Laserfiche WebLink
_ UNITED _ <br />INSPECTION <br />~ & TESTING INC. ~ <br />EQUAL OPPORTUNITYIAFFIRMATIVE ACTION POLICY <br />(Continued) <br />2.9: Become active with local minority organizations, women's organizations, community action groups <br />and community service programs, such as: <br />Pacific Asian Consortium in Employment <br />Asian American Architects/Engineers <br />Los Angeles Council of Black Professionals Engineers <br />American Civil Liberties Union <br />Career Planning Center <br />Los Angeles Council on Careers for Older Americans <br />2.10: Conduct regular discussions with supervisors and employees to insure implementation of the <br />program. <br />2.11: Review qualifications of all employees to ensure that minorities and women are given full <br />opportunities for promotion. '. <br />2.12: Provide career counseling for all employees. <br />2.13: Periodically audit to see that: <br />2.13.1: No company facilities are in any way segregated. <br />2.13.2: Minority and female employees. are encouraged to participate in all Company <br />sponsored activities including, buYnot limited to, training. <br />2.14: Advise supervisors that their work performance is being evaluated on the basis of their equal <br />employment opportunity efforts and results as well as other criteria and that they are responsible to <br />take action to prevent harassment of employees placed through affirmative action efforts. <br />3: Work Force Analysis <br />3.1: Each year the EEO Coordinator will prepare a listing of each job title as set forth on our payroll <br />records. <br />3.1.1: There will be a separate list by job title within each department ranked from the <br />lowest to the highest paid: <br />3.1.2: For each job title the listing will include: <br />Total number of incumbents <br />Total number of male incumbents <br />Total number of female incumbents <br />Total number of male and female minorities <br />3.2: Identification of problem areas <br />3.2.1: Each year the EEO Coordinator will make a review to determine any problem areas. <br />3.2.2: The EEO will review the composition of any applicants who are interviewed to <br />determine if there is a failure to maximize minority or female applicant flow. <br />3.2.3: The EEO Coordinator will review any factors that are interfering with the hiring and <br />advancement of qualified minorities or women. As of this writing, no such problem <br />exists. <br />3.2.4: The Company will review promotion practices annually. Job openings will be posted <br />so all employees will have the opportunity to make application for the opening. <br />25K-52 <br />