AFFIRMATIVE ACTION POLICY STATEMENT. Lessee has issued the following policy statement delineating the policy of Lessee regarding its commitment to equal employment opportunity, nondiscrimination and affirmative action, and such policy will be fully implemented to the extent practicable at the time of actual occupancy of the building by Lessee. Equal Employment Opportunity Statement It is the policy of Lessee, personally subscribed to and supported by its principals, that there shall be no unlawful discrimination against an employee or applicant for employment, because of race, color, religious creed, national origin, ancestry, sex, marital status, physical handicap, non job-related medical condition, age or veteran status. This policy includes, but is not limited to, the following: hiring, upgrading, recruitment, recruitment advertising, selection, training, demotion, transfer, compensation, lay-off or termination, or any other term or condition of employment. To implement this policy, Lessee has an affirmative action program which is supported by all of Lessee's managers and supervisors, and which Lessee shall fully implement as appropriate during the Lease term. To assure that equal opportunity and affirmative action efforts are properly carried out, Lessee at all times shall have an Equal Opportunity Coordinator; provided, however, that the principals of Lessee shall be responsible for proper implementation of the Affirmative Action Plan.
AFFIRMATIVE ACTION POLICY STATEMENT. The Mayor of the City of Missoula or the Mayor's designee may adopt an affirmative action plan to provide all people equal opportunity for employment without regard to race, ancestry, color, physical or mental disability, religion, national origin, sex, age, marital or familial status, creed, ex-offender status, physical condition, political belief, public assistance status or sexual orientation, gender identity or expression. In keeping with this commitment, we are assigning to all department heads and their staff the responsibility to actively facilitate equal employment opportunity for all present employees, applicants, and trainees. This responsibility shall include assurance that employment decisions are based on furthering the principle of equal employment opportunity by imposing only valid requirements for employment and assuring that all human resource actions are administered based on job necessity. Specific responsibility for developing, implementing, monitoring, and reporting are assigned to the City Personnel staff under the supervision and direction of the Chief Administrative Officer and the Mayor. It is the policy of the City of Missoula to eliminate any practice or procedure that discriminates illegally or has an adverse impact on an "affected" class. Equal opportunity shall be provided for all City employees during their terms of employment. All applicants for City employment shall be employed on the basis of their qualifications and abilities. The City of Missoula, where practical, shall utilize minority owned enterprises and shall ensure that subcontractors and vendors comply with this policy. Failure of subcontractors and vendors to comply with this policy statement shall jeopardize initial, continued, or renewed funds. The City of Missoula’s commitment is intended to promote equal opportunity in all employment practices and provide a positive program of affirmative action for the City of Missoula, its employees, program participants, trainees and applicants.
AFFIRMATIVE ACTION POLICY STATEMENT. The County of Riverside, as the Community Development Block Grant Administrator, shall take Affirmative Action to insure to the greatest extent feasible that:
AFFIRMATIVE ACTION POLICY STATEMENT. 16.1 It shall be BSSP's policy to exercise fair and impartial practices in employment and program administration, recognizing applicants, employees, and contractors on the basis of personal and professional merit and claimants on the basis of merits, thereby reaffirming the dignity of individuals without regard to race, color, religious creed, national origin, ancestry, age, sex, sexual orientation, marital status, mental disability, medical condition, or physical disability.
AFFIRMATIVE ACTION POLICY STATEMENT. (1) The Fund recognizes the need to take affirmative action to promote the employment of minority group members and women and to ensure that Minority and Women’s Business Enterprises are given the opportunity to participate in the performance of its construction program. This opportunity for participation in our free enterprise system by socially and economically disadvantaged persons is essential to obtain social and economic equality and improve the functioning of the State economy. Accordingly, it is the policy of the Fund to provide for participation of minorities and women on the Project.
AFFIRMATIVE ACTION POLICY STATEMENT. The SBRPSTC is committed to a policy of affirmative action in its hiring procedures, and with the assistance of all SBRPSTC staff, the Governing Board of the SBRPSTC assures that all employees and applicants for positions in the SBRPSTC will have equal opportunity for employment regardless of race, color, sex, religion, national origin, age, disability, status as Vietnam-era veterans, marital status, political beliefs, or sexual orientation.
AFFIRMATIVE ACTION POLICY STATEMENT. It shall be the permanent and voluntary policy of this Joint Power Board of XXXXX to practice fair and impartial employment, recognizing applicants and employees on the basis of personal and professional merit, thereby reaffirming the dignity of individuals without regard to race, color, creed, national origin, ancestry, age, sex, or physical handicap in every aspect of personal policies, practices, and treatment of personnel.
AFFIRMATIVE ACTION POLICY STATEMENT. It shall be the permanent and voluntary policy of this Joint Powers Board of SCCSIG to practice fair and impartial employment, recognizing applicants and employees on the basis of personal and professional merit, thereby reaffirming the dignity of individuals without regard to race, color, creed, national origin, ancestry, age, sex, or physical handicap in every aspect of personal policies, practices, and treatment of personnel.
