| Policy and Plan Dissemination |
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Internal
- The policy must be posted conspicuously and published in internal publications, such as newsletters, handbooks, or policy and procedures manuals for distribution to employees. Copies of the complete Affirmative Action Plan shall be available in each workplace and accessible to employees.
- Special meetings shall be conducted with executive, managerial, and supervisory personnel to explain the intent of the policy and individual responsibility for effective implementation. Policy statements shall include a clear statement of the agency head´s commitment to affirmative action and support for the policy and plan.
- The policy shall be thoroughly discussed in the orientation of employees and internal management training programs.
- Union officials will be informed of the policy and their cooperation will be requested. Non-discrimination clauses should be included in all union agreements, and all contractual provisions will be reviewed to ensure non-discrimination.
External
- Each agency shall put itself on public record as an affirmative action/equal opportunity employer.
- An AA/EEO statement must be included on each job announcement.
- All bidders, contractors, subcontractors, and suppliers of materials shall be notified of the agency´s Affirmative Action Policy. Notice shall include a statement that the agency will not knowingly do business with any bidder, contractor, subcontractor, or supplier of materials who discriminates against members of any protected class.
- Except in the case of a bona fide occupational qualification, employment advertising shall omit reference to sex, religion, age, and national origin, and shall clearly convey the commitment of the agency to equal opportunity/affirmative action.
- Each agency shall initiate and undertake aggressive and positive activities to ensure that affirmative action goals are met.
Efforts must include, but are not limited to:
- Maintaining frequent and on-going visits with organizations which represent minorities, women, and persons with disabilities.
- Inclusion of protected groups in pictorial representations for agency publications and advertising.
- Documentation of good faith on-going affirmative action efforts and any other supporting documents.
- Developing long term strategies aimed at increasing the availability of candidates from protected classes on certificates of eligibles.
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