1 ( AFFIRMA-rIVE ACTION PROGRAM Executive Order 11246, as amended Section 503 Rehabilitation Act of 1973, as amended and 38 U.S.C Vietnam Veterans Readjustment Assistance Act of 1974, as amended Ext. San Agustin #1206 Calle 13 Rio Piedras, PR April 1, 2012 To March 31, 2013 (
2 AFFIRMATIVE ACTION PROGRAM Executive Order 11246, as amended Section 503 Rehabilitation Act of 1973, as amended and 38 U,S.C Vietnam Veterans Readjustment Assistance Act of 1974, as amended For the period of: April 1 S \ 2012 to March 31, 2013 President Name & Title: J C. Pagani Soto esident EEO Off. Name &Title: ~~J Q\~J)2L>~ LI Jia a M, Lope Me 0 Human Resources Director ( )
3 FACILITY DATA Facility Name: EIN: Physical Address: Mailing Address: Telephone: Fax: Web Page: CENTRO DE ESTUDIOS MULTIDISCIPLINARIOS Ext. San Agustrn #1206 Calle 13 Rio Piedras, PR PO Box San Juan, PR (787) (787) President Name & Title: EEO Official and H.R. Name & Title: Mr. Juan C. Pagani-Soto President Lilliana M. Lopez Medero Human Resources Director EI Centro de Estudios Multidisciplinarios (CEM) es una instituci6n educativa postsecundaria, dedicada a la ensefianza de programas tecnicos y de grado asociada con demanda en el mercado de empleo. Nuestra institucion esta acreditada par la "Accrediting Commission of Career Schools and Colleges" (ACCSC), de Washington D.C. y autorizada por el Consejo de Educaci6n Superior de P.R. y par el Consejo de General de Educaci6n de P.R. Nuestra meta es ofrecer al estudiante educaci6n acupacional y profesional, dirigida a proveerle las habilidades y destrezas necesarias para poder competir favorablemente en el mercado de empleo. EI CEM afrece diversos programas de estudio de nivel postsecundario de carc~.cter universitario y no universitario en tres unidades academicas: San Juan, Humacao y Bayam6n. Todos sus programas estan comprometidos a adiestrar a los estudiantes a un nivel inicial de ingreso que respondan a las necesidades de la comunidad y el emplea. EI CEM cuenta, ademas, can personal altamente capacitado para ofrecer la mejor orientaci6n y servicio para que el estudiante haga realidad su meta de estudio. Nuestra Instituci6n cuenta con ayudas econ6micas federales y estatales para aquellos que cualifiquen. CENTRO DE ESTUDIOS MULTIDISCIPLINARIOS is proud to be an Equal Employment Opportunity Employer and takes affirmative action to employ women, protected veterans, people with disabilities and minorities.
4 :MISION La Misi6n del Centro de Estudios Multidisciplinarios es proveer educaci6n post secundaria y superior en areas de mayor demanda ocupacional a traves de programas dirigidos a la total integraci6n del individuo en los sectores productivos de la sociedad. La Instituci6n organizara y ofrecera programas de educaci6n ocupacionaj para ayudar a integrarse y compelir exitosamente en el mundo del trabajo. VISION EI CEM es una instituci6n sin fines de lucro dedicada a servir las necesidades de aquellos estudiantes que aspiren a convertirse en miembros productivos de la sociedad en Puerto Rico. La Instituci6n sera IIder y participante activa en la formaci6n de recursos humanos con la capacidad tecnica, el conocimiento y las actitudes requeridas para enfrentar las demandas de la sociedad contemporanea. EI CEM utilizara efectivamente sus recursos para proveer programas educativos de caudad en areas relacionadas con la salud y olras relativas a los servicios humanos en el nivel tecnico, grado asociado y bachillerato para atender tanto las necesidades individuales de sus estudiantes como las de las comunidades en Puerto Rico, los Estados Unidos de America y otras jurisdicciones del exterior.
