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HomeMy WebLinkAboutMinority Const Empl Plan• PREMIERE TOWERS BRICKELL VILLAGE MAJOR USE SPECIAL PERMIT MINORITY CONSTRUCTION EMPLOYMENT PLAN • September 7, 2004 • • • DEPARTMENT OF BUSINESS DEVELOPMENT August 18, 2004 Mr. Luis Ajamil BERMELLO, AJAMIL & PARTNERS, INC. 2601 South Bayshore Dr, 10 Floor Miami, FL 33133 RE: Affirmative Action Plan (No. 0094-0194) Dear Mr. Ajail: Your Affirmative Action Plan for 2004 - 2005 has been approved. A copy of your Declaration of Policy is enclosed for display in a conspicuous location within your facility. This approval is effective until August 31, 2005. You should submit an updated plan to this Department thirty (30) days prior to the expiration date. In the event of a change in the firms name, address, telephone number or dissolution of the firm, please notify this Department. If you have any questions, please contact Christine Amaya in the Affirmative Action Unit at (305) 375-5411. cerely, Marsha Jac Director • MIAMI-0AC3E sines eF ip,couturause iI _ [ � wig �,�� `5x aeapprov • DECLARATION OF POLICY In accordance with Miami Dade Resolution No. 1049-93, Ordinance 82-37, and Ordinance No. 98- 30 amending Section 2-10.4 (5) (d) and Section 2-8.1.5 respectively, of the Miami Dade County Code, BERMELLO, AJAMIL & PARTNERS, INC. affirms its commitment to submittal of an Affirmative Action Plan for the purpose of maintaining equal employment and promotional opportunity for the minority workforce in Miami Dade County by programmatic activities as well as subcontracting. Luis Ajamil President BERMELLO, AJAMIL & PARTNERS, INC. Myrna Miq Affirmative Action Officer BERMELLO, AJAMIL & PARTNERS, INC. I If i 7 .1'tJ Miami Dade County Representing Authority Date Date Date • • • BERMELLO.AJAMIL &PARTNERS • I N C ARCHITECTURE • ENGINEERING • PLANNING • INTERIOR DESIGN • L A N C 5 C A P E ARCHITECTURE July 31, 2004 Ms. Hilda Cuglievan Affirmative Action Plan Coordinator Department of Business Development Court House Center Building 175 NW First Avenue 28th Floor Miami, FL 33128 RE: BERMELLO, AJAMIL & PARTNERS / AFFIRMATIVE ACTION CERTIFICATE NO. 94-0194 EXPIRATION DATE - 8131/04 Dear Ms. Cuglievan: Attached is the following information to update our Affirmative Action Certificate, which expires on August 31, 2004: A. Declaration of Policy B. Memorandum to All Employees Re: Affirmative Action Policy C. Workforce Analysis D. Programmatic Activities and Goals E. Utilization of Local Black Businesses F. Grievance Procedure G. Program Reporting Sincerely, uis Ajamil President 2601 SOUTH BAYSHORE DRIVE • 10TH FLOOR • MIAMI FL 33133 • USA • 1•305.059-2050 • FAX 1-305-859-9638 aac0oon: • Esaoac3o.1 www.bamiarni.com LCua337e1 • i800aaeio • • • lei BERMELL4, AJAMIL & PARTNERS, INC. Architects, Engineers, Planning, Interior Design & Landscape Architecture MIAM1-DADE COUNTY AFFIRMATIVE ACTION PLAN AUGUST 2004 2601 South Sayshore Drive, Suite 1000, Miami, Florida USA 33133 Telephone: (305) 859-2050 Fax: (305) 859-9638 DEPARTMENT OF BUSINESS DEVELOPMENT AFFIRMATIVE ACTION PLAN SECTION. Ordinance No. 98-30 AAP/PP Affidavit Pursuant to Miami -Dade County's Ordinance No. 98-30, Section 2-8.1.5, entities with annual gross revenue in excess of S5,000,000 seeking to contract with the County shall, as a condition of receiving a County contract, have: I) a written affirmative action plan which sets forth the procedures the entity utilizes to assure that it does not discriminate in its employment and promotion practices and 2) a written procurement policy which sets forth the procedures the entity utilizes to assure that it does not discriminate against minority and women -owned businesses in its own procurement of goods, supplies and services. Such affirmative action plans and procurement policies shall provide for periodic review to determine their effectiveness in assuring the