Common use of Recruitment and Retention Strategies Clause in Contracts

Recruitment and Retention Strategies. Employers and Unions shall make their best efforts to recruit and retain historically disadvantaged or underrepresented people, including racial and ethnic minorities, women, and low‐income people by providing a detailed Recruitment and Retention Strategy which describes its history and its project-specific plans to: a. Work aggressively to recruit racial and ethnic minorities, women, and low-income people and to refer racial and ethnic minorities, women, and low-income people to Employers. Prior to the start of construction, the Project Contractor and each Employer then selected shall meet with the construction trade unions, the Committee, and the awarding or contracting authority for the purpose of reviewing this Agreement and the projection of the workforce needs over the course of construction. b. Assist the Committee in annually conducting workshops with minority and women employees to enlist their assistance as recruiters and request their ideas on how to increase employment of underutilized groups. c. Provide all apprentices referred to the Employer a fair chance to perform successfully, allowing for possible lack of previous experience. Recognize that the Employer is responsible for providing on-the-job training, and that all apprentices should not be expected to have previous experience. d. Participate in job fairs, school-to-work, and community events to recruit minorities, women, and disadvantaged individuals into the construction trades. Owner and Project Contractor will participate at least semi-annually for the duration of the project. e. Allow scheduled job site visits by participants in community programs, as safety allows, to increase awareness of job and training opportunities in the construction trades. f. Employers will keep applications from qualified women and minorities for the duration of the project, and contact them when an opening occurs. Keep applications of those who were qualified and not selected for an opening, and contact those persons when an opening occurs. This will not circumvent the appropriate union referral process. g. Employers will maintain a harassment-free work place by conducting a pre- ground breaking review using the Wider Opportunities for Women harassment-free workplace check list, and repeating annually. h. Employers will ensure that employees are knowledgeable about the Employer’s policies if they need to report a harassment problem. Employers will provide a complete orientation to the job site to all workers, including procedures for reporting problems, and expected crew behaviors. i. Employers will make reasonable attempts to keep apprentices working and train them in all work processes described in the apprenticeship standards. The Committee will review training plans, apprentice work progress reports and hiring/worker retention. j. Employers will review and disseminate, at least annually, the Employer’s EEO policy and affirmative action obligations under these specifications with all employees having any responsibility for hiring, assignment, layoff, termination or other employment decisions. k. Regularly provide cultural competency training to all managers, supervisors, and owners, and conduct a review, at least annually, of all managers’ and supervisors’ adherence to and performance under the Employer’s EEO policies, affirmative action obligations, and cultural competencies. l. Employers will take steps to reduce feelings of isolation among racial and ethnic minorities and women by making every attempt to have several racial and ethnic minorities and women at the job site and by informing such workers about available support systems. m. Employers will provide adequate toilet facilities for women on the job site, by maintaining a clean, accessible and locked toilet for female crew members, and by removing graffiti immediately to help create a respectful environment. n. Employers will match minority, female, or disadvantaged apprentices who may need support to complete their apprenticeship programs with a late-term or journey-level mentor. o. Employers, Unions and Joint Apprenticeship Training Council (JATC) shall maintain documentation of their good-faith compliance with the retention strategies set forth above and shall submit such documentation to the Owner and the Committee as requested.