5 ( Confidentiality Notice to the OFCCP This Affirmative Action Program contains substantial confidential information, which is subject to the provisions of the Trade Secrets Act, 18 U.S.C Chrysler Corp. v. Brown, 441 U.S. 281 (1979). This Affirmative Action Program is the property of CENTRO DE ESTUDIOS MULTIDISCIPLINARIOS and it is loaned to the Office of Federal Contract Compliance Programs, along with certain other materials requested by the OFCCP, on the condition that the government holds them totally confidential and not releases copies to any person. ) Pursuant to 5 U.S.C. Sec. 552, CENTRO DE ESTUDIOS MULTIDISCIPLINARIOS asserts that at least certain sections, exhibits, and compliance investigation files are exempt from the Freedom of Information Act (FOIA) disclosure provisions. Disclosure of AAP Sections IV and VII [for "Identification of Problem Areas" and "Establishment of Goals'] and Exhibits determining adverse impact, supporting information of employment activity, Progress towards Goals and numbers of exhibits for Workforce, Job Group, Availability, Utilization/Goals], and the compliance investigation files would injure the business and financial position of the contractor, and would constitute an unwarranted invasion of the privacy of its employees. Disclosure of the above information would also reveal valuable trade secrets and confidential commercial and financial information." Notice is hereby given of a request pursuant to the regulations of the OFCCP that this AAP be kept confidential. CENTRO DE ESTUDIOS MULTIDISCIPLlNARIOS does not consent to the release of any information whatsoever contained in this Affirmative Action Program under the FOIA. If the OFCCP or any other federal agency is considering a request to release any portion of this AAP under the Freedom of Information Act, CENTRO DE ESTUDIOS MULTIDISCIPLINARIOS asks that the government immediately notify Lilliana M. Lopez Medero, Human Resources Director and EEO Officer, of any and all Freedom of Information Act requests received by the government or any other contemplated release of this AAP or any other information obtained by the government from CENTRO DE ESTUDIOS MULTIDISCIPLlNARIOS NOTE: The term "Affirmative Action Program" or "AAP" includes its supporting appendixes, exhibits, documents, data, and all materials provided by CENTRO DE ESTUDIOS MULTIDISCIPUNARIOS to the OFCCP or other governmental agency.
6 ( CENTRO DE ESTUDIOS MULTIDISCIPLINARIOS TABLE OF CONTENTS Section I. Commitment to Equal Employment Opportunity & Policy II. III. IV. Designation of Responsibility Identification of Problem Areas Action-Oriented Programs V. Internal Audit and Reporting Systems VI. Placement Goals (
7 SECTION I COMMITMENT TO EQUAL EMPLOYMENT OPPORTUNITY CENTRO DE ESTUDIOS MULTIDISCIPLINARIOS REAFFIRMATION OF EEO POLICY It has been, and will continue to be, the policy of CENTRO DE ESTUOIOS MULTIDISCIPLlNAR10S to be an equal opportunity employer. I reaffirm the commitment of CENTRO DE ESTUDIOS MULTID1SCIPLINARIOS's as President to equal opportunity. At CENTRO DE ESTUDIOS MULTIOISCIPLINARIOS we will endeavor to ensure that we treat employees and applicants in all aspects of employment without regard to race, color, religion, national origin, sex, disability or veteran's status. 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 CENTRO DE ESTUDIOS MULTIDISCIPLINARIOS, I have delegated its management responsibilities to Ulliana M. Lopez Medero, Human Resources Director. J C. Pagani Soto, esident
8 SECTION II DESIGNATION OF RESPONSIBILITY 41 CFR (a) The person responsible for implementation of the Affirmative Action Program is Lilliana M. Lopez Medero, Human Resources Director, who will report to the President, who has the overall responsibility of the Program. The EEO Officer receives the necessary management support and staffing to carry out these responsibilities. They may be reached at (787) A. EEO Officer Responsibilities 1. Developing policy statements, affirmative action programs, and internal and external communication techniques.. 2. Identifying problem areas. 3. Assisting in arriving at solutions to problems. 4. Designing and implementing auditing and reporting systems that: a. Measure the effectiveness of the EEO programs; b. Indicate any need for remedial action; and c. Determine the degree to which CENTRO DE ESTUDIOS MULTIDISCIPLINARIOS's goals and objectives are being carried out. 5. Serving as liaison between CENTRO DE ESTUDIOS MULTIDISCIPLINARIOS and enforcement agencies. 6. Keeping management informed of the latest developments in the equal opportunity area. 7. Meeting with managers and supervisors to make certain that CENTRO DE ESTUOIOS MULTIDISCIPLINARIOS's EEO policies are being followed. 8. Ensuring that female staff members are encouraged and afforded a meaningful opportunity to participate in all present and future educational, training, recreational and social activities sponsored by CENTRO DE ESTUDIOS MULTIDISCIPLINARIOS, and that all facilities, such as lockers and rest rooms, are comparable for both sexes.