entity does not discriminate in its employment, promotion and procurement practices. The foregoing, not withstanding, corporate entities whose board of directors are representative of the population make-up of the nation shall be presumed to have non-discriminatory employment and procurement policies, and shall not be required to have a written affirmative action plan and procurement policy in order to receive a County contract. The foregoing presumption may be rebutted. The requirements of this section may be waived upon written recommendation of the County Manager that it is in the best interest of the County to do so and approval of the County Commission by majority vote of the members present. Based on the above, please complete the affidavit as directed and return the completed affidavit along with a cover letter on your company's letterhead, listing the company's address, phone and fax numbers, and any required documents to: Miami -Dade County Department of Business Development, Affirmative Action Unit Attn: Christine Amaya, Administrative Officer 3 175 N. W. 15` Avenue, 28" Floor, Miami, Florida 33128 ease provide the following information (Cheek all that apply): 0 Name of Company: Bermello Aialmil & Partners, Inc. Company's FEIN: 59-1722486 My company provides L engineering, X.] architectural, 1X= landscape architectural, Li land surveying/design build services and/or ❑ mapping services. Therefore, enclosed is our company's affirmative action plan and procurement policy for review. My company has annual gross revenues in excess of S5,000,000 for the preceding calendar year. Therefore, enclosed is our company's affirmative action plan and procurement policy for review. l� My company has annual gross revenues less than $5,000,000 for the preceding calendar year. Therefore, Ordinance No. 98- 30 is not applicable. If at any time the Department of Business Development (I)BD) has reason to believe that any person or firm has willfully and knowingly provided incorrect information or made false statements, DBD may refer the matter to the State Attorney's Office and/or other investigative agencies. DBD may initiate debarment and/or pursue other remedies in accordance with Miami -Dade County policy and/or applicable federal, state and local laws. The undersigned swears that the foregoing statements are true and correct. If after executing this affidavit there are any changes in the information submitted, the undersigned agrees to immediately inform DBD of such changes in writing. Executed b l' Signature of CEO/President or Designated Representative v orn before me On this 27 Day of July , 2004 - Michelle C. Jodny MY COMMIISSIoN # 000b4713 EXPIRES April14, 2006 41 n;,.+' 4OND.E.D T-it:U TRY FAIN INWRANa.Itic Luis Ajamil, President Printed Narne of CEO/President or Designated Representative Affirmative Action Officer Myrna Miguel Printed Name of Affirmative Action Officer • AFFIRMATIVE ACTION POLICY FOR EQUAL EMPLOYMENT OPPORTUNITY AFFIRMATIVE ACTION/ EQUAL EMPLOYMENT OPPORTUNITY - POLICY STATEMENT It is the policy of BERMELLO, AJAMIL & PARTNERS, INC. to base its hiring and promotions on merit, qualifications and competency and that 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 and handicapped status. One of the management duties of all principals at BERMELLO, AJAMIL & PARTNERS, INC. is to ensure that the following personnel practices are being satisfied: 1. Take every necessary affirmative action to attract and retain qualified employees, regardless of race, color, place of birth, religion, national origin, sex, age, marital status, veteran and handicapped status. 2. Maintain equitable principles in the recruitment, hiring, training, compensation and promotion of employees. 