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f. Disseminate contractor's EEO policy by providing notice of the policy to unions and <br />training programs and requesting their cooperation in assisting the contractor in <br />meeting its EEO obligations; by including it in any policy manual and collective <br />bargaining agreement; by publicizing it in the company newspaper, annual report, etc.; <br />by specific review of the policy with all management personnel and with all minority and <br />female employees at least once a year; and by posting the company EEO policy on <br />bulletin boards accessible to all employees at each location where construction is <br />performed. <br />g. Review, at least annually, the company's EEO policy and affirmative action obligations <br />under these specifications with all employees having any responsibility for hiring, <br />assignment, layoff, termination, or other employment decisions including specific review <br />of these items with onsite supervisory personnel such as superintendents, general <br />foremen, etc, prior to the initiation of construction work at any job site. A written record <br />shall be made and maintained identifying the time and place of these meetings, <br />persons attending, subject matter discussed, and disposition of the subject matter. <br />h. Disseminate contractor's EEO policy externally by including it in any advertising in the <br />news media, specifically including minority and female news media, and providing <br />written notification to and discussing contractor's EEO policy with other contractors and <br />subcontractors with whom contractor does or anticipates doing business. <br />Direct its recruitment efforts, both oral and written, to minority, female, and community <br />organizations, to schools with minority and female students and to minority and female <br />recruitment and training organizations serving contractor's recruitment area and <br />employment needs. Not later than one month prior to the date for the acceptance of <br />applications for apprenticeship and other training by any recruitment source, contractor <br />shall send written notification to organizations such as the above, describing the <br />openings, screening procedures, and tests to be used in the selection process. <br />j. Encourage present minority and female employees to recruit other minority persons <br />and women and, where reasonable, provide after - school, summer, and vacation <br />employment to minority and female youth both on the site and in other areas of a <br />contractor's workforce. <br />k. Validate all tests and other selection requirements where there is an obligation to do so <br />under 41 CFR Part 60 -3. <br />I. Conduct, at least annually, an inventory and evaluation at least of all minority and <br />female personnel for promotional opportunities and encourage these employees to <br />seek or prepare for, through appropriate training, etc., such opportunities. <br />M. Ensure that seniority practices, job classifications, work assignments, and other <br />personnel practices, do not have a discriminatory effect by continually monitoring all <br />personnel and employment - related activities to ensure that the EEO policy and <br />contractor's obligations under these specifications are being carried out. <br />n. Ensure that all facilities and company activities are non - segregated except that <br />separate or single -user toilet and necessary changing facilities shall be provided to <br />assure privacy between the sexes. <br />Section VIII. SAMPLE CDBG- FUNDED NON - PROFIT CAPITAL IMPROVEMENT CONSTRUCTION CONTRACT <br />Page 19 <br />Exhibit E-4 Anti Kick -Back Statement <br />