9 9. Developing procedures and counseling staff members to ensure that all are hired, promoted, transferred and disciplined without regard to race, color, religion, sex, national origin, mental or physical disability or veteran status. The Human Resources Department will assist the EEO Officer by providing support in all areas of responsibilities. B. Duties of Line Management The duties of supervisors and managers at CENTRO DE ESTUDIOS MULTIDISCIPLINARIOS 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.
10 SECTION III IDENTIFICATION OF PROBLEM AREAS 41 CFR (b) The terms "utilization analysis," "underutilization," "deficiency," and "problem area," appearing in this chapter are terms CENTRO DE ESTUDIOS MUL TfDISCIPLlNARIOS 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 CENTRO DE ESTUDIOS MUL TlDISCIPLlNARIOS will use the terms in total good faith effort in connection with its AAP, such use does not necessarily signify that the CENTRO DE ESTUDIOS MUL TlDISCIPLlNARIOS agrees that these terms are. properly applied to any particular factual situation. This is not an admission of noncompliance 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. CENTRO DE ESTUDIOS MULTIOISCIPLlNARIOS 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. We have evaluated our personnel activity by performing the analyses of selection decisions as required by The Uniform Guidelines on Employee Selection Procedures pursuant to 41 CFR CENTRO DE ESTUDIOS MULTIDISCIPUNARIOS 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. (
11 SECTION IV ACTION-ORIENTED PROGRAMS 41 CFR (c) In our endeavor to achieve our Mission and Values, CENTRO DE ESTUDIOS MULTIDISCIPLINARIOS is undergoing a restructuring process, moving towards the alignment of its organization at an international level. In a continuous effort to eliminate identified problem areas and achieve established goals and objectives, CENTRO DE ESTUDIOS MULTIDISCIPLINARIOS implements programs designed to enhance the utilization of women, including but not limited to the following actions: 1. Review position descriptions to make certain they are accurate, the experience and other qualifications stated are free of inadvertent bias, thereby establishing a consistent standard for selection from among all candidates for employment or promotion. 2. Post jobs with the state employment service and, if we identify a women's organization that can serve as a referral base for qualified women in underutilized areas, establish a linkage and referral system with them. 3. Include an approved EEO tag line and or statement in all recruitment advertising. 4. Deal with EEO committed employment agencies that provide a diverse pool of candidates for consideration. 5. Monitor hiring and promotion activities to ensure that equal opportunities are given to women. 6. When a vacancy arises, the company first attempts to fill openings through internal selection considering qualified candidates in promotable and transferable positions. Thereafter, we consider external sources. All candidates identified receive consideration without regard to their gender. 7. Provide training to develop our personnel according to their job. 8. Seek new opportunities to provide better and competitive benefits for our employees.
