Specifications RFQ 2010200077 Sidewalk Access

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5. Neither the provisions of any collective bargaining agreement, nor the failure by a union with whom contractor has a collective bargaining agreement, to refer either minorities or women shall excuse the contractors obligations under these specifications, Executive Order 11246, or the regulations promulgated pursuant thereto. 6. In order for the nonworking training hours of apprentices and trainees to be counted in meeting the goals such apprentices or trainees must be employed by contractor during the training period, and contractor must have made a commitment to employ the apprentices and trainees at the completion of their training, subject to the availability of employment opportunities. Trainees must be trained pursuant to training programs approved by the U.S. Department of Labor. 7. Contractor shall take specific affirmative action to ensure equal employment opportunity. The evaluation of contractor compliance with these specifications shall be based upon its effort to achieve maximum results from its actions. Contractor shall documents these efforts fully, and shall implement affirmative action steps at least as extensive as the following: a. Ensure and maintain a working environment free of harassment, intimidations, and coercion at all sites, and in all facilities at which contractors employees are assigned to work. Contractor, where possible, will assign two or more women to each construction project. The contractor shall specifically ensure that all foremen, superintendents, and other on-site supervisory personnel are aware of and carry out contractor’s obligation to maintain such a working environment, with specific attention to minority or female individuals working at such sites or in such facilities. b. Establish and maintain a current list of minority and female recruitment sources, provide written notification to minority and female recruitment sources and to community organizations which contractor or its unions have employment opportunities available, and maintain a record of the organizations responses. c. Maintain a current file of the names, addresses, and telephone numbers of each minority or female off-the-street applicant or minority or female referral from a union, a recruitment source, or community organization and of what action was taken with respect to each individual. If such individual was sent to the union hiring hall for referral and was not referred back to contractor by the union or, if referred, was not employed by contractor, this shall be documented in the file with the reason there for, along with whatever additional actions contractor may have taken. d. Provide immediate written notification to the Director when the union or unions with which contractor has a collective bargaining agreement has not referred to contractor a minority person or woman sent by the contractor, or when contractor has other information that the union referral process has impeded contractor’s efforts to meet its obligations. e. Develop on-the-job training opportunities and/or participate in training programs for the area which expressly include minorities and women, including upgrading programs and apprenticeship and trainee programs relevant to contractor’s employment needs, especially those programs funded or approved by the Department of Labor. Contractor shall provide notice of these programs to the sources complied above. f. Disseminate contractor’s EEO policy by providing notice of the policy to unions and training programs and requesting their cooperation in assisting the contractor in meeting its EEO obligations; by including it in any policy manual and collective bargaining agreement; by publicizing it in the company newspaper, annual report, etc.;