lIIII.cem - centro de estudios multidisciplinarios

Transcription

lIIII.cem
CENTRO DE ESTUDIOS MULTIDISCIPLINARIOS
AFFIRMATIVE ACTION PROGRAM
FOR WOMEN
Executive Order 11246, as amended
Section 503 Rehabilitation Act 1973, as amended
and
38 U.S.C. 4212 Vietnam Veterans Readjustment Assistance Act of 1974, as amended
NUMERICAL ANALYSIS
Ext. San Agustin
#1206 Calle 13
Rio Piedras, PR 00926
April 1, 2016
to
March 31, 2017
Centro de Estudios Multidisciplinarios
(CEM)
FOR WOMEN
Executive Order 11246, as amended
For the Period
April 1, 2016 to March 31, 2017
President Name & Title:
J~ Pagani Sata
P esident
EEO Off. Name & Title:
(CEM)
TABLE OF CONTENTS
Section
I.
Commitment to Equal Employment Opportunity & Policy
II.
Designation of Responsibility
III.
Identification of Problem Areas
IV.
Action-Oriented Programs
V.
Internal Audit and Reporting Systems
VI.
Religion and National Origin Discrimination Guidelines
VII.
Accommodation for Religious Observance and Practice
VIII.
Nondiscrimination
04/01/2016 - 03/31/2017
SECTION I
COMMITMENT TO EQUAL EMPLOYMENT OPPORTUNITY
(CEM)
REAFFIRMATION OF EEO POLICY
It has been, and will continue to be, the policy of GEM to be an equal opportunity
employer. As President, I reaffirm the commitment of CEM to equal opportunity. At
GEM we will endeavor to ensure that we treat employees and applicants in all
aspects of employment without regard to race, color, gender, sexual orientation,
gender identity, age, disabled, or veteran status and the nondiscrimination based on
religion or national origin.
In addition, we maintain affirmative action plans relating to the employment of
women, individuals with a disability, and covered veterans as provided by applicable
laws. Employees and applicants at this establishment may make an appointment to
inspect portions of our affirmative action plans by contacting their supervisor Lilliana
M. Lopez Medero, Human Resources Director, during normal business hours.
While I maintain overall responsibility for the implementation of the Equal
Opportunity Policy at GEM, I have delegated its management responsibilities to
Lilliana M. Lopez Medero, VP Human Resources.
J
C. Pagani Soto
resident
04/01/2016 - 03/31/2017
SECTION II
DESIGNATION OF RESPONSIBILITY
41 CFR 60-2.17(a), 60-2.1 0(b)(2)(i)
Juan C. Pagani Soto, President, has overall responsibility for implementation of the
Equal Employment Opportunity Policy. Lilliana M. Lopez Medero, Equal
Employment Opportunity Coordinator, assumes the responsibility for the
development, implementation and monitoring of the affirmative action program,
which includes all those positions located in subordinate and/or lower-level
establishments for which the selection decisions are made at the corporate level.
Responsibility for the implementation and monitoring of the affirmative action program
rests with the EEO Coordinator, whose responsibilities includes but are not limited to
the following:
1. Developing policy statements and affirmative action programs.
2. Developing internal
appropriate.
3.
and
external
communication
procedures
when
Developing an internal audit and reporting system that:
a. Identifies areas that require remedial action, and develops programs to
correct those problem areas.
b. Determines the degree to which the goals and objectives are reached.
4. Monitoring the following internal practices:
a. Proper display of EEO posters and policies.
b. Full participation of minority, female, and disabled employees in all GEM
sponsored educational, training, recreational, and social activities.
5. Assisting management in solving any identified problems. It is the
responsibility of department heads, managers, and supervisors to provide the
EEO Coordinator with such information and/or statistical data as is necessary
to measure progress toward the attainment of goals and to assure good faith
efforts to implement the affirmative action program. Such information and/or
statistical data are used to set reasonable placement goals.
6.
Keeping management informed of the latest developments in the equal
employment opportunity area.
7. Assisting employees in solving problems and resolving EEO complaints.
04/01/2016 - 03/31/2017
8.
Serving as a liaison between GEM and appropriate women and minority
groups.
9.
Serving as a liaison between GEM and appropriate EEO enforcement
agencies.
The Human Resources
responsibilities.
Department will
provide
support
In
all
areas
of
B. Duties of Line Management
The duties of supervisors and managers at GEM include:
1. Assisting Human Resources in the identification of problem areas and in the
establishment of applicable organizational unit goals and objectives.
2. Preventing harassment of employees on account of race, color, religion, sex,
or national origin.
3. Reviewing the qualifications of all employees to ensure that protected group
members are given full opportunities for transfers, promotions, and training.