12 ( I CENTRO DE ESTUDIOS MULTIDISCIPLINARIOS develops and executes actionoriented programs designed to correct any problem areas identified pursuant to CFR (b) and to attain established goals and objectives. In order for these actionoriented programs to be effective, CENTRO DE ESTUDIOS MULTIDISCIPLINARIOS ensures that they consist of more than just following the same procedures, in order to provide a better outcome. Furthermore, CENTRO DE ESTUDIOS MULTIDISCIPLINARIOS has made good faith efforts to remove identified barriers, expand employment opportunities, and produce measurable results. Recruitment CENTRO DE ESTUDIOS MULTIDISCIPLlNARIOS takes affirmative actions to recruit qualified women not currently in the workforce but having the bonafide requirements to perform the jobs. CENTRO DE ESTUDIOS MULTIDISCIPLINARIOS establishes outreach efforts with the following agencies:
13 ... '~':':'::"','"lo='" '~-''''''''''''~~~~ DEPARTAMENTO DEL TRABAJO Y RECURSOS HUMANOS '-"- DIVISION DE SERVICIO DE EMPLEO.-. ~1(il~4 jj f3l11,4~~ -wmreetfl~nt]', Y-EbEF.DNil f'.. elfd'enil~fjerfj -4t ~_., '- "';=;/_.~2",,;;,,_, '--' :...-' --' -.'~'':'~~ ~ :.:.1.k,~ ",-_.r- ~, ~ - ')!"... ~-"_._".. :I'*...,J~ Carolina: Trujillo Alto, Canovanas, Loiza, Rio Grande Caguas: Gurabo, Aguas Buenas Hato Rey: Santurce, Viejo San Juan, Rio Piedras P~ <t;; Century Office Park Carr. 887 Km Directo Sra. Josefina Herrera Barrio San Anton Gerente Carolina, PR PO Box Caguas,PR Sra. Milagros Ocasio Gerente Servo Empleo 198 Calle Guayama Sra. Norma De Jesus Quintana Hato Rey, PR Gerente Humacao: San Lorenzo, Yabucoa, Las Piedras, Juncos, PO Box Maunabo Humacao, PR Bayamon: Catano, Sra. Esperanza Castro Enviar Naranjito, Toa Alta, Corozal, PO Box Toa Baja, Comerfo, Vega Alta, Bayamon, PR Oirecto Sra. Rosa Coreano Dorado Mayaguez: Anasco, Las Ave. Eugenio Marla de Sra. Evelyn Justiniano Marias Hostos Gerente Edif. Villa Capitan I, Suite ej ustin ia Mayaguez, PR Fajardo: Naguabo, PO Box Sra. Isabel Oraz Luquillo, Ceiba Sra. Leticia De Jesus Gerente Fajardo, PR Colocaciones Ext
14 ~Ofl:ciNAS:REGiONAl:ES Humacao: Ceiba, Culebra, Fajardo, Juncos, Las Piedras, Naguabo, Vieques, Yabucoa Mayaguez: Anasco, Cabo Rojo, Hormigueros, Lajas, Yauco, Guanica, Maricao, Sabana Grande, San German San Juan: Hato Rey, DEPARTAMENTO DE LA FAMILIA ADMINISTRACION DE REHABILITACION VOCACIONAL Especialistas de Colocaci6n y Empleo RE IOi'(ES TEl.EFONd' '".,FAX - PER,SeNA C0NTAeto ~...,I - '_ Edna Gavillan Reves Directora Regional PO Box 4966 Caguas, PR Edif. Medical Emporiun 351 Ave. Hostos, Suite 401 Mavaguez, PR Edif. Eduardo Barreras ca rmen mil Carmen Milagros Rodrfguez Su pervisora Ext Mavaguez Sr. Jose Crespo Miercoles: Mavaguez Aguadilla Semana: Aguadilla Sra. Gloria Berrios Guaynabo, Santurce, Rio #602, Ave. Barbosa Direetora Piedras Hato Rev, PR Ext Carolina: Can6vanas, Loiza, Luquillo, Rio Grande, Trujillo Alto Guaynabo: eategoria de Sordos Bayam6n: Naranjito, Corozal, Catano, Toa Baja, Toa Alta, Dorado, Vega Alta, Vega Baja, Barranquitas, Comedo PO Box 4707 Carolina, PR PO Box San Juan, PR AMBAS REGIONES UNIDAS PO Box Bayam6n, PR Ext. 289 Secretaria Sra. Dorea Rivera Sr. Wilfreda Lebron Consejero Ext. 294
15 .~... ADMINISTRACION DE VETERANOS F.f~!N.i~fI~~U).N~l~S: ~ljlrmeliines"' ::1-w. ~.~ -~ ~_- 'i:. -...,;.-='~;'~~""~ ~--- febef.0na - --' ~~_'L'!!!'~~ "..,." '~~'... ee"i~'s:oiyi.., ~NtAt;Tr!J "' w - ~ ~ - - _;-; -":. "'.~ '::! -.. ~_.,. c' San Juan Condo Medical Plaza Suite LC-8 San Juan, PR Sr. Leonardo Morales Arecib0 50 Calle Gonza[o Marin Arecibo, PR Sra. Elizabeth Gutierrez MayagOez 345 Ave. Hostos Mayaguez, PR Cuadra Sra. Ruth Arocho Ext Ponce 35 Calle Mayor Ponce,PR Sra. Edna Borrero Carmen Z. Corchado Castro Oficial de Relaciones Patronales Departamento del Trabajo y Recursos Humanos Negociado de Seguridad de Empleo Servicio de Empleo Ojicina Local de Carolina Tel Fax Puertoricotrabaja.com PO Box San Juan, PR Tel Ext. 427 Fax Periodico La Estrella Ramos Antonini 22 Oeste PO Box 816 Mayagiiez, PR Sr. Freddie Mercado Til EINuevoDia Seccion de Clasificados Sr. Enrique Rubio Tel Fax PeriOdico EI Occidental Carlos Brito Ventas Primera Hora Directo 787~
