HomeMy WebLinkAboutAffirmative Action Plan - Section BAffirmative Action Plan
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ACTIVITIES & GOALS
It is the policy of The Corradino Group, Inc. to provide equal recruitment, employment, and
advancement opportunity to all qualified persons, in a manner that does not discriminate against
any person because of sex, race, color, religion, national origin, physical handicap, marital status,
or prior service in the Armed Forces. Corradino is committed to implement this policy with particular
emphasis on the minority workforce population pursuant to Miami Dade County Resolution No.
1049-93, Ordinance 82-37, and Ordinance No. 98-30. To accomplish this, the Company will:
1. Recruit, employ and promote without regard to sex, race, color, religion, national origin,
physical handicap, marital status or prior service in the Armed Forces;
2. Take affirmative measures to hire qualified minority groups and female applicants, with
particular emphasis on the Black population, for jobs in which they are under-utilized;
3. Base employment decisions on the principle of equal employment opportunity and on
qualifications, which are valid job requirements;
4. Base promotion decisions on the principles of equal employment opportunity and valid
requirements for promotional opportunities, giving particular emphasis to minority and/or
women employees;
5. Insure that compensation, benefits, transfers, layoffs, rehires, training, social and recreational
programs will be administered without discrimination; and
6. Periodically review actions relative to these policies and institute affirmative action, if required,
to insure adherence.
The company has appointed Mr. Joseph M. Corradino as the Affirmative Action Officer to implement
and monitor the Program. Responsibilities and duties will include at least the following:
Recruitment/Advertising
a. Make special efforts to seek qualified minority groups and female applicants, with
particular emphasis on the minority workforce, for all job categories;
b. Make certain that schools, colleges and other sources of potential employees under
stand the Company's policy for hiring individuals';
c. Actively seek minority and female applicants from technical and professional schools.
These schools are to include Miami -Dade Community College, Florida International
University, and University of Miami;
d. Work closely with minority groups and female organizations to encourage these
organizations to refer qualified individuals for employment;
e. Continue to use the Florida State Employment Service, (Miami Job Service Center),
making known the Company's policy regarding recruitment and employment of minorities
and females;
Affirmative Action Plan
Seek out and use minorities and female owned recruiting agencies;
g. Seek out and use appropriate sources of qualified minority groups, and female applicants.
These sources to include publications such as Career Opportunities for Minority College
Graduates, Paoli Publishing, Inc. and The Black E.O.E Journal;
2. Hiring Procedures
a. Review standards for employment on a continuing basis to make certain they are
consistent with qualifications needed for satisfactory job performance;
b. Periodically review hiring practices to ensure the Equal Employment Opportunity Policy
of this company is being properly implemented, and that particular emphasis is being
given to employment of members of the minority community;
3. Promotions, Transfers, Layoffs
a. Make certain that all qualified employees receive equal consideration for advancement
opportunities, including upgrading and promotion;
b. Effect layoffs without regard to race, color, religion, sex or national origin;
c. On a continuing basis, review upgrading, transfer, and promotion procedures to ensure
avoidance of problems relating to advancement of minority group and female employees.
Such review will be conducted as follows:
Review all employees, minority groups, and female employees. Emphasis
will be placed on giving minority groups and female employees, with
particular emphasis on Black employees, promotional opportunities into
areas where minority groups are not currently working or are under-
utilized, provided it will not discriminate against others;
d. Assure that promotional standards used in upgrading employees are realistically related
to job requirements, and are applied in a non-discriminatory manner;
4. Training
a. Encourage minority, and female employees as well as others to participate in training
opportunities available in the Company and in the community;
Post announcements on bulletin boards, use special handouts and/or make oral
announcements on the availability of training in the community;
c. Encourage employees failing to respond to training opportunities to participate in
development programs sponsored by government or community agencies;
d. Prepare selection procedures and standards for company and community training
programs that do not inadvertently exclude minority and female employees;
Affirmative Action Plan
CORRADINO
Publicity
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a. Encourage employees, including minority employees, to participate in community
programs designed for youth motivation and career guidance;
b. Encourage Company tours by local schools, particularly those with significant minority
enrollment;
c. Publicize the achievements of minority and female employees in appropriate local new
media, including the media directed toward the minority communities