Recruitment and Retention Strategies. Employers and Unions shall make their best efforts to recruit and retain historically disadvantaged or underrepresented people, including racial and ethnic minorities, women, and low‐income low-income people by providing a detailed Recruitment and Retention Strategy which describes its history and its project-specific plans to: a. Work aggressively to recruit racial and ethnic minorities, women, and low-income people and to refer racial and ethnic minorities, women, and low-income people to Employers. Prior to the start of construction, the Project Contractor and each Employer then selected shall meet with the construction trade unions, the Committee, and the awarding or contracting authority for the purpose of reviewing this Agreement and the projection of the workforce needs over the course of construction. b. Assist the Committee in annually conducting workshops with minority and women employees to enlist their assistance as recruiters and request their ideas on how to increase employment of underutilized groups. c. Provide all apprentices referred to the Employer a fair chance to perform successfully, allowing for possible lack of previous experience. Recognize that the Employer is responsible for providing on-the-job training, and that all apprentices should not be expected to have previous experiencepreviousexperience. d. Participate in job fairs, school-to-work, and community events to recruit minorities, women, and disadvantaged individuals into the construction trades. Owner and Project Contractor will participate at least semi-annually for the duration of the project. e. Allow scheduled job site visits by participants in community programs, as safety allows, to increase awareness of job and training opportunities in the construction trades. f. Employers will keep applications from qualified women and minorities for the duration of the project, and contact them when an opening occurs. Keep applications of those who were qualified and not selected for an opening, and contact those persons when an opening occurs. This will not circumvent the appropriate union referral process. g. Employers will maintain a harassment-free work place by conducting a pre- ground breaking review using the Wider Opportunities for Women harassment-free workplace check list, and repeating annually. h. Employers will ensure that employees are knowledgeable about the Employer’s 's policies if they need to report a harassment problem. Employers will provide a complete orientation to the job site to all workers, including procedures for reporting problems, and expected crew behaviorscrewbehaviors. i. Employers will make reasonable attempts to keep apprentices working and train them in all work processes described in the apprenticeship standards. The Committee will review training plans, apprentice work progress reports and hiring/worker retention. j. Employers will review and disseminate, at least annually, the Employer’s 's EEO policy and affirmative action obligations under these specifications with all employees having any responsibility for hiring, assignment, layoff, termination or other employment decisions. k. Regularly provide cultural competency training to all managers, supervisors, and owners, and conduct a review, at least annually, of all managers’ ' and supervisors’ ' adherence to and performance under the Employer’s 's EEO policies, affirmative action obligations, and cultural competencies. l. I. Employers will take steps to reduce feelings of isolation among racial and ethnic minorities and women by making every attempt to have several racial and ethnic minorities and women at the job site and by informing such workers about available support systems. m. Employers will provide adequate toilet facilities for women on the job site, by maintaining a clean, accessible and locked toilet for female crew members, and by removing graffiti immediately to help create a respectful environment. n. Employers will match minority, female, or disadvantaged apprentices who may need support to complete their apprenticeship programs with a late-term or journey-level mentor. o. Employers, Unions and Joint Apprenticeship Training Council (JATC) shall maintain documentation of their good-faith compliance with the retention strategies set forth above and shall submit such documentation to the Owner and the Committee as requested.

Recruitment and Retention Strategies. Employers and Unions shall make their best efforts to recruit and retain historically disadvantaged or underrepresented people, including racial and ethnic minorities, women, and low‐income low-income people by providing a detailed Recruitment and Retention Strategy which describes its history and its project-specific plans to: a. Work aggressively to recruit racial and ethnic minorities, women, and low-income people and to refer racial and ethnic minorities, women, and low-income people to Employers. Prior to the start of construction, the Project Contractor and each Employer then selected shall meet with the construction trade unions, the Committee, and the awarding or contracting authority for the purpose of reviewing this Agreement and the projection of the workforce needs over the course of construction. b. Assist the Committee in annually conducting workshops with minority and women employees to enlist their assistance as recruiters and request their ideas on how to increase employment of underutilized groups. c. Provide all apprentices referred to the Employer a fair chance to perform successfully, allowing for possible lack of previous experience. Recognize that the Employer is responsible for providing on-the-job training, and that all apprentices should not be expected to have previous experiencepreviousexperience. d. Participate in job fairs, school-to-work, and community events to recruit minorities, women, and disadvantaged individuals into the construction trades. Owner and Project Contractor will participate at least semi-annually for the duration of the project. e. Allow scheduled job site visits by participants in community programs, as safety allows, to increase awareness of job and training opportunities in the construction trades. f. Employers will keep applications from qualified women and minorities for the duration of the project, and contact them when an opening occurs. Keep applications of those who were qualified and not selected for an opening, and contact those persons when an opening occurs. This will not circumvent the appropriate union referral unionreferral process. g. Employers will maintain a harassment-free work place by conducting a pre- ground breaking review using the Wider Opportunities for Women harassment-free workplace check list, and repeating annually. h. Employers will ensure that employees are knowledgeable about the Employer’s 's policies if they need to report a harassment problem. Employers will provide a complete orientation to the job site to all workers, including procedures for reporting problems, and expected crew behaviorscrewbehaviors. i. Employers will make reasonable attempts to keep apprentices working and train them in all work processes described in the apprenticeship standards. The Committee will review training plans, apprentice work progress reports and hiring/worker retention. j. Employers will review and disseminate, at least annually, the Employer’s 's EEO policy and affirmative action obligations under these specifications with all employees having any responsibility for hiring, assignment, layoff, termination or other employment decisions. k. Regularly provide cultural competency training to all managers, supervisors, and owners, and conduct a review, at least annually, of all managers’ ' and supervisors’ ' adherence to and performance under the Employer’s 's EEO policies, affirmative action obligations, and cultural competencies. l. I. Employers will take steps to reduce feelings of isolation among racial and ethnic minorities and women by making every attempt to have several racial and ethnic minorities and women at the job site and by informing such workers about available support systems. m. Employers will provide adequate toilet facilities for women on the job site, by maintaining a clean, accessible and locked toilet for female crew members, and by removing graffiti immediately to help create a respectful environment. n. Employers will match minority, female, or disadvantaged apprentices who may need support to complete their apprenticeship programs with a late-term or journey-level mentor. o. Employers, Unions and Joint Apprenticeship Training Council (JATC) shall maintain documentation of their good-faith compliance with the retention strategies set forth above and shall submit such documentation to the Owner and the Committee as requested.