16 SECTION V INTERNAL AUDIT AND REPORTING SYSTEMS 41 CFR (d) The EEO Officer is responsible for the design and implementation of the auditing and reporting system. This system provides for: 1. Maintaining accurate records on all applicants, hires, job posting, internal selections (promotion, demotion, or transfer) and terminations by gender. 2. Reviewing all selection, promotion, and training procedures to ensure that they are non-discriminatory. 3. Monitoring progress towards established goals, providing feedback to management on numbers of opportunities and numbers/percent of selections of women into Job Groups with goals, and comparing selection rates to the established goals. 4. Informing management at least annually about the effectiveness of the policy and recommendations for improvements, if any.
17 ( AFFIRMATIVE ACTION PROGRAM FOR WORKERS WITH DISABILITIES AND FOR COVERED VETERANS For the Period April 1st, 2012 to March 31, 2013 President Name & Title: EEO Off. Name &Title: ~pagani Soto resident ~~~~~b) UlIlana M. Lop~ZMeo Human Resources Director
18 CENTRO DE ESTUDIOS MULTIDISCIPLINARIOS TABLE OF CONTENTS I. Inspection of this AAP II. III. IV. Persons Covered by this AAP Invitation to Self-Identify Policy Statement V. Review of Personnel Processes, Proper Considerations of Qualifications VI. VII. VIII. IX. Review of Physical and Mental Qualifications Reasonable Accommodations to Physical and Mental Limitations Harassment External Dissemination of Policy X. Internal Dissemination of Policy Xl. XII. XIII. XIV. Audit and Reporting System Responsibi lity for Implementation Training of Personnel Involved in Selection Other Compliance Requirements
19 I. INSPECTION OF THIS AAP 41 CFR ,41 CFR , 41 CFR The full Affirmative Action Program for Disabled Workers, and Qualified Veterans with Disabilities, Vietnam Era Veterans, and veterans who served active duty in a war or other military expedition for which a campaign badge has been authorized shall be available for inspection by any applicant or employee upon request in the Human Resources Department of CENTRO DE ESTUDIOS MULTIDISCIPLINARIOS during normal business hours. This information is posted on bulletin boards in common areas accessible to both applicants and employees. II. PERSONS COVERED BY THIS AFFIRMATIVE ACTION PROGRAM 41 CFR , 41 CFR , 41 CFR Some Important Definitions Individual with a disability means any person who: Has a physical or mental impairment which substantially limits one or more of such person's major life activities; Has a record of such impairment; or Is regarded as having such an impairment. Substantially limits means: Unable to perform a major life activity that the average person in the general population can perform; Significantly restricted as to the condition, manner, or duration under which an individual can perform a particular major life activity as compared to the condition, manner, or duration under which the average person in the general population can perform that same major life activity; or Significantly restricted in the ability to perform either a class of jobs or a broad range of jobs in various classes as compared to the average person having comparable training, skills, and abilities. The inability to perform a single, particular job does not constitute a substantial limitation in the major life activity of working.