3. Monitor and review personnel practices to guarantee that equal opportunities are being provided to all employees, regardless of race, color, place of birth, religion, national origin, sex, age, marital status, veteran and handicapped status. BERMELLO, AJAMIL & PARTNERS, INC. is committed to take affirmative action and aggressively pursue activities that will serve to enable all employees and applicants 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 monitor our efforts, BERMELLO, AJAMIL & PARTNERS, INC. has assigned one of its Associates as the Affirmative Action Director to monitor all activities of this program. Employees may contact Myrna Miqueli at 305/859-2050 regarding this Affirmative Action Policy. DATE: July 31, 2004 (Signature/Title) • k-Lurs jamiI, President • • BERMEtLO•AJAMIL & PARTNERS•I NC ARTECTURE N T E R a R G L S I v N • LANOSCAPE A A C N I T E C T v A E July 31, 2004 MEMORANDUM TO: All Employees FROM: Luis Ajamil RE: AFFIRMATIVE ACTION PLAN AS OF AUGUST 1, 2004 EQUAL EMPLOYMENT OPPORTUNITY POLICY STATEMENT: It is the policy of BERMELLO, AJAMIL & PARTNERS, INC. to base employment on merit, qualifications and competency and that 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 BERMELLO, AJAMIL & PARTNERS, 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 practices to guarantee that equal opportunities are being provided to all employees. BERMELLO, AJAMIL & PARTNERS, 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. 1. Declaration of Policy Regarding affirmative action. In accordance with Miami Dade Resolution No. 1049-93, Ordinance 82-37, and Ordinance No. 98-30 amending Section 2-10.4 (5) (d) and Section 2-8.1.5 respectively, of the Miami Dade County Code, BERMELLO, AJAMIL & PARTNERS, INC. affirms its commitment to submittal of an Affirmative Action Plan for the purpose of maintaining equal employment and promotional opportunity for the minority workforce in Miami Dade County by programmatic activities as well as subcontracting. 2E01 SOUTH BAYSHDRE DRIVE • 10TH FLOOR • M€AMi FL 33133 • 305 859 2050 • FAX 3D5 859 9636 www.barmarri.c©m ARC13011EI2 • Fa051163C4 LEPPOC261 • H3OCC001C • • Page 2 Affirmative Action Memo 2. B&A's Affirmative Action Plan Officer BERMELLO, AJAMIL & PARTNERS, INC. has assigned Ms. Myrna Miqueli, in charge of Personnel, as the Affirmative Action Director to monitor all activities of this program. 3. Availability and location of Affirmative Action Plan The affirmative action plan is distributed as a memorandum to all employees on an annual basis. We ask that employees maintain this memorandum for their records. In addition, this plan is located in the employee manual within the Human Resources Department. 4. Procedures to Publicize Plan Internally a. The Affirmative Action Plan is distributed on an annual basis in the form of a memorandum. Employees are asked to maintain the plan in their personal file for future reference. b. A copy of the plan is also kept with the staff manual in the Human Resources Department. 5. Procedures to Publicize Plan Externally a. AU employment advertising will include a statement of Equal Employment Opportunity. In addition, advertising will utilize Hispanic and Black media (e.g. Miami Times). b. With respect to use of part-time college students, efforts have been made to include minority, women and African -American, candidates in the interview/hiring process (e.g. Florida Memorial College and other Black colleges). We have also printed up two brochures to distribute to colleges indicating our commitment to hire minorities. Bermello, Ajamil & Partners' Affirmative Action Plan, as approved by Miami -Dade County, and established by the principals of the firm, is revised as the minimum effort that 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 Miami -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 professional, managerial and partnership opportunities for especially Black minorities. The firm has made positive strides in this endeavor. As one of South Florida's most diversified