State of Ohio Affirmative Action Program The purpose of the Affirmative Action sample is to provide an acceptable program which addresses employment and the effective utilization of economically disadvantaged persons. This program is not to impose numerical minimums or standards, however, adopting this program demonstrates a good faith effort to improve the equality of all citizens of the State of Ohio. EEO Recruitment Strategies Strategy: Coherst Live 2013 will make a good faith effort to recruit a diverse group of employees and provide equal opportunity for minorities, women and disabled persons to become competitive in state contracting opportunities.Coherst Live 2013 will advertise positions in media outlets that will provide information and access to the underserved populations. EEO Selection Strategies Strategy: Coherst Live 2013 will utilize procedures, processes and techniques that are fair and do not have an adverse impact on minorities, women or disabled persons. Perspective employees will not be excluded from the hiring process due to race, color, religion, sex (including sexual harassment), national origin, disability, age (40 years old or more), military status, and veteran status. EEO Placement/Orientation Strategy: Coherst Live 2013 will provide newly hired employees with basic employment information during the first couple weeks on the job. New employee position descriptions, fringe benefits information, policies, procedures, and EEO are a few of the topics, which should be covered. Employees will not be denied fringe benefits and or opportunities for promotion based on race, color, religion, sex, national origin, disability, age (40 years old or more), military status and veteran status. EEO Performance Evaluation Strategy: Coherst Live 2013 will evaluate the performance of their employees on an annual basis. It should provide the necessary supervisory feedback to identify areas to be improved as well as to reinforce those activities that meet or exceed standards. Performance appraisal will be evaluated without regard to race, color, religion, sex, national origin, disability, age (40 years old or more), military status and veteran status. EEO Training Strategies Strategy: Coherst Live 2013 will attempt to diversify workforce by utilizing training and apprenticeship programs with diverse participants. Training and apprenticeship programs can increase the number of qualified minorities, women, disabled persons and veterans available for job placement. EEO Discipline Strategies Strategy: Coherst Live 2013 will set clear disciplinary standards and warn of consequences for non-compliance. Discipline will be designed to rehabilitate employees who choose to correct their behavior as well as justify the termination of those who do not. The employer will not mistreat or unfairly discipline an employee based on race, color, religion, sex, national origin, disability, age (40 years old or more), military status and veteran status. EEO Separation Strategies/Exit Interviews Strategy: Coherst Live 2013 will conduct exit interviews as a problem-solving tool in an attempt to reveal employee turnover. Exit interviews can provide the organization with information about how to correct the causes of discontent and reduce the costly problem of employee turnover. EEO Monitoring Strategies Strategy: Coherst Live 2013 will ensure Human Resources managers and supervisors understand this plan and hold managers and supervisors accountable for the effective of this plan. Minority Business Enterprise Solicitation Strategies Strategy: Coherst Live 2013 will make a good faith effort to solicit business from certified minority owned businesses (MBE). Coherst Live 2013 will utilize the State of Ohio, Equal Opportunity Division’s webpage to access certified MBEs. http://das.ohio.gov/Eod/MBESearch/index.asp ----------------------------------------------------------------------------------------------------------------------------------------------------- STATE OF OHIO AFFIRMATIVE ACTION PROGRAM To: All Employees FROM: Harry Johnson DATE:10/10/2015 1:17:22 PM SUBJECT: Equal Employment Opportunity and Affirmative Action Policy Statement It is the policy of the Coherst Live 2013 to ensure equal employment opportunity in accordance with the Ohio Revised Code 125.111 and all applicable federal regulations and guidelines. Employment discrimination against employees and applicants due to race, color, religion, sex (including sexual harassment), national origin, disability, age (40 years old or more), military status, or veteran status is illegal. Coherst Live 2013 managers and employees will comply with state and federal equal employment laws, rules, regulations and guidelines. This policy statement will be disseminated to all employees, various recruitment sources and will be displayed on all construction job sites and business locations. Any employees that deliberately violate this policy will be subject to disciplinary action. Persons who believe Coherst Live 2013 has discriminated against them may file a discrimination complaint with Harry Devon Johnson. The EEO Representative has full authority to manage issues involving employment discrimination. Point of contact to file allegations of discrimination: Company’s EEO Representative: Harry Devon Johnson Location:3057 Idlywilde Blvd 1A Dayton OH 45414 Phone Number: 603-820-9000 E-Mail Address: coherstlive2013@secretary.net You are here : Divisions > Equal Opportunity > Affirmative Action Program Verification Affirmative Action Program Verification
Applicability: Vendors (Goods and Services Providers) In accordance with Revised Code 125.111(B), all contractors from whom the State or any of its political subdivisions make purchases shall have a written affirmative action program for the employment and effective utilization of economically disadvantaged persons, as referred to in division (E)(1) of section 122.71 of the Revised Code. Annually, each such contractor shall file a description of the affirmative action program and a progress report on its implementation with the equal employment opportunity office (EOD) of the Department of Administrative Services.
Criteria for Affirmative Action Program Verification (AAPV): Purchases of $2,500 or more Submit an Affirmative Action Program Verification form via Ohio Business Gateway (OBG) Search approved Affirmative Action Program Verifications Review instructions for submitting forms through OBG EEO Policy Statement/Affimative Action Program: The company has an option to adopt the state of Ohio's equal employment opportunity (EEO) policy statement and affirmative action program (AAP) or; develop and submit the company's EEO policy statement and AAP. An acceptable EEO policy statement and AAP shall include the following language regarding the protected classes: race, color, religion, sex, national origin, disability, age (40 years old or more), military status and veteran status, and/or any other protected classes covered by any local, state and federal laws. The company's EEO policy should be signed by the top establishment official, dated and updated annually. The policy statement should also identify the EEO officer by name, job title, location and telephone number. Companies shall reaffirm their equal employment opportunity policies annually. This policy statement should be posted on company bulletin boards and communicated to all employees and applicants.
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Contact information for assistance: Construction Compliance Unit (CCU) at 614-466-8380 or by email at pam.osborne@das.ohio.gov. View:
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