4. Discussing with employees the company EEO Policy and refer any employee's
issues to the Labor Relations area.
04/01/2016 - 03/31/2017
SECTION III
IDENTIFICATION OF PROBLEM AREAS
41 CFR 60-2.17(b)
The terms "utilization analysis," "underutilization," "deficiency," and "problem area,"
appearing in this chapter are terms GEM is required by government regulations to
use. The criteria used in relation to these terms are those specified by the
government. These terms have no independent legal or factual significance.
Although GEM will use the terms in total good faith effort in connection with its AAP,
such use does not necessarily signify that the GEM agrees that these terms are
properly applied to any particular factual situation. This is not an admission of non
compliance with EEO laws, regulations and objectives.
Whenever the term "goal" is used, it is expressly intended that it should not be used
to discriminate against any applicant or employee because of race, color, religion,
gender, or national origin.
Based on analyses of each job group, areas of concern have been identified and
discussed along with proposed corrective actions to bring the level of utilization up
to availability if applicable. In each case where possible underutilization has been
identified, affirmative steps will be taken as appropriate, consistent with any of the
action-oriented programs.
GEM has prepared the underutilization analysis and has placed goals at least equal
to the availability figure derived for women, as appropriate for that job group.
GEM seeks to ensure that personnel activities, such as, recruitment, selection,
training, compensation, benefits, discipline, promotion, transfer, demotions, and
terminations remain free of illegal discriminations based on gender and disability or
veteran status.
As part of the monitoring practice, an analysis of personnel matters is conducted.
The following items are considered:
1. Composition of the workforce by gender. Good faith placement goals are
established where necessary.
2. Composition of applicant flow by gender. Corrective action is taken when
appropriate whenever the referral ratio of women indicates a significantly
higher percentage is being rejected as compared to male applicants.
3. Compensation system.
determine whether there
analysis is to identify
employment opportunity
GEM evaluates its compensation system to
is a gender-based disparity. The purpose of the
potential areas where impediments to equal
may exist. Disparities alone do not necessarily
04/01/2016 - 03/31/2017
indicate a problem area; there may be many non-discriminatory reasons for a
disparity.
4. Selection process. The selection process includes: position descriptions,
titles, application forms, pre-employment forms, interview procedures, test
validity and administration, referral procedures, final selection process and
similar factors. The application and related pre-employment forms are in
compliance with federal guidelines, and position descriptions accurately
reflect actual duties and responsibilities.
SECTION IV
ACTION-ORIENTED PROGRAMS
41 CFR 60-2.17(c)
In our endeavor to achieve our Mission and Vision, CEM develops these action
oriented programs to correct any problem areas identified in the Identification of
Problem Areas 41 C.F.R. Section 60-2.17(b) and to attain established goals and
objectives.
THE SELECTION PROCESS
1. At least annually, a detailed analysis of position descriptions is conducted to
ensure that they accurately reflect position functions.
2. Job requirements are validated by division, department, location or other
appropriate organizational units. Special attention is given to academic,
experience, physical, and skill requirements to ensure that the requirements
themselves do not constitute inadvertent discrimination. Job specifications
are free from bias in regard to race, color, religion, gender, sexual
orientation, gender identity, national origin, age, or disabled or veteran
status, except where there is a bona fide occupational qualification. Job
requirements are validated when the number of individuals from a particular
race or gender group is disproportionately selected as determined by Impact
Ratio studies.