architectural/engineering firms, B&A has an ethnic and gender balance in the workforce that is a model for the industry: 66% of its workforce is Hispanic, 5.3% is African - American, and 40% is female, with many in senior positions. In addition, the partners of the firm "practice what they preach" by participating in community activities which are designed to promote the above stated objectives. Mr. Bermello is currently Chairman of the City of Miami's Urban Development Review Board. He was elected Chairman of The Latin Builders Association in 1997. Mr. Bermello served as Chairman of the Florida • • Page 3 Affirmative Action Memo Commission on Human Relations, State of Florida, where in 1997 he received the Civil Rights Advocacy Award for his participation in the Florida Civil Rights Act, while Mr. Ajamil has been elected to Black Economic Development Team Miami of the Beacon Council. The firm continues to support functions such as the Miami Negro College Fund and the Cuban American National Foundation. One of the most important things that the firm has been doing is actively seeking women and African -American professionals in the fields of expertise that the firm is practicing. Sincerely, Luis'Ajamll, PE President • • • STATISTICAL WORKFORCE ANALYSIS WORK FORCE COMPOSITION (ETHNICITY AND GENDER) ANGLO BLACK HISPANIC OTHER COMBINED TOTALS JOB CATEGORY MALE FEMALE MALE FEMALE MALE FEMALE MALE FEMALE ANGLO BLACK HISP OTHER Principals and 4 1 0 0 1 4 0 0 5 0 5 0 Managers 2.64% 0,06% 0.00% 0.00% .06% 2.64% 0.00% 0.00% 3.31 % 0.00% 3.31 % 0.00% Registered 7 1 1 0 15 2 1 0 8 1 17 1 Professionals (Not. Incl. above) 4.63% .06% .06% 0.00% 9.93% 1.32% .06% 0.00% 5.3% 0.06% 11.25% .06% 3 0 0 1 6 7 0 0 3 1 13 0 Other Professionals 1.98% 0.00% 0.00% .06% 3.97% 4.63% 0.00% 0,00% 1.98% .06% 8.6% 0.00% 9 4 2 4 32 14 1 3 13 6 46 4 Para Professionals 5.96% 2.64% 1.32% 2.64% 21,1 9.27% .06% 1.98% 8.6% 3.97% 30.46°/a 2.64% 0 6 0 0 5 9 0 0 6 0 14 0 Office and Clerical 0.00% 3.97% 0.00% 0.00% 3.31 % 5,96% 0.00% 0.00% 3.97% 0.00% 9.27% 0.00% 0 2 0 0 4 1 1 0 2 0 5 1 Others 0.00% . 1.32% 0.00% 0.00% 2.64% .06% .06% , 0.00% 1.32% 0.00% 3,31 % .06% • TOTAL 23 14 3 5 63 37 3 3 37 8 100 6 BREAKDOWN 15,2% 9.27% 1.98% 3.31 °/a 41.7% 24.5% 1.98% 1.98% 24.5% 5.3% 66.2% 3.97% TOTAL 151 7/8/04 EMPLOYEES BERMELLO, AJAMIL & PARTNERS, INC, Nam- of Firm n Luis Ajamil, President July 31, 2004 Signature • Authorized Representative Name of Principal Date • • PROGRAMMATIC ACTIVITIES AND GOALS 1 RECRUITMENT/ADVERTISING All employment advertising will include a statement of Equal Employment Opportunity. In addition, advertising will utilize Hispanic and Black media (e.g. Miami Times). With respect to use of part-time college students, efforts have been made to include minority, women and African -American, candidates in the interview/hiring process (e.g. Florida Memorial College and other Black colleges). We have also printed up two brochures to distribute to colleges indicating our commitment to hire minorities. 2. HIRING PROCEDURES All positions will be filled without regard to race, color, religion, sex or national origin. BERMELLO, AJAMIL & PARTNERS, INC. is dedicated to a policy of equal employment opportunities for minorities. 3. PROMOTION PROCEDURES BERMELLO, AJAMIL & PARTNERS, INC. maintains equitable principals in the promotion of employees as stated in the Affirmative Action Plan. 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 professional, managerial and partnership opportunities for all minorities. The firm has made positive strides in this endeavor. As one of South Florida's most diversified architectural/engineering firms, B&A has an ethnic and gender balance in the workforce that is a model for the industry: 66.2% of its workforce is Hispanic, 5.3% is African -American, and 40.2% is female, with many in senior positions. Three women are currently Partners in the firm; two women have been promoted to Senior Associate level; and nine women have been promoted to Associate. We also hired a woman in April, 2001 as Director of Marketing. We continually monitor and review personnel practices to guarantee that equal opportunities are being provided to all employees, regardless of race, color, place of birth, religion, national origin, sex, age, marital status, veteran and handicapped status. 