The affirmative action plan which is required by s. Adm 50.04(1) (b) shall meet the following minimum requirements:
(1) POLICY STATEMENT. The affirmative action
plan shall include an equal employment opportunity policy for all personnel
including a statement that:
(a) The contractor
shall not engage in discrimination and shall take action to achieve a balanced
work force.
(b) Indicates which
persons are responsible for the affirmative action program.
(c) The contractor shall comply with s.
16.765,
Stats., state regulations and all applicable federal contract compliance laws
and shall work cooperatively with the department and other interested parties
in ensuring equal employment and advancement opportunities.
Note: The following is an example of an acceptable
policy statement: It is the policy of (name of firm) not to discriminate
against any employee or applicant for employment because of age, race,
religion, color, disability, sex, physical condition, developmental disability,
sexual orientation, as defined in s.
111.32(13m),
Stats., or national origin. This policy shall include, but not be limited to
the following: employment, upgrading, demotion or transfer; recruitment or
other compensation; and selection for training, including apprenticeship.
Except with respect to sexual orientation, this company further agrees to take
affirmative action to ensure equal employment opportunities. (Name of executive
and title) has been appointed equal opportunity officer and is responsible for
the planning, implementation and day-to-day monitoring of the affirmative
action program. All personnel responsible for hiring and promotion of employees
and the development and implementation of programs and activities are charged
to support this program and shall provide leadership in carrying out the goals
and objectives. During the life of the contract, the (name of firm) shall
comply with s.
16.765,
Stats., state regulations and federal law, and shall continue to work
cooperatively with governmental and community organizations in ensuring equal
employment and advancement opportunities.
(2) DISSEMINATION OF POLICY. The affirmative
action plan shall include a description of the means by which the contractor
proposes internal and external dissemination of the company policy regarding
affirmative action. The means of dissemination shall include, as a minimum, the
following:
(a) Posting in conspicuous places
both the provisions of company policy regarding equal employment opportunity
for all persons, and the affirmative action plan;
(b) Frequently including as items on the
agenda of executive and staff meetings the topics of equal employment and the
progress of the affirmative action program;
(c) Making available to employees such
elements of the affirmative action program as will enable them to know and
avail themselves of its benefits including notification to employees that any
complaints regarding the affirmative action program may be filed with the
department at 101 E. Wilson St., Madison, Wisconsin 53702;
(d) Informing employment sources verbally and
in writing of company policy to actively recruit and refer qualified persons
with disabilities, minorities and women for all positions listed. All
solicitations or advertisements for employees placed by or on behalf of the
company shall state that qualified applicants will receive consideration for
employment without regard to age, race, religion, color, disability, sex,
physical condition, developmental disability, sexual orientation, as defined in
s.
111.32(13m),
Stats., or national origin; and
(e)
Communicating to prospective employees the existence of the company's
affirmative action policy in sufficient detail to enable them to make use of
its benefits including notification to prospective employees that any
complaints regarding the company's affirmative action policy may be filed with
the department at 101 E. Wilson St., Madison, Wisconsin 53702.
(3) ANALYSIS OF WORK FORCE. The
affirmative action plan shall include an analysis of the contractor's work
force by job categories and organizational units. The job categories shall be
those currently in use for construction and procurement by the U.S. equal
employment opportunity commission. The work force analysis shall specifically
indicate for each job category the following:
(a) Total number of employees;
(b) Total number of males;
(c) Total number of females;
(d) Total number of minority males;
(e) Total number of minority
females;
(f) Total number of
persons with disabilities.
(4) GOALS AND OBJECTIVES. The affirmative
action plan shall include goals directed toward the achievement of a balanced
work force within a reasonable period of time. A reasonable period shall
normally be in the range of 6 months to no more than 2 years. Previous
affirmative action plans submitted to the department under other contracts
shall be considered in determining a reasonable period.
(5) MONITORING. The affirmative action plan
shall include a description of a planned internal system to monitor and
evaluate regularly the results achieved by the company in the implementation of
its affirmative action plan. This system will include evaluation of the results
regarding minorities, women and persons with disabilities including those
actions taken to provide reasonable accommodation for qualified persons with
disabilities.
Notes
Wis. Admin. Code Department of Administration
Adm 50.05
Cr. Register, July, 1981,
No. 307, eff. 8-1-81; correction made under s. 13.93(2m) (b) 6, Stats.,
Register, March, 1993, No. 447.
Amended by, CR 21-110: am. (2) (d), (3) (f), (5)
Register
June 2022 No. 798, eff. 7/1/2022