3. Position descriptions and specifications are distributed to recruiting sources
and members of management involved in the recruiting, screening, selection,
and promotion processes. We establish outreach efforts with the following
agencies:
www.clasificadosonline.com
04/01/2016 - 03/31/2017
EI Nuevo Dia
Enrique Rubio
Secci6n Clasificados
[email protected]
Tel. 787-354-3335
Agenda
Contacto
Telefono
Correo Electronico/FAX
Dept. del Trabajo y Recursos
Humanos, Division de Servicios
de Empleo (Carolina)
Sra. Josefina Herrera
787-701-4544
787-769-3965
[email protected]
de Empleo (Caguas)
Sra. Milagros Ocasio
787-743-5960
[email protected]
de Empleo (Humacao)
Sra. Carmen
Rodriguez
787-852-3005
Fax. 787-850-6055
de Empleo (Bayamon)
Sr. Hector Ortiz Laboy
787-787-7615
[email protected]
de Empleo (Mayagliez)
Sra. Evelyn Justiniano
787-832-3232
[email protected]
de Empleo (Fajardo)
Sra. Isabel Diaz
787-863-1550
Fax. 787-863-2930
de Empleo (San Juan)
Sra. Sandra Santiago
787-480-8829
[email protected]
Departamento de la Familia,
Administracion de Rehabilitacion
Vocacional (Humacao)
Sra. Carmen Milagros
787-704-0749
[email protected]
Vocacional (Mayagliez y
Aguadilla)
Sr. Jose Crespo
787-833-6305
787-831-2740
Fax Mayaguez:787-832-6044
Fax Aguadilla: 787-891-2100
Vocacional (San Juan)
Sra. Gloria Berrios
787-294-4860
Fax: 787-765-1305
Vocacional (Carolina y Guaynabo)
Sra. Dorea Rivera
787-776-5664
787-294-4860
Fax: 787-765-1305
04/01/2016 - 03/31/2017
Agenda
Contacto
Teletono
Correo Electr6nico/FAX
Administraci6n de Rehabilitaci6n
Vocacional (Bayam6n)
Sr. Wilfredo Lebr6n
787-779-1893
Ext. 289
[email protected]
Administraci6n de Veteranos (San
Juan)
Sr. Hector Martinez
787-749-4416
[email protected]
Administraci6n de Veteranos
(Arecibo)
Sra. Elizabeth
Gutierrez
787-879-4510
Fax: 787-879-4944
(Mayaguez)
Sra. Ruth Arocho
787-834-6900
Ext. 48135
Fax: 787-265-8825
(Ponce)
Sra. Edna Borrero
787-841-3260
Fax: 787-841-3165
Peri6dico EI Nuevo Dia
Enrique Rubio
787-354-3335
[email protected]
Peri6dico EI Oriental
(Humacao)
Wilma Roldon
787-850-4500
787-380-3054
[email protected]
Peri6dico EI Horizonte
(Fajardo)
Nereida Amaro
787-860-0446
[email protected]
Peri6dico La Estrella
(Mayaguez)
Freddie Mercado
787-832-3311
[email protected]
Peri6dico Occidental
(Oeste)
Carlos Brito
787-641-5454
[email protected]
Awilda Marrero
787-289-1460
HERO 2 HIRE
4. Selection processes are evaluated at least annually to ensure that they are
nondiscriminatory. We will continue to put into practice the collecting of
information on applicants to measure the recruitment and selection.
5. Individuals who have a role in the selection process are chosen with special
care given to their qualifications for such roles and are provided any
necessary ongoing training to ensure that the selection processes remain
nondiscriminatory.
RECRUITMENT
Anyone or all of the following techniques are used to improve recruitment and
increase the flow of minority or female applicants:
04/01/2016 - 03/31/2017
1. Linkage with recruiting sources, which may include briefing sessions, plant
tours, presentations by female employees, and full descriptions of
appropriate job openings and the selection process;
2. Encouragement of female employees to refer qualified applicants;
3. Inclusion of women on the personnel staff;
4. Female participation in "job fairs;"
PROMOTIONS
Anyone or all of the following techniques are used to improve promotional
opportunities for female employees:
1. Posting or general announcement of all appropriate job openings;
2. Assessment of current female employees' academic, skill and experience
levels;
3. Provision of job training and work-study programs;
4. Completion of performance appraisals;
5. Validation of job specifications;
6. Justification by supervisors when apparently qualified female employees are
passed over;
7. Establishment of career counseling programs, which may include attitude
development, education aid, job rotations, buddy systems and similar
programs;
8. Ongoing review of seniority practices in clauses and contracts to ensure that
they are nondiscriminatory; and
9. Review of all company-sponsored recreational and social activities to ensure
that they are desegregated. In order for these action-oriented programs to be
effective, GEM ensures that they consist of more than just following the same
procedures, in order to provide a better outcome. Furthermore, GEM will
make good faith efforts to remove identified barriers, expand employment
opportunities, and produce measurable results.
GEM takes affirmative actions to recruit qualified women not currently in the workforce
but having the bonafide requirements to perform the jobs.
04/01/2016 - 03/31/2017
SECTION V
INTERNAL AUDIT AND REPORTING SYSTEMS
41 CFR 60-2.17(d)
Monitoring and reporting procedures are developed to evaluate the extent to which
the goals of the affirmative action program are being met. GEM takes the following
measures:
1. Information on gender is obtained when an application for a position is
submitted. The race data will be available for the next affirmative action
period.
2. An Adverse Impact (Impact Ratio) Analysis is performed when sufficient data
exists on applicants, hires, promotions, and terminations to ensure
compliance with the Uniform Employment Selection Guidelines.
3. Any training programs are analyzed
discrimination in participation rates.
regularly
to
4. Any tests administered are routinely analyzed
discrimination in grading scores or test results.
5. Compensation
discrepancies.
practices
are
reviewed
at
least
to
eliminate
potential
uncover
potential
annually
for
wage
6. The Availability Analysis for women is reviewed and good faith placement
goals are established when necessary.