4. TRAINING BERMELLO, AJAMIL & PARTNERS, INC. provides training and continuing education opportunities to all of its employees regardless of their race, color, religion, sex or national origin. PUBLICITY B&A has developed and printed an Affirmative Action brochure which we are sending to colleges throughout the country to show our commitment to hiring of minorities. In all external publicity materials, an Affirmative Action statement will be included with the printed material. In addition, where pictures are used, minorities will be included. • • 6. PROCUREMENT POLICIES The entity of BERMELLO, AJAMIL & PARTNERS, INC., earns gross revenues in excess of $5 million annually. The firm has substational workforces and utilizes Minority and Women -owned firms for printing, photography, public relations, advertising, promotion, and professional consultant services. To assure that we do not discriminate against minority and women -owned businesses in the procurement of goods, supplies and services, we utilize the Minority Business Enterprise Directory published by the County. Minority businesses are selected from the Directory according to the goods, supplies and services needed for projects the firm is awarded. B&A has and continues to solicit minority firms to bid on contracts for services. Attached is a listing of such minority entities. • • UTILIZATION OF LOCAL MINORITY BUSINESSES BERMELLO, AJAMIL & PARTNERS, INC. endeavors to utilize Minority/Women-owned firms for printing, photography, public relations, advertising and promotion, and will continue to solicit minority firms to bid on contracts for services. (See attached listing) The following lists some of our contributions to minority entities: • 5.3% Of B&A'S Staff is Black • B&A has contributed the following Pro -Bono work: • Overtown Advisory Board - Computerized presentation of Overtown Redevelopment Plan (10 shows) Space Planning for City of Miami's N.E.T. office in Overtown Douglas Apartments District Task Force - Computerized presentation Offered mentoring and proposal coordination to Architectural Design Consortium (a Black architecture company) for the African -American Library project. Support included: - guidance with structure/composition of the team - guidance regarding doing associated homework; visiting site and personnel to determine important issues to address format and content of the initial submittal - support/training the office person producing the submittal; frequent phone conversations review of the submittal with suggestions for edit; actual edit of cover letter guidance/support of technical submittal; suggestions on formatting; what/how to request info from subs; actual hands-on production and editing support - guidance on presentation content and personal presentation skills - designed and produced the multimedia presentation with our personnel and equipment - provided personnel and equipment on site for multimedia presentation • B&A Advertises in the Miami Times • B&A Participates in the SER-JOBS Program for On -The -Job Training of Minorities in entry-level positions • B&A Recruits Annually at Florida A&M's College of Architecture • Professional Consultants - Over the years, B&A has retained the services of the following Black professionals: • • Brack Professional Consultants CMS Construction Services _Damya Sharpton, CPA PAWA Complex Unison Consulting PEER Consultants Architectural Design Consortium Hammond & Associates Nifah & Partners, Inc. Hispanic