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1001-re <br />Equal Opportunity Guidelines for Construction Contractors <br />Note: To be lncluded !n b1d packet and dlstributed at the preconstructlon conference (optlona/) <br />1. What are the responsibilities of the offeror or bidder to insure equal employment <br />opportunity? <br />The offeror or bidder must comply with the "Equal Opportunity Clause" and the "Standard <br />Federal Equal Opportunity Construction Contract Specifications." <br />2. Are construction contractors required to insure a comfortable working environment <br />for all emplayees? <br />Yes, it is the construction contractor's responsibility to provide an environment free of <br />harassment, intimidation, and coercion to all employees and to notify aIl foremen and <br />supervisors to carry out this obligation, with specific attention to minority or female <br />individuals. <br />3. To alleviate developing separate facilities for men and women on all sites, can a <br />construction contractor place all women employees on one slte? <br />No, finro or more women should be assigned to each site when possible. <br />4. Are construction contractors required to make speciahoutreach efforts to minority <br />and female recruitment sources? <br />Yes, construction contractors must establish a current list of minority and female recruitment <br />sources. Notification of employment opportunities, including the availability of on-the job <br />training and apprenticeship programs, should be given to these sources. The efforts of the <br />construction contractors should be kept in file. <br />5. Should records be maintained on the number of minority and females applying for <br />positions with construction contractors? <br />Yes, r•ecords must be maintained to include a current list of names, addresses and <br />telephone numbers of all minority and female applicants. The documentation should also <br />include the results of the applications submitted. <br />6. What happens if a woman or minority is sent to the union by the Contractor and is not <br />referred back to the Contractor for employment? <br />If the unions impede the construction contractor's responsibility to provide equal <br />employment opportunity, a written notice should be submitted to TXCDBG. <br />7. What efforts are made by construction contractors to create entry-level positions for <br />women and minorities? <br />Construction contractors are required to develop on-the job training programs, or participate <br />in training programs, especially those funded by the Department of Labor, to create <br />positions for women and minorities and to meet employment needs. <br />8. Are any efforts made by the Contractor to publicize their Equal Employment <br />Opportunity (EEO) policy? <br />Yes, the construction contractor is responsible for notifying unions and sources of training <br />programs of their equal employment opportunity policy. Unions should be requested to <br />cooperate in the effort of equal opportunity. The policy should be included in any appropriate <br />manuals, or collective bargaining agreements. The construction contractor is encouraged to <br />publicize the equal employment opportunity policy in the company newspaper and annual <br />report. The Contractor is also responsible to include the EEO policy in all media <br />advertisement. <br />9. Are any in-service training programs provided for staff to update the EEO policy? <br />At least annually a review of the EEO policy and the affirmative action obligations are <br />required of all personnel employees of a decision-making status. A record of the meeting <br />71 <br />