7. Progress toward established goals is reviewed at least annually for possible
adjustments to employment practices.
8. Internal reporting is prepared as needed to determine why goals were not
met.
9. Results of the affirmative action program will be reviewed with all levels of
management.
04/01/2016 - 03/31/2017
SECTION VI
RELIGION AND NATIONAL ORIGIN DISCRIMINATION GUIDELINES
41 CFR 60-50
GEM reaffirms its policy to afford equal employment opportunity to all individuals.
Neither national origin nor religion is a factor in recruitment, selection, promotion,
transfer, termination, or participation in training.
The following activities are undertaken to ensure that religion and national origin are
not used as a basis for employment decisions:
1. Employment practices are reviewed to ensure that members of particular
religious and/or ethnic groups are given equal employment opportunities.
2. All employees, including supervisors, managers, and executives are informed
of our commitment to provide equal employment opportunity without regard to
religion or national origin.
3. Recruitment sources are informed of our commitment to provide equal
employment opportunity without regard to religion or national origin.
4. Internal procedures exist to implement equal employment opportunity without
regard to national origin or religion.
SECTION VII
ACCOMMODATION FOR RELIGIOUS OBSERVANCE AND PRACTICE
41 CFR 60-50.3
The religious observances and practices of employees are accommodated by GEM,
except where such accommodation would cause undue hardship on the conduct of
business. The accommodation offered is determined by considering business
necessity, financial expense and any personnel coverage problems that may result.
SECTION VIII
NONDISCRIMINATION
41 CFR 60-50.5
GEM does not discriminate against any qualified employee or applicant because of
race, color, sex, sexual orientation, gender identity, age, disabled, or veteran status
in implementing the policy concerning nondiscrimination based on religion or
national origin.
04/01/2016 - 03/31/2017
FOR PROTECTED VETERANS AND
INDIVIDUALS WITH DISABILITIES
lIAIocem
CENTRO DE ESTUDIOS MULTIDISCIPLINARIOS
AA Plan Year:
April 1, 2016 to March 31, 2017
(CEM)
FOR PROTECTED VETERANS
AND INDIVIDUALS WITH DISABILITIES
Data as of: February 29, 2016
38 U.S.C. 4212 Vietnam Era Readjustment Assistance Act of 1974, as amended
and
Section 503 Rehabilitation Act of 1973, as amended
For the Period
April 1, 2016 to March 31, 2017
Director Name & Title:
~/
President
EEO Off. Name & Title:
04/01/2016 to 03/31/2017
COMPANY DATA
Contractor:
Centro de Estudios Multidisciplinarios (CEM)
Data as of:
March 31, 2015
Employer Identification:
66-0377340
NAICS:
611000
DUNS:
15-148-4441
EEO:
Lilliana Lopez Medero
Human Resources Director
Physical Address:
Calle 13 # 1206
Ext. San Agustin
Rio Piedras, PR 00926
Mailing Address:
PO Box 191317
San Juan, PR 00919-1317
04/01/2016 to 03/31/2017
(CEM)
TABLE OF CONTENTS
I. Equal Employment Opportunity Policy
II. Review of Personnel Processes
III. Physical and Mental Qualifications
IV. Reasonable Accommodations
V. Harassment
VI. External Dissemination of Policy
VII. Assessment of External Outreach and Recruitment Efforts
VIII. Internal Dissemination of Policy
IX. Audit and Reporting System
X. Responsibility for Implementation
XI. Training
XII. Data Collection Analysis
XIII. Benchmark for Hiring Veterans
XIV. Utilization Goals for Individuals with Disabilities
XV. Identification of Problem Areas
XVI. Action Oriented Programs
04/01/2016 to 03/31/2017
I. EQUAL EMPLOYMENT OPPORTUNITY POLICY
41 CFR 60-300.44 (a), 41 CFR 60-741.44 (a)
It is the policy at GEM to provide equal employment and advancement opportunities
to all qualified individuals. To achieve this goal, GEM is dedicated to taking
affirmative action to employ and advance in employment, protected veterans and
individuals with disabilities. All personnel actions, including compensation, benefits,
recruitment, hiring, training and promotions of persons in all job titles, will be
administer without regard to disability or other protected veteran status, and all
employment decisions are based solely on valid job requirements. In addition,
employees and applicants are protected from harassment, threats, coercion,
intimidation, interference or discrimination for:
1. Filing a complaint;
2. Assisting or participating in an investigation, compliance review, hearing, or any
other activity related to the administration of Section 4212, Section 503 or any
other Federal, State, or local law requiring equal opportunity for protected
veterans or individuals with disabilities;
3.
Opposing any practice made unlawful by Section 4212, Section 503, or any
other Federal, State or local law requiring equal opportunity for protected
veterans and individuals with disabilities; or
4.