Recruitment and Retention Strategies. Employers and Unions Signatory Union(s) shall make their best efforts to recruit and retain historically disadvantaged or underrepresented people, including racial and ethnic minorities, women, and low‐income low income people by providing a detailed Recruitment recruitment and Retention Strategy which describes its history retention strategy. A specific Project plan developed collaboratively between the Contractor, Signatory Union(s) and its project-specific plans toSubcontractors shall incorporate the following: a. Work A. Employers and Signatory Union(s) shall work aggressively to recruit racial and ethnic minorities, women, women and low-low income people and to refer racial and ethnic minorities, women, minorities and low-income people women to Employers. Prior to the start of construction, the Project Contractor and each Employer then selected shall meet with the construction trade unions, the CommitteeSignatory Union(s), and the awarding or contracting authority Owner, for the purpose of reviewing this Agreement and the projection of the workforce needs over the course of constructionconstruction of the Project. b. Assist B. Employers will utilize a formal dispatch form or other written means to request female and minority apprentices and journeyworkers, citing a contractual obligation as related to this Agreement on the Committee in annually conducting workshops with Project, as allowable by each dispatch procedure. If no apprentices or journeyworkers are available, Employer must obtain written confirmation and periodically re- check for availability of female and minority apprentices and women employees to enlist their assistance as recruiters journeyworkers, and request their ideas on how to increase employment retain documentation of underutilized groupsthis process. c. Provide C. Each Employer shall provide all apprentices referred to the Employer a fair chance to perform successfully, allowing for possible lack of previous experience. Recognize , and recognize that the Employer is responsible for providing on-the-job training, training and that all apprentices should not be expected to have previous experience. d. Participate D. Employers and Signatory Union(s) shall participate in job fairs, school-to-work, and community events to recruit minorities, women, and disadvantaged individuals into the construction trades. Owner The Employers and Project Contractor will Signatory Union(s) shall participate at least semi-semi- annually for the duration of the projectProject. e. Allow E. The Contractor shall allow scheduled job site visits by participants in community programs, as in conformance with the Contractor’s Project safety allowsplan and requirements, to increase awareness of job and training opportunities in the construction trades. f. Employers will keep F. The Contractor and Subcontractors shall compile applications from qualified women and minorities for the duration of the projectProject, and contact them when an opening occurs. Keep , keep applications of those who were qualified and but not selected for an opening, and contact those persons them when an opening occurs. This will not circumvent the appropriate union referral process. g. G. Employers will shall maintain a harassment-free work place by conducting a pre- ground breaking review using cooperating with the Wider Opportunities for Women harassment-free workplace check list, and repeating annuallyContractor to implement the Green Dot Program or equivalent evidence based Bystander Intervention Workplace Training Program. h. H. Employers will shall ensure that employees are knowledgeable about the Employer’s policies if they need to report a harassment problem. Employers will provide a complete orientation to the job site to all workers, including procedures for reporting problems, and expected crew behaviors. i. I. Employers will shall be a recognized Training Agent prior to bidding the Project and abide by the apprenticeship standards of the Joint Apprenticeship Training Committee (JATC) for the craft(s) they employ apprentices from. Employers shall make reasonable attempts to keep apprentices working and train them in all work processes described in the apprenticeship standards. The Committee Owner will review training plans, apprentice work progress reports and hiring/worker retention. j. J. Employers will review and disseminate, at least annually, the Employer’s EEO policy and affirmative action obligations under these specifications this Agreement with all employees having any responsibility for hiring, assignment, layoff, termination or other employment decisions. k. Regularly K. Employers shall regularly provide cultural competency training to all managers, supervisors, supervisors and ownersprincipals, and conduct a review, at least annually, of all managers’ and supervisors’ their adherence to and performance under the Employer’s EEO policies, affirmative action obligations, and cultural competencies. l. L. Employers will and Signatory Union(s) shall take steps to reduce feelings of isolation among racial and ethnic minorities and women by making every attempt to have several racial and ethnic minorities and women at the job site and by informing such workers about available support systems. m. M. Employers will shall provide adequate toilet facilities for women on the job site, by maintaining a clean, accessible and locked toilet for female crew memberscraft employees, and by removing graffiti immediately to help create a respectful environment. n. N. Employers will match and Signatory Union(s) shall team minority, female, or disadvantaged apprentices who may need support to complete their apprenticeship programs with a late-term or journey-level mentor. o. Employers, Unions O. Employers and Joint Apprenticeship Training Council (JATCSignatory Union(s) shall maintain documentation of their good-faith compliance with the retention strategies set forth above and shall submit such documentation to the Owner and the Committee as if requested, and no less than quarterly.

