- I. Purpose
This is to reaffirm the Institute’s operating policy of nondiscrimination and its commitment to affirmative action directed toward carrying it into effect.
- II. Equal Employment Opportunity Policy
The intent of our policy is to ensure equal opportunity for each employee, and potential employee, in all actions affecting recruiting, hiring, transferring, promoting, training, terminating and recalling practices without regard to race, color, religion, sex, age, or national origin. We intend also to make a reasonable effort to accommodate our facilities and procedures to an otherwise qualified employee’s physical or mental disability.
- III. Affirmative Action Program
Our Affirmative Action Program is a written set of specific goals and procedures to which we as an organization have committed ourselves in order to ensure equal employment opportunities for all our employees and potential employees. It requires positive, good-faith efforts to achieve and maintain these goals through a continuing series of affirmative actions.
- IV. Responsibility
Each member of management, from the President to the first line supervisor, is committed to disseminate, practice and enforce all aspects of this policy of nondiscrimination through affirmative action efforts.
The responsibility for developing, coordinating, reporting, and monitoring our equal opportunity and Affirmative Action Program is assigned to the EEO Coordinator.
His responsibilities include assisting management in achievement of EEO goals and objectives, including recruiting, hiring, promoting, and retaining minority and female employees, and assisting in accommodations made for disabled employees.
The EEO coordinator prepares the documentation of each personnel action adversely affecting a minority, female, or disabled employee, as well as periodic reports showing hires, terminations, transfers, and promotions.
- V. Audit And Reporting System
Annual reports are prepared by the Director of Human Resources for federal agencies. These reports detail the composition of our workforce by race and by sex as well as the utilization of special disabled veterans, Vietnam era veterans and other eligible veterans.
- VI. Enforcement Agencies
Office of Federal Contract Compliance Programs (OFCCP)
The OFCCP is part of the Department of Labor. The OFCCP operates under Executive Orders 11246 and 11375. It can hold up federal contracts, debar a contractor, or take action to cancel a contract. It regularly conducts compliance reviews, including:
Surveillance over the establishment and performance of Affirmative Action Programs as required by Department of Labor Revised Order No. 4, the Rehabilitation Act of 1973, The Vietnam Era Veteran’s Readjustment Assistance Act of 1974, and The Veterans Employment Opportunity Act of 1998. These regulations pertain to the affirmative action practices of federal contractors concerning minorities, women, the disabled, veterans of the Vietnam war period, special disabled veterans and other eligible veterans.
Assessment of our demonstration of good faith efforts as shown by:
- Performance of affirmative action goals
- Documentation of personnel actions
- Involvement in community action programs
Equal Employment Opportunity Commission (EEOC)
The EEOC was established by Congress to enforce Title VII of the Civil Rights Act.
- It investigates charges of discrimination made by individual employees or applicants.
- It issues a “determination” based upon the investigation.
- If the determination is that there is cause to believe that discrimination due to race, color, religion, sex, national origin, or disability took place, the case may be conciliated by the EEOC, referred to the Department of Justice, or a lawsuit may be filed by the individual in Federal District Court.
- Under the Equal Employment Opportunity Act of 1972, the EEOC has authority to file suit in Federal District Court on behalf of the charging party.
- VII. Conclusion
Our Affirmative Action Program goals are part of our daily operations. They are periodically established, based on our anticipated employment level and utilization and the availability of qualified minorities and females within each occupation in our recruiting area. Additionally, affirmative action efforts are made to provide equal opportunity for the disabled, the Vietnam era veteran, other eligible veterans, and the special disabled veteran.
Positive effort throughout the Institute will enable us to reach them. It is essential that we do.
Kenneth P. Trevett
John Barnes IV
Director of Human Resources and EEO Coordinator
Texas Biomed-232 (Rev. 10-08)