Exercising any other right protected by Section 4212, Section 503.
This EEO policy has the full support of Juan C. Pagani Soto, President, who has
assigned responsibility for its implementation to Lilliana M. Lopez Medero, EEO
Coordinator. GEM has designed and implemented an audit and reporting system to
monitor and maintain its compliance with the Acts.
A copy of the Equal Employment Opportunity statement that reaffirms GEM's
commitment to protected veterans and individuals with disabilities is posted in a
form that is accessible and understandable to an individual with a disability.
04/01/2016 to 03/31/2017
II. REVIEW OF PERSONNEL PROCESSES
41 CFR 60-300.44(b), 41 CFR 60-741.44(b)
CEM reviews its employment procedures to ensure careful, thorough, and
systematic consideration of the job qualifications protected veterans and applicants
with disabilities for job vacancies filled either by hiring or promotion, and for all
training opportunities offered or available. This review ensures that personnel
procedures do not stereotype protected veterans and individuals with disabilities in
a manner that limits their access to all jobs for which they are qualified. Applicants
and employees with disabilities have equal access to personnel processes,
including those implemented through information and communication technologies.
CEM periodically reviews its processes, and makes any necessary modifications to
ensure its affirmative action obligations are carried out. When protected veterans
are considered for employment, only that portion of the individuals' military records,
including discharge papers, that is relevant to the requirements of the position will
be considered.
The following are some procedures that may be used to facilitate the review and
evaluative process:
1. The application or personnel form of each protected veteran and applicant with
a disability is annotated to identify each vacancy for which the applicant was
considered, and is retrievable for review for use in investigations and internal
compliance activities;
2. The application or personnel form of each protected veteran and applicant with
a disability includes the identification of each promotion and training program
for which that employee was considered;
3. When a protected veteran employee or applicant is rejected for employment,
promotion, or training, a statement of the reason is appended to the personnel
file;
4. When an employee or applicant with a disability is rejected for employment,
promotion, or training, a statement of the reason is appended to the personnel
file along with a description of any reasonable accommodation considered; and
5.
When an employee or applicant is selected for hire, promotion, or training, and
reasonable accommodation has been undertaken to enable the selection of an
employee or applicant with a disability, the applicant form or personnel record
contains a description of the reasonable accommodation.
04/01/2016 to 03/31/2017
III. PHYSICAL AND MENTAL QUALIFICATIONS
41 CFR 60-300.44(c), 41 CFR 60-741.44(c)
GEM reviews all physical and mental qualifications requirements as openings occur
to ensure to the extent that qualifications requirements tend to screen out qualified
disabled individuals or disabled veterans, and qualified individuals with disabilities,
that they are job-related and consistent with business necessity and the safe
performance of the job.
To the extent that physical or mental job qualification requirements tend to screen
out qualified disabled veterans and qualified individuals with disabilities in the
selection of employees or applicants for employment or other changes in
employment status such as promotions or training, GEM assures that the
requirements are related to the specific job(s) for which the individual is being
considered and are consistent with business necessity and the safe performance of
the job.
IV. REASONABLE ACCOMMODATIONS
41 CFR 60-300.44 (d), 41 CFR 60-741.44 (d)
GEM makes reasonable accommodations to the physical and mental limitations of
employees or applicants to the extent that such accommodations not impose an
undue hardship on the conduct of its business. When a known to be a disabled
veteran or an employee with a known disability has significant difficulty performing
his or her job and it is reasonable to conclude that the performance problem may be
related to the known disability, the employee is confidentially notified of the
performance problem, and asked if the problem is related to the disability. If the
employee indicates that the performance problems are related to his or her
disability, the employee is asked if reasonable accommodation is needed.
04/01/2016 to 03/31/2017
V.HARASSMENT
41 CFR 60-300.44(e), 41 CFR 60-741.44(e)
GEM develops and maintains procedures to ensure that its employees are not
harassed because of their status as a protected veteran, or on the basis of a
disability.
VI. EXTERNAL DISSEMINATION OF POLICY
41 CFR 60-300.44(f), 41 CFR 60-741.44(f)
GEM undertakes appropriate outreach and positive recruitment activities that are
reasonably designed to effectively recruit protected veterans and individuals with
disabilities, such as the following:
1.
GEM incorporates the Equal Opportunity Clause regarding protected veterans
and individuals with disabilities in its purchase orders, leases, and contracts as
required by law, executive order, and regulation. Written notification of the
Equal Opportunity Policy is sent to all subcontractors, vendors, and suppliers
requesting appropriate action on their part.
2.
GEM notifies all applicants of the EEO policy, and invites them to self-identify.
Application forms state GEM's commitment to equal employment opportunity.
