Equal Employment Opportunity Plan. If an Equal Employment Opportunity Plan is required, the Program Manager of EOCP will provide a list of plan requirements to Consultant.
Equal Employment Opportunity Plan. If an Equal Employment Opportunity Plan is submitted, it must include at least the following assurances that:
1. The Consultant will maintain a working environment free of discrimination, harassment, intimidation and coercion at all sites and in all facilities at which the Consultant’s employees are assigned to work;
2. A responsible official is designated to monitor all employment related activity to ensure the Consultant’s EEO Policy is being carried out and to submit reports relating to EEO provisions;
Equal Employment Opportunity Plan. Grantee assures it has formulated an equal employment opportunity plan (EEOP) if required by federal and State law. Xxxxxxx assures it has provided to the DCF the name of a civil rights professional who has lead responsibility for ensuring that all applicable civil rights requirements are met. This person shall act as a liaison for civil rights issues with the U.S. Justice Department, Office of Justice Programs, Office of Civil Rights.
Equal Employment Opportunity Plan. The subrecipient acknowledges that failure to submit an acceptable Equal Employment Opportunity Plan (if required to submit one pursuant to 28 CFR Section 42.302) that is approved by the Office for Civil Rights is a violation of its Standard Assurances and may result in suspension or termination of funding, until such time as the subrecipient is in compliance.
Equal Employment Opportunity Plan. If a grantee is required to submit an EEOP, that grantee must also file a Certification Form declaring that submission. The grantee must keep a copy of both the EEOP and the Certification Form on-file and available at any time upon request from CJD. If a grantee is claiming an exemption from filing an EEOP, that grantee must complete the federal Certification Form for that exemption in order to be eligible for federal funds. Grantees must keep a copy of the Certification Form on-file and available at any time upon request from CJD. EEOP guidance and the Certification Form for both filers and those claiming an exemption is available at: xxxx://xxx.xxx/about/ocr/eeop.htm. The grantee acknowledges that failure to submit an acceptable EEOP (if recipient is required to submit one), that is approved by the Office for Civil Rights, is a violation of the Grant Agreement and may result in suspension or termination of funding, until such time as the recipient is in compliance. For all applicable HSGD grantees
Equal Employment Opportunity Plan. (1) Within 30 days following award, the Contractor shall furnish the Contracting Officer with an EEO Compliance Plan. The plan shall include the following:
(a) Name of contractor’s EEO Manager for the contract and point of contact information. The EEO Manager is responsible for:
(i) Monitor all employment-related activity to ensure that the Contractor’s equal employment policy is being carried out;
(ii) Submit reports as may be required by the Government; and
(iii) Keep records that shall at least include for each employee the name, address, telephone number, construction trade, union affiliation (if any), employee identification number, social security number, race, sex, status
Equal Employment Opportunity Plan. CPSA agrees to abide by City's Equal Employment Opportunity Plan as set forth in Chapter 2R.76 of the CMC.
Equal Employment Opportunity Plan. City's Equal Employment Opportunity Plan is set forth in CMC 2R.76.
Equal Employment Opportunity Plan. If an Equal Employment Opportunity Plan is required, the Program Manager ofEOCP will provide a list of plan requirements to Consultant.
Equal Employment Opportunity Plan. If the awarded Design-Builder submits an Equal Employment Opportunity Plan, it must include the following assurances:
1. The Design-Builder will maintain a working environment free of discrimination, harassment, intimidation and coercion at all sites and in all facilities at which the Design-Builder employees are assigned to work;
2. A responsible official is designated to monitor all employment related activity to ensure the Design-Builder EEO Policy is being carried out and to submit reports relating to EEO provisions;
3. The Design-Builder disseminates and reviews its EEO Policy with all employees at least once a year, posts the policy statement and EEO posters on all company bulletin boards and job sites, and documents every dissemination, review and posting with a written record to identify the time, place, employees present, subject matter, and disposition of meetings;
4. The Design-Builder reviews, at least annually, all supervisors’ adherence to and performance under the EEO Policy and maintains written documentation of these reviews;
5. The Design-Builder discusses its EEO Policy Statement with subcontractors with whom it anticipates doing business, includes the EEO Policy Statement in its subcontracts, and provides such documentation to the City upon request;
6. The Design-Builder documents and maintains a record of all bid proposal solicitations and outreach efforts to and from subcontractors, contractor associations and other business associations;
7. The Design-Builder disseminates its EEO Policy externally through various media, including the media of people of color and women, in advertisements to recruit, maintains files documenting these efforts, and provides copies of these advertisements to the City upon request;
8. The Design-Builder disseminates its EEO Policy to union and community organizations;
9. The Design-Builder provides immediate written notification to the City when any union referral process has impeded the Design-Builders’s efforts to maintain its EEO Policy;
10. The Design-Builder maintains a current list of recruitment sources, including those outreaching to people of color and women, and provides written notification of employment opportunities to these recruitment sources with a record of the organizations’ responses;
11. The Design-Builder maintains a current file of names, addresses and phone numbers of each walk-in applicant, including people of color and women, and referrals from unions, recruitment sources, or commu...