20 Major life activities means: Functions such as caring for oneself, performing manual tasks, walking, seeing, hearing, speaking, breathing, learning, and working. Qualified individual with a disability means: An individual with a disability who satisfies the requisite skill, experience, education, and other job-related requirements of the employment position such individual holds or desires, and who, with or without reasonable accommodation, can perform the essential functions of such position. EXCEPT, the terms individual with a disability and qualified individual with a disability do not include individuals currently engaging in the illegal use of drugs, when the employer acts on the basis of such use. These terms also do not include an individual who is an alcoholic whose current use of alcohol prevents such individual from performing the essential functions of the employment position such individual holds or desires or whose employment, by reason of such current alcohol abuse, would constitute a direct threat to property or to the health or safety of the individual or others. Disabled veteran means: A person entitled to disability compensation under laws administered by the Department of Veterans Affairs for disability rated at 30 per cent or more, or a disability rated at 10 or 20 percent in the case of a veteran who has been determined under 38 USC 3106 to have a serious employment handicap; or a person who was discharged or released from active duty because of a serviceconnected disability. Qualified special disabled veteran means: A special disabled veteran who satisfies the requisite skill, experience, education and other job-related requirements of the employment position such veteran holds or desires, and who, with or without reasonable accommodation, can perform the essential functions of such position. Veteran of the Vietnam Era means: A person who served on active duty for a period of more than 180 days, and was discharged or released therefrom with other than a dishonorable discharge, if any part of such active duty occurred in the Republic of Vietnam between February 28, 1961, and May 7, 1975; or between August 5, 1964, and May 7, 1975, in all other cases; or was discharged or released there from active duty for a service-connected disability if any part of such active duty was
21 occu rred in the Repu bjic of Vietnam between February 28, 1961, and May 7, 1975; or between August 5, 1964, and May 7, 1975, in all other cases. Other eligible veterans means: A person who selved on active duty during a war or in a campaign or expedition for which a campaign badge has been authorized. In this AAP, we refer to Vietnam era veterans, special disabled veterans and other eligible veterans as covered veterans. III. INVITATION TO SELF-IDENTIFY 41 CFR , 41 CFR ,41 CFR After making an offer of employment to a job applicant and before the applicant begins his or her employment duties, CENTRO DE ESTUDIOS MULTIDISCIPLINARIOS will invite the applicant to inform it whether the applicant believes that he or she might be covered by the Rehabilitation Act or Vietnam Veterans Readjustment Assistance Act and wishes to benefit under the AAP. CENTRO DE ESTUDIOS MULTIDISCIPLINARIOS will not make a pre-employment invitation to self-identify to disabled individuals or special disabled veterans. The form of the invitation is as prescribed by the regulations: it indicates that identification may be made now or at any time in the future, and it summarizes the relevant portions of the acts and of CENTRO DE ESTUDIOS MULTIDISC1PLINARIOS's AAP. The invitation states that the information is voluntary and will be kept confidential and will be used in a manner consistent with law. CENTRO DE ESTUDIOS MULTIDISCJPLlNARIOS will maintain a separate file on persons who have self-identified and will provide that file to the OFCCP upon request.