All employment advertisements and notices to recruitment sources state this
EEO policy.
3.
Outreach and recruitment activities that may be undertaken as needed by GEM
include enlisting the assistance and support of the following persons and
organizations in recruiting, and developing on-the-job training opportunities for
protected veterans and individuals with disabilities, in order to fulfill its
commitment to provide equal employment opportunity for such individuals:
www.c1asificadosonline.com
EI Nuevo Dia
Enrique Rubio
Secci6n Clasificados
[email protected]
Tel. 787-354-3335
04/01/2016 to 03/31/2017
Agencia
Contacto
Teletono
Correo Electr6nico/FAX
de Empleo (Carolina)
Sra. Josefina Herrera
787-701-4544
787-769-3965
[email protected]
Humanos, Divisi6n de Servicios
de Empleo (Caguas)
Sra. Milagros Ocasio
787-743-5960
[email protected]
de Empleo (Humacao)
Sra. Carmen
Rodriguez
787-852-3005
Fax. 787-850-6055
de Empleo (Bayamon)
Sr. Hector Ortiz Laboy
787-787-7615
[email protected]
de Empleo (Mayaguez)
Sra. Evelyn Justiniano
787-832-3232
[email protected]
de Empleo (Fajardo)
Sra. Isabel Diaz
787-863-1550
Fax. 787-863-2930
de Empleo (San Juan)
Sra. Sandra Santiago
787-480-8829
[email protected]
Vocacional (Humacao)
Sra. Carmen Milagros
787-704-0749
[email protected]
Vocacional (Mayaguez y
Aguadilla)
Sr. Jose Crespo
787-833-6305
787-831-2740
Fax Mayaguez:787-832-6044
Fax Aguadilla: 787-891-2100
Administraci6n de Rehabilitacion
Vocacional (San Juan)
Sra. Gloria Berrios
787-294-4860
Fax: 787-765-1305
Administraci6n de Rehabilitacion
Vocacional (Carolina y Guaynabo)
Sra. Dorea Rivera
787-776-5664
787-294-4860
Fax: 787-765-1305
Vocacional (Bayam6n)
Sr. Wilfredo Lebron
787-779-1893
Ext. 289
[email protected]
Administraci6n de Veteranos (San
Juan)
Sr. Hector Martinez
787-749-4416
[email protected]
04/01/2016 to 03/31/2017
Agencia
Contacto
Telefono
Correo Electronico/FAX
(Arecibo)
Sra. Elizabeth
Gutierrez
787-879-4510
Fax: 787-879-4944
(Mayaguez)
Sra. Ruth Arocho
787-834-6900
Ext. 48135
Fax: 787-265-8825
(Ponce)
Sra. Edna Borrero
787-841-3260
Fax: 787-841-3165
Peri6dico EI Nuevo Dia
Enrique Rubio
787-354-3335
[email protected]
Peri6dico EI Oriental
(Humacao)
Wilma Roldon
787-850-4500
787-380-3054
[email protected]
Peri6dico EI Horizonte
(Fajardo)
Nereida Amaro
787-860-0446
[email protected]
Peri6dico La Estrella
(Mayaguez)
Freddie Mercado
787-832-3311
[email protected]
Peri6dico Occidental
(Oeste)
Carlos Brito
787-641-5454
[email protected]
Awilda Marrero
787-289-1460
HERO 2 HIRE
4. All employment openings (except executive and top management, positions
that are filled from within, and positions lasting three days or less) are listed at
the appropriate state employment services office. Formal briefing sessions and
facility tours may be conducted with representatives from recruiting sources to
explain current and future job openings, position descriptions, worker
specifications, and the selection process. Follow-up with these resources and
feedback on disposition of applicants are conducted when appropriate.
5.
GEM develops internal communication of these outreach efforts in a manner
that fosters understanding, acceptance, and support among executive
management, supervisors, and all other employees.
6. Meaningful contacts are established with disabled individuals and veteran's
service organizations for such purposes as advice, technical assistance and
referral of potential employees. Such assistance may consist of advice
concerning proper placement, recruitment, training and reasonable
accommodation.
7. Good faith efforts are made to consider protected veterans and applicants with
known disabilities for all available positions for which they may be qualified, to
the extent practicable.
04/01/2016 to 03/31/2017
8.
Recruitment at educational institutions includes efforts to reach students who
are protected veterans.
9.
Recruitment programs established with schools incorporate efforts to reach
students with disabilities. Efforts may be made to participate in work-study
programs with rehabilitation facilities and schools specializing in training or
educating individuals with disabilities.
10. When appropriate, efforts may be made to participate in work-study programs
with Department of Veterans Affairs rehabilitation facilities that specialize in
training or educating disabled veterans.