Professional Consultants Louis Aguirre & Associates H ufsey-N icolaides-Garcia-Suarez Rafeal Pena Special Systems Group, Inc. Initial Engineers Women -Owned Professional Consultants Aline T. Ferrer Susan Holland Associates Weidener Surveying & Mapping Progressive Design Judson & Partners Jimmie Allen Williams Russell Johnson Dickey Consultants Civil-Cadd, Inc. Joseph Middlebrooks & Assoc. JJ Sosa & Associates EAC Consulting, Inc. Donnell, DuQuesne & Albaisa Manuel Vera & Associates Tierra, Inc. Kenneth DiDonato Frage Engineers San Martin & Associates Hughes Hall Cordova Mendez Design Group • Willy A. Bermello Endowed Teaching Chair Miami Dade Community College/Black or Hispanic Teacher - Fine Arts Endowment $45,000.00 • Commissioner, Florida Human Relations Commission Willy A. Bermello served (7) years as Commissioner, Florida Human Relations Commission, elected Chairman in 1992 and awarded the 1992 Civil Rights Award. • From 1997 to present, B&A has contributed to the following civic organizations / entities: Cuban American National Foundation Latin Builders Association, Chairman City of Miami Urban Development Review Board Civil Rights Advocacy Group Children's Psychiatric Center - Christmas Gift Foundation March of Dimes Camillus House Miami -Dade Christian Coalition Boys & Girls Club Multiple Sclerosis Foundation United Way of Miami Dade County Hospice NE Hadlow Anti -Defamation League South Florida Gang Outreach • In 1999, B&A promoted one African -American to a Director position. • At present, B&A has promoted within the firm three women to the position of Partner, as well as four women as Senior Associates and six women as Asociates. Minority Vendors (Partial List) Advanti & Associates (Printing)* Contact: Glenn Diston 5624 NW 79th Ave. Miami, FL 33166 477-6010 RC Enterprises* Contact: Rick Riley Ft. Lauderdale, FL 954/340-7585 PFAFFCO* Kimberly Pfaff 759 N.W. 24th Street Miami, FL 33127 635-0986 Bugdal Group, Inc.*** Contact: 7308 SW 48 Street Miami, FL 33155 665-6686 Curtis, Rogers Design Studio*** Contact: Aida Curtis 2982 Grand Avenue, #301 Coconut Grove, FL 33131 442-1774 Nancy Robinson Watson *** Photographer 609 Ocean Drive #7-H Key Biscayne, FL 33149 361-9182 * ** *** • Black Hispanic Female Williams, Russell & Johnson* Contact: Tyrone Williams 3900 NW 79th Street, Suite 501 Miami, FL 33166 599-1666 Metropolitan Printing ** Contact: Hector Infante 3399 N.W. 72nd Ave. Miami, FL 33122 471-9826 Original Impressions** Contact: Luis Rodriguez 12900 S.W. 89th Court Miami, FL 33176 233-1322 Pat McNeese Environmental*** Contact: Pat McNeese Key West, FL 33054 305/453-5362 Ja-Mar Creations, Inc. *** Toner Cartridge Specialists 3178 Pembroke Road Hallandale, FL 33009 961-3233 Judson & Partners* Contact: Clyde Judson 2730 SW 3rd Avenue, #203 Miami, FL 33129 858-7070 • GRIEVANCE PROCEDURE It is the Firm's desire to maintain the pleasant relationship that has always existed between all members of the staff, striving to make B&A a worthwhile place of employment. Our Employee Personnel Manual states that if any misunderstanding arises, or any complaints about the condition of employment, wage rate, promotions, or any other problems should be discussed immediately with Myrna Miqueli, Personnel Director, located on the loth floor, or any of the Partners or Associates. • PROGRAM REPORTING All employment and other related statistics and/or other records relative to the Affirmative Action Plan will be available for inspection during normal working hours to appropriate County government representatives. Please contact: Ms. Myma Miqueli, Personnel ❑irector Bermello, Ajamil & Partners, Inc. 2601 South Bayshore Drive 10th Floor Miami, Florida 33133 (305) 859-2050 Location of Records and Contact Person AU employee personnel records and files are in the custody of Myrna Miqueli, Personnel Director and Affirmative Action Director. • •