Recruitment and Retention Strategies. Employers and Unions Signatory Union(s) shall make their best efforts to recruit and retain historically disadvantaged or underrepresented people, including racial and ethnic minorities, women, and low‐income low income people by providing a detailed Recruitment recruitment and Retention Strategy which describes its history retention strategy. A specific Project plan developed collaboratively between the Contractor, Signatory Union(s) and its project-specific plans toSubcontractors shall incorporate the following: a. Work A. Employers and Signatory Union(s) shall work aggressively to recruit racial and ethnic minorities, women, women and low-low income people and to refer racial and ethnic minorities, women, minorities and low-income people women to Employers. Prior to the start of construction, the Project Contractor and each Employer then selected shall meet with the construction trade unions, the CommitteeSignatory Union(s), and the awarding or contracting authority Owner, for the purpose of reviewing this Agreement and the projection of the workforce needs over the·course of construction of the course of constructionProject. b. Assist the Committee in B. Signatory Unions shall annually conducting conduct workshops with minority and women employees to enlist their assistance as recruiters and request solicit their ideas on how to increase employment of underutilized groups. c. Provide C. Each Employer shall provide all apprentices referred to the Employer a fair chance to perform successfully, allowing for possible lack of previous experience. Recognize , and recognize that the Employer is responsible for providing on-the-job training, training and that all apprentices should not be expected to have previous experience. d. Participate D. Employers and Signatory Union(s) shall participate in job fairs, school-to-work, and community events to recruit minorities, women, and disadvantaged individuals into the construction trades. Owner The Employers and Project Contractor will Signatory Union(s) shall participate at least semi-semi­ annually for the duration of the projectProject. e. Allow E. The Contractor shall allow scheduled job site visits by participants in community programs, as safety allowsin conformance with the Contractor's Project safety-plan and requirements, to increase awareness of job ofjob and training opportunities in the construction trades. f. Employers will keep F. The Contractor and Subcontractors shall compile applications from qualified women and minorities for the duration of the projectProject, contact them when an opening occurs, keep applications of those who were qualified but not selected for an opening, and contact them when an opening occurs. Keep applications The Signatory Union(s) shall work collaboratively with the Contractor and Subcontractors in the implementation of those who were qualified and not selected for an opening, and contact those persons when an opening occurs. This will not circumvent the appropriate its own union referral process. g. Employers will maintain a harassment-free work place by conducting a pre- ground breaking review using the Wider Opportunities for Women harassment-free workplace check list, and repeating annually. h. Employers will ensure that employees are knowledgeable about the Employer’s policies if they need to report a harassment problem. Employers will provide a complete orientation to the job site to all workers, including procedures for reporting problems, and expected crew behaviors. i. Employers will make reasonable attempts to keep apprentices working and train them in all work processes described in the apprenticeship standards. The Committee will review training plans, apprentice work progress reports and hiring/worker retention. j. Employers will review and disseminate, at least annually, the Employer’s EEO policy and affirmative action obligations under these specifications with all employees having any responsibility for hiring, assignment, layoff, termination or other employment decisions. k. Regularly provide cultural competency training to all managers, supervisors, and owners, and conduct a review, at least annually, of all managers’ and supervisors’ adherence to and performance under the Employer’s EEO policies, affirmative action obligations, and cultural competencies. l. Employers will take steps to reduce feelings of isolation among racial and ethnic minorities and women by making every attempt to have several racial and ethnic minorities and women at the job site and by informing such workers about available support systems. m. Employers will provide adequate toilet facilities for women on the job site, by maintaining a clean, accessible and locked toilet for female crew members, and by removing graffiti immediately to help create a respectful environment. n. Employers will match minority, female, or disadvantaged apprentices who may need support to complete their apprenticeship programs with a late-term or journey-level mentor. o. Employers, Unions and Joint Apprenticeship Training Council (JATC) shall maintain documentation of their good-faith compliance with the retention strategies set forth above and shall submit such documentation to the Owner and the Committee as requested.

