employment Opportunity
Coordinator.
All personnel actions are analyzed to ensure that this Policy and the Affirmative
Action Program are being properly implemented.
The company is determined to be in full compliance with the provisions of the
Iaw and of the Affirmative Action Program.
9090 South Dadeland Boulevard, Suite 210, Miami, FL, 33156
(305) 671-5110 Fax (305) 60-5731
AF'P— — ' 4 15: 3?
N I CHOLS BPOSCH SANIIOQPL
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NICHOLS
BROSCH
SANDOVAL
& ASSOCIATES, NC.
Architecture & Planning
•
'• 6 7 Alm,rin Avenue
Carol Go6Iks, norlda 33/34
ref i305i 443-5206
f@ A5) 446.2972
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April 5, 2004
MEMORANDUM
TO: All Employees
FROM: Bruce Brosch
RE: AFFIRMATIVE ACTION PLAN
it is the policy of NICHOLS BROSCH SANDOVAL & ASSOCIATES, INC. to base
employment on merit, qualifications anp competency and its personnel practices will not
be influenced by an applicant's or employee's race, color, place of birth, religion,
national origin, sex, age, marital status, veteran or handicapped status.
One of the management duties of all principals at NICHOLS BRQSCH SANDOVAL &
ASSOCIATES, INC. is to ensure that the following personnel practices are being
satisfied:
1. Take every necessary affirmative action to attract and retain qualified employees.
2. Maintain equitable principles in the recruitment, hiring, training, compensation and
promotion of employees.
3. Monitor and review personnel practice to guarantee that equal opportunities are
being provided to all employees.
NICHOLS BROSCH SANDOVAL & ASSOCIATES, INC. is committed to take
affirmative action and aggressively pursue activities that will serve to enhance our total
participation, in good faith, and enable qualified employees and applicants the
opportunities available throughout this organization.
Clearly, the above actions cannot be accomplished as a secondary duty for any
individual despite the full support of management. And so, to scrutinize our efforts,
NICHOLS BROSCH SANDOVAL & ASSOCIATES, INC. has assigned Bruce F. Brosch
for the firm in charge of personnel, as the Affirmative Action director to monitor all
activities of this program.
NICHOLS BROSCH SANDOVAL & ASSOCIATES, INC. Affirmative Action Plan, as
approved by Metropolitan Dade County, and established by the principals of the firm, is
the minimum effort that the principals of the firm, will expend in promoting the use of
disadvantaged and minority business in this community, and providing economic
opportunities. The firm is and will continue to exceed the plan goals and objectives.
The Affirmative Action Plan is based on the principals' belief that our Dade County
Community can only improve if the lifestyles of every single disadvantaged group in the
community is advanced. A commitment exists from our firm that as it grows and
matures, special emphasis will be sought to find and provide opportunities for
�-^'essional, managerial and partnership opportunities for all minorities.
Bruce F. Brosch
/ Gat
TOTAL P.02