22 IV. POLICY STATEMENT 41 CFR (a), 41 CFR (a), 41 CFR (a) It is the policy of CENTRO DE ESTUDIOS MULTIDISCIPLINARIOS to seek and employ qualified personnel at its locations and facilities, and to provide equal employment opportunities for all applicants and employees in recruiting, hiring, placement, training, compensation and benefits, promotion, transfer, and termination. To achieve this, CENTRO DE ESTUDIOS MULTIDISCIPLINARIOS will take affirmative action to employ and advance in employment qualified individuals with disabilities, and covered veterans and will administer all personnel actions without regard to disability and base all such decisions on valid job requirements. CENTRO DE ESTUDIOS MULTIDISCIPLINARIOS will ensure that applicants and employees with disabilities are informed of the contents of its policy statement. Employees and applicants will not be subject to unlawful harassment. V. REVIEW OF PERSONNEL PROCESSES PROPER CONSIDERATION OF QUALIFICATIONS 41 CFR (b), 41 CFR (b), 41 CFR (b) CENTRO DE ESTUDIOS MULTIDISCIPLINARIOS will review its employment procedures at least annually to ensure careful, thorough, and systematic consideration of the job qualifications of applicants and employees with known disabilities and covered veterans for job vacancies filled both by hiring or promoting, and for all training opportunities. CENTRO DE ESTUDIOS MULTIDISCIPLINARIOS ensures that its personnel processes do not stereotype disabled persons in a manner, which limits their access to all jobs for which they are qualified. CENTRO DE ESTUDIOS MULTIDISCIPLINARIOS periodically reviews such processes and makes any necessary modifications to ensure that these obligations are carried out. A description of the review and any necessary modifications to personnel processes or development of new processes will be included in any affirmative action programs required under this part.
23 ) VI. REVIEW OF PHYSICAL AND MENTAL QUALIFICATIONS 41 CFR (c), 41 CFR (c), 41 CFR (c) CENTRO DE ESTUDIOS MULTIDISCIPLINARIOS believes none of our job descriptions have requirements that tend to screen out qualified disabled individuals unless they are job related and consistent with business necessity. Nevertheless, CENTRO DE ESTUDIOS MULTIDISCIPLINARIOS will review physical and mental qualifications of any job whenever the position description for that job is revised. CENTRO DE ESTUDIOS MULTIDISCIPLINARIOS does not administer preplacement physical examinations. Information obtained about any applicant or employee's medical condition or history shall be collected and maintained on separate forms and in separate medical files. These files will be treated as confidential except for: (i) (ii) (iii) Supervisors and managers may be informed regarding necessary restrictions on the work or duties of the applicant or employee and necessary accommodations; First aid and safety personnel may be informed, when appropriate, if the disability might require emergency treatment; and Government officials engaged in enforcing the laws administered by OFCCP or enforcing the Americans with Disabilities Act shall be provided relevant information on request. Information obtained regarding the medical history or condition of any applicant or employee shall not be used for any purpose inconsistent with the law.
New Employee Paperwork Summary EMPLOYEE NAME WWID The following forms must be signed and collected at New Employee Orientation: Completed by New Hire 1. Appendix A / Employment Agreement 2. Information
CODE OF CONDUCT 2013 Table of Contents Vision, Mission, and Values....... 3 Introduction to the Code of Conduct.. 4 Non-retaliation Policy... 6 L.A. Care Health Plan s Compliance Officer 6 Responsibilities
TITLE: Sexual Harassment Policy (Student-to-Student, Adult-to-Student, and Student-to-Adult) ROUTING All Employees NUMBER: ISSUER: BUL-3349.1 David Holmquist, General Counsel Office of the General Counsel
Section 504 Section 504: Just what exactly is it? Section 504 Just what exactly is it? Every school district addresses Section 504 in a different manner. School districts do have the right and responsibility
Ohio Department of Job and Family Services CIVIL RIGHTS POSTERS FOR EMPLOYERS JFS 02745 (Rev. 1/2015) Package contains one copy of the following: EQUAL EMPLOYMENT OPPORTUNITY IS THE LAW (English and Spanish)
2013 COMMONWEALTH OF PUERTO RICO OFFICE OF THE COMMISSIONER FOR MUNICIPAL AFFAIRS ANNUAL PERFORMANCE AND EVALUATION REPORT CDBG State Community Development Block Grant Carlos M. Santini Rodriguez, Esq.