Recruitment and Retention Strategies. Employers and Unions shall make their best efforts to recruit and retain historically disadvantaged or underrepresented people, including racial and ethnic minorities, women, and low‐income people by providing a detailed Recruitment and Retention Strategy which describes its history and its project-specific plans to: a. Work aggressively to recruit racial and ethnic minorities, women, women and low-low income people and to refer racial and ethnic minorities, women, minorities and low-income people women to Employers. Prior to the start of construction, the Project Contractor contractor and each Employer subcontractor then selected shall meet with the construction trade unions, the Labor-Management-Community Committee, and the awarding or contracting authority for the purpose of reviewing this Agreement agreement and the projection of the workforce needs over the course of construction. b. Assist the Labor–Management-Community Committee in annually conducting workshops with minority and women employees to enlist their assistance as recruiters and request their ideas on how to increase employment of underutilized groups. c. Provide all apprentices referred to the Employer a fair chance to perform successfully, allowing for possible lack of previous experience. Recognize that the Employer is responsible for providing on-the-job training, and that all apprentices should not be expected to have previous experience. d. Participate in job fairs, school-to-work, and community events to recruit minorities, women, and disadvantaged individuals into the construction trades. Owner and Project General Contractor will participate at least semi-annually for the duration of the project. e. Allow scheduled job site visits by participants in community programs, as safety allows, to increase awareness of job and training opportunities in the construction trades. f. Employers Contractor and Sub Contractors will keep applications from qualified women and minorities for the duration of the project, and contact them when an opening occurs. Keep applications of those who were qualified and not selected for an opening, and contact those persons when an opening occurs. This will not circumvent the appropriate union referral process. g. Employers Contractors will maintain a harassment-free work place by conducting a pre- ground breaking review using the Wider Opportunities for Women harassment-free workplace check list, and repeating annually. h. Employers Contractors will ensure that employees are knowledgeable about the Employer’s policies if they need to report a harassment problem. Employers Contractors will provide a complete orientation to the job site to all workers, including procedures for reporting problems, and expected crew behaviors. i. Employers Contractors will make reasonable attempts to keep apprentices working and train them in all work processes described in the apprenticeship standards. The Labor-Management- Community Committee will review training plans, apprentice work progress reports and hiring/worker retention. j. Employers Contractors will review and disseminate, at least annually, the Employer’s EEO policy and affirmative action obligations under these specifications with all employees having any responsibility for hiring, assignment, layoff, termination or other employment decisions. k. Regularly provide cultural competency training to all managers, supervisors, and owners, and conduct a review, at least annually, of all managers’ and supervisors’ adherence to and performance under the Employer’s EEO policies, affirmative action obligations, and cultural competencies. l. Employers Contractors will take steps to reduce feelings of isolation among racial and ethnic minorities and women by making every attempt to have several racial and ethnic minorities and women at the job site and by informing such workers about available support systems. m. Employers Contractors will provide adequate toilet facilities for women on the job site, by maintaining a clean, accessible and locked toilet for female crew members, and by removing graffiti immediately to help create a respectful environment. n. Employers Contractors will match minority, female, or disadvantaged apprentices who may need support to complete their apprenticeship programs with a late-term or journey-level mentor. o. Employers, . Employers and Unions and Joint Apprenticeship Training Council (JATC) shall maintain documentation of their good-faith compliance with the retention strategies set forth above and shall submit such documentation to the Owner and the Labor-Management-Community Committee as requestedsemi-annually.