11. Efforts are made to include individuals with disabilities when employees are
pictured in consumer, promotional, or help wanted advertisements.
VII. ASSESSMENT OF EXTERNAL OUTREACH AND RECRUITMENT EFFORTS
41 CFR Section 60-300.44(f)(3), 41 CFR Section 60-741.44(f)(3)
GEM started to review and will implement the outreach and recruitment efforts that
has been taken over the previous twelve months to evaluate their effectiveness in
identifying and recruiting qualified protected veterans and qualified individuals with
disabilities. Each evaluation will be documented, including at a minimum the criteria
used to evaluate the effectiveness of each effort and the conclusion as to whether
each effort and the totality of the efforts are effective. Beginning on this Affirmative
Action Period the Data Collection Analysis for the current year and the two most
recent previous years will be prepared. If GEM concludes the totality of its efforts
are not effective in identifying and recruiting qualified protected veterans and
qualified individuals with disabilities, alternative outreach and recruitment efforts will
be identified and implemented.
VIII. INTERNAL DISSEMINATION OF POLICY
CFR 60-300.44(g), 41 CFR 60-741.44(g)
GEM has developed the following internal procedures to communicate its obligation
to engage in affirmative action efforts to employ and advance in employment
qualified individuals with disabilities, disabled veterans, and other protected
04/01/2016 to 03/31/2017
veterans. These procedures are designed to foster understanding, acceptance, and
support among executive, management, supervisory and other employees and to
encourage such persons to take the necessary actions to meet this obligation.
1.
GEM's notices. The EEO policy statement is posted on the employee bulletin
board and/or electronically in a manner and place that ensures that protected
individuals with disabilities are informed of its content. This notice states the
name of the EEO Coordinator, the support of top-level management towards
this policy, and to whom questions, comments, or complaints should be
directed. A statement is included that employees are protected from coercion,
intimidation, interference or discrimination for filing a complaint or assisting in
an investigation under the Acts. All required state and federal EEO notices are
also posted on bulletin boards.
2.
Other procedures that may be implemented as needed:
a. GEM's overall commitment, top-level management support, and
implementation of the plan are discussed with management personnel,
making clear the chief executive officer's support for the affirmative action
policy;
b. All employees and prospective employees are informed of GEM's
commitment to engage in affirmative action to increase employment
opportunities for protected veterans and individuals with disabilities;
c. GEM's affirmative action policy is publicized in the company webpage,
general information, annual report, and other available media;
d. The policy is discussed thoroughly in both employee orientation and
management training programs;
e. When employees are featured in employee handbooks or similar
publications for employees, GEM includes protected veterans and
individuals with disabilities.
IX. AUDIT AND REPORTING SYSTEM
41 CFR 60-300.44(h), 41 CFR 60-741.44(h)
GEM has designed, implemented and documented an audit and reporting system
that:
04/01/2016 to 03/31/2017
1. Measures the effectiveness of the affirmative action program.
2. Indicates any need for remedial action.
3. Determines the degree to which the objectives have been attained.
4. Determines whether protected veterans and individuals with known disabilities
have the opportunity to participate in all company sponsored educational,
training, recreational, and social activities.
5. Measures compliance with the affirmative action program's specific obligations.
Where the affirmative action program is found to be deficient, corrective action is
taken to bring the program into compliance.
x.
RESPONSIBILITY FOR IMPLEMENTATION
41 CFR 60-300.44(i), 41 CFR 60-741.44(i)
Lilliana M. Lopez Medero has been designated to direct the activities of the
affirmative action program. Lilliana M. Lopez Medero has the full support of Juan C.
Pagani Soto in carrying out the CEM affirmative action policy. Lilliana M. Lopez
Medero is responsible for:
1. Developing policy statements, affirmative action programs, and internal and
external communication to, include discussions with managers, supervisors, and
employees to ensure the policies are followed;
2. Advising managers and supervisors that their work performance is evaluated, in
part, on the basis of their affirmative action efforts;
3. Identifying and discussing with management any problem areas;
4. Developing with management solutions for any identified problem areas;
5. Serving as a liaison between CEM and community groups, governmental
agencies and vocational rehabilitation organizations;
6. Maintaining an audit and reporting system to monitor the progress of the
affirmative action program;
04/01/2016 to 03/31/2017
7. Informing management of the latest developments in the affirmative action and
equal employment opportunity area;
8. Serving as a liaison between GEM and organizations for protected veterans and
individuals with disabilities;
9. Assisting in career counseling for protected veterans employees and employees
with disabilities;
10. Ensuring that the policy statement and required posters are posted on bulletin
boards and/or electronic postings; and
11. Ensuring that employees placed through these policies are not harassed.
XI. TRAINING
41 CFR 60-300.440), 41 CFR 60-741.440)
All personnel involved in recruitment, screening, selection, promotion, discipline,
and related processes are trained to ensure the implementation of our commitments
made in this affirmative action program.