This Member Handbook contains helpful information relating to your coverage for health benefits under the Group Service Agreement between Neighborhood Health Partnership and your employer. The provisions
Superintendent Tom O Malley Board of Trustees Fernand Larranaga Don Mason Alan Hopkins Karen Hays 906 West 4th Street, Alturas, CA 96101 *Phone (530) 233-7201 *Fax (530) 233-4362 Erin Bevil 2015/2016 ANNUAL
Interpretive Guidance on Laws Pertaining to Privacy of Mental Health and Mental Retardation Records for the TDMHMR Service Delivery System Effective: April 14, 2003 Revised: July 10, 2003 Revised: January
This Member Handbook contains helpful information relating to your coverage for health benefits under the Group Service Agreement between Neighborhood Health Partnership and your employer. The provisions
Welcome to PPL s Payroll Service Helping Participants Manage their Staffing Needs Account Maintenance and Workplace Posters Dear Employer: Public Partnerships, LLC (PPL) would like to thank you for preparing
Volunteer Handbook 2014-2015 China Spring ISD China Spring Independent School District Mailing: P.O. Box 250, China Spring, TX 76633 Physical: 6301 Sylvia Ave., Waco, TX 76708 254-836-1115; Fax 254-836-0559
Parent and Student Handbook Greater Albany Public Schools 2014-15 Welcome to a new school year in Greater Albany Public Schools! 12 Our core purpose is to educate and inspire all students to reach their
NAPA PARK HOMES 790 Lincoln Avenue, Napa, CA 94558 707-255-3119 Professionally Managed by Napa Valley Community Housing since 2005 Waitlist Application Checklist Thank you for your interest in Napa Park
CHILD LABOR LAWS Texas Workforce Commission, Tax and Labor Law Dept., Child Labor Enforcement U.S. Department of Labor, Wage and Hour Division For further information about Texas child labor laws, call:
26820 Club Drive, Madera, CA 93638 ph: 559.674.3325 fax: 559.674.5617 Partners in Learning Compact Parents/Teachers/Students Carsten Christiansen - Principal Denise Munoz - Vice Principal We understand
PRELIMINAR Plan de Participación Pública Guía de los residentes para la participación pública en el proceso de planeación del transporte para el área de Houston-Galveston Preparada por: Houston-Galveston
WORKFORCE SOLUTIONS BRAZOS VALLEY ADULT EDUCATION AND TRAINING Student Handbook FY 2016 Equal opportunity employer/program. Auxiliary aids and services are available upon request to individuals with disabilities.
TITLE: Uniform Complaint Procedures (UCP) ROUTING NUMBER: BUL-5159.4 All Employees ISSUER: David Holmquist, General Counsel DATE: November 14, 2014 POLICY: The Los Angeles Unified School District (District)
SMALL M/WBE PLAN TARRANT COUNTY COLLEGE DISTRICT SMALL M/WBE PROGRAM TABLE OF CONTENTS POLICY STATEMENT INTRODUCTION CERTIFICATION/VERIFICATION SMALL M/WBE CONTRACT CLAUSES INTENT TO PERFORM AS A SUBCONTRACTOR
Homestead Program 14921 W Camdon Drive Casa Grande, AZ 85222 Phone: (520) 876-5293 Fax: (520) 876-5613 Homestead North Program 7345 N Hidden Hills Road Flagstaff, AZ 86001 Phone: (928) 526-2383 Fax: (926)
TABLE OF CONTENTS ABOUT AACCLA...1 BOARDS OF DIRECTORS...3 BUSINESS VISAS...13 COMMITTEES...17 CORPORATE SOCIAL RESPONSIBILITY...22 DISPUTE RESOLUTION...29 EXTERNAL RELATIONSHIPS...31 MATCHMAKING SERVICES...34
3620 Sacramento Drive, Suite 210 San Luis Obispo, CA 93401 (805) 541-8747 Fax (805) 543-2045 www.ride-on.org UNITED CEREBRAL PALSY/RIDE-ON TRANSPORTATION TITLE VI PLAN ADAPTED: JUNE 25, 2014 JULY 1, 2014
Agreement On Friendship, Defense And Cooperation Between The United States Of America And The Kingdom Of Spain Protocol To The Agreement On Friendship, Defense And Cooperation Between The United States
21Days2Change, LLC The Doorway to Change Family Welcome Guide Rev. 1-1-13 Welcome To 21Days2Change, LLC We believe that you should have access to the best possible service within your own community. The
Parent & Student Handbook The mission of the West Covina Unified School District, in partnership with parents and the community, is to provide all students access to a high quality,well rounded curriculum