XII. DATA COLLECTION ANALYSIS
41 CFR Section 60-300.44(k), 41 CFR Section 741-44(k)
GEM has continues documenting the following computations or comparisons
pertaining to applicants and hires on an annual basis and maintains them for a
period of three (3) years:
1. The number of applicants who self-identified as protected veterans pursuant to §
60-300.42(a), or who are otherwise known as protected veterans;
2. The number of applicants who self-identified as individuals with disabilities
pursuant to § 60-741.42(a), or who are otherwise known to be individuals with
disabilities (IWD);
3. The total number of job openings and total number of jobs filled;
04/01/2016 to 03/31/2017
4. Total number of applicants for all jobs;
5. The number of protected veteran applicants hired,
6. The number of applicants with disabilities hired; and
7. The total number of applicants hired.
CEM continues putting in place the processes that lead to the compilation of the
recruitment data for individuals with disabilities.
04/01/2016 to 03/31/2017
XIII. BENCHMARK FOR HIRING VETERANS
41 CFR Section 60-300.45
Benchmarks are set on an annual basis using one of the two mechanisms
described below:
1. Establishing a benchmark equaling the national percentage of veterans in the
civilian labor force, which will be published and updated annually by the
OFCCP website; or.
2.
Establish a benchmark by taking into account: (i) the average percentage of
veterans in the civilian labor force in the State(s) where the contractor is
located over the preceding three years, as calculated by the Bureau of Labor
Statistics and published on the OFCCP website; (ii) the number of veterans,
over the previous four quarters, who were participants in the employment
service delivery system in the State where the contractor is located, as
tabulated by the Veterans' Employment and Training Service and published on
the OFCCP website; (iii) the applicant ratio and hiring ratio for the previous
year, based on the data collected pursuant to § 60-300.44(k); (iv) the
contractor's recent assessments of the effectiveness of its external outreach
and recruitment efforts, as set forth in § 60-300.44(f)(3); and (v) any other
factors, including but not limited to the nature of the contractor's job openings
and/or its location, which would tend to affect the availability of qualified
protected veterans.
GEM has chosen to establish a benchmark equaling the national percentage of
veterans in the civilian labor force. The benchmark is not a rigid and inflexible quota
that must be met, nor is it to be considered either a ceiling or a floor for the
employment of particular groups. The purpose of establishing benchmarks is to
create a quantifiable method by which GEM can measure its progress toward
achieving equal employment opportunity for protected veterans.
Hiring Benchmark for Protected Veterans
Veteran Hiring Benchmark:
7.0%
04/01/2016 to 03/31/2017
XIV. UTILIZATION GOALS FOR INDIVIDUALS WITH DISABILITIES
The OFCCP establishes a utilization goal for employment of qualified individuals
with disabilities for each job group in the contractor's workforce, or for the
contractor's entire workforce where the workforce consists of 100 or less
employees. The utilization goal is not a rigid and inflexible quota that must be met,
nor is it to be considered either a ceiling or a floor for the employment of particular
groups. The purpose of the utilization goal is to establish a benchmark against
which the contractor must measure the representation of individuals within each job
group in its workforce, or within the contractor's entire workforce. CEM evaluates its
utilization of individuals with disabilities in each job group, or in its entire workforce.
CEM continues putting in place processes that lead to the compilation of the
recruitment data for protected veterans.
04/01/2016 to 03/31/2017
xv. IDENTIFICATION OF PROBLEM AREAS
41 CFR Seetion 60-741.45(e)
When the percentage of individuals with disabilities in one or more job groups, or in
our entire workforce if the workforce is 100 or less employees, is less than the
utilization goal, GEM will take steps to determine whether and where impediments
to equal employment opportunity exist. When making this determination, we assess
our personnel processes, the effectiveness of our outreach and recruitment efforts,
the results of our affirmative action program audit, and any other areas that might
affect the success of the affirmative action program.
GEM has found impediments to equal employment opportunity in the personnel
processes, outreach and recruitment efforts or any other area that might affect the
success of our affirmative action program.
XVI. ACTION ORIENTED PROGRAMS
41 CFR Section 60-741.45(f)
As needed, GEM develops action-oriented programs designed to correct any
identified problems areas. These action-oriented programs may include the
modification of personnel processes to ensure equal employment opportunity for
individuals with disabilities, alternative or additional outreach and recruitment efforts
and/or other actions designed to correct the identified problem areas and attain
established goals.
We continue with the process of update our recruitment practices in order to identify
possible employees within the protected groups from our outreach activities.
04/01/2016 to 03/31/2017

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