Resolution No. 2107BID CONDITIONS
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RESOLUTION NO. 2107
A RESOLUTION OF THE SOUTH TAHOE PUBLIC UTILITY
DISTRICT, BOARD OF DIRECTORS, ADOPTING AFFIRMA-
TIVE ACTION PROGRAM.
BE IT RESOLVED by the South Tahoe Public Utility District,
Board of Directors, that the South Tahoe Public Utility District
Affirmative Action Program, a copy of which is marked "Exhibit
A attached hereto and made a part hereof by reference, is
hereby adopted as the Affirmative Action Program of the South
Tahoe Public Utility District.
The foregoing RESOLUTION was adopted at a regular
meeting of the Board of Directors of the South Tahoe Public
Utility District held on May 18, 1978, by the following vote:
AYES: Directors Olson, Cocking, Fieldcamp, Jones
and Kashuba.
NOES: None
ABSENT: None
�� orre ' n � eL. � Kas&uba � ,Pre � side i nt
South Tahoe Public Utility District
ATTEST:
C k of Board -
South Tahoe Public Utility District
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I hereby certify that the foregoing is a full, true
and correct copy of RESOLUTION NO. 2 1 0 7 duly and regularly
adopted by the Board of Directors of the South Tahoe Public
Utility District, El Dorado County, California, at a meeting
thereof duly held on the 18th day of MAY , 1978,
by the following vote:
AYES: Directors Olson, Cocking, Fieldcamp
Jones and Kashuba
M
NOES: None
ABSENT: None
Clerk o Board
South Tahoe Public Utility District
of
M
BID CONDITIONS
EXHIBIT A
SOUTH TA11OE PUBLIC UTILITY DISTRICT
AFFIRMATIVE ACTION PROGRAM
POLICY
The South Tahoe Public Utility District is committed to the concept of equal
employment opportunity, and recognizes that such commitment entails an
obligation to insure that there are no discriminatory practices. The 1
District also acknowledges a responsibility to take positive steps to
assure that practices are non - discriminatory. The District will implement
a practical plan containing positive actions toward attainment of equal
opportunity. The District will take positive steps in recruitment,
examination, selection, promotion, classification and employee development
and training, to assure that minority persons and women achieve positions
in District service and are provided adequate opportunities for promotion
and career development.
INTERNAL DISSEMINATION OF POLICY AND PROGRAM
(a) An affirmative action statement summarizing the plan will be avail-
able to all employees of the South Tahoe Public Utility District.
(b) A statement of the affirmative action plan will be included in the
material given to all prospective and new employees.
k W (c) The subject of equal opportunity will be discussed at Department
Head meetings, employee indoctrination sessions and all supervisory train-
ing courses.
(d) Equal opportunity posters provided by Federal and State Agencies
will be displayed on appropriate employee bulletin boards.
EXTERNAL DISSEMINATION OF POLICY
(a) A statement of the affirmative action plan will be provided to all
employment sources, together with a request that they actively recruit
and refer minorities and women for employment with the South Tahoe
Public Utility District.
(b) All employment advertising will include the statement "An Equal
Opportunity Employer ".
(c) The District will continue to cooperate with the High School and
College in the area on "career days" to explain job opportunities in
District employment. Female students and students of minority background
will be encouraged to prepare themselves so as to be able to take advantage
of existing job or training opportunities.
RESPONSIBILITY FOR IMPLEMENTATION OF POLICY
(a) The District General Manager or his designee shall have the responsibility
for accomplishing the goals and objectives of the Affirmative Action Plan.
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F ' BID CONDITIONS
ft SOUTH TAHOE PUBLIC UTILITY DISTRICT
AFFIRMATIVE ACTION PROGRAM
(b) Department Heads will ensure that supervisory personnel in their
departments understand this plan and will aid in its implementation.
ESTABLISHMENT OF GOALS AND TIMETABLES
(a) It will be the responsibility of the South Tahoe Public Utility District
to recommend to the Board of Directors. Specific goals and timetables for
the Affirmative Action Plan. These goals and the timetables for their
accomplishment shall provide.
(1) The percentage of minority employees will approximate their
ethnic composition in the District. The percentage of female
employees will reasonably approximate their availability in the
relevant job market.
(2) The goals and timetables shall be reviewed at least annually
to ensure they are realistic with current local data and general
economic conditions of the community.
(3) For purposes of interpretation of this plan, the term "minority"
shall refer to Spanish surname, Black, Filipino, American Indian,
and Oriental; such term refers to such individuals in the aggregate
and not to any minority group considered separately.
(4) The goals and timetables will apply to District employment as
a whole rather than to each individual department.
(5) The General Manager will survey on a continuing basis all
salaries, duties, job classifications and assignments for the
purpose of identifying and adjusting any situation involving
inequality in employment based on sex, race, or national origin.
In addition, the General Manager will examine on a continuing
basis the District's employment and personnel records of women
and minority group employees and applicants for the purpose of
eliminating any form of employment discrimination which may be
found to exist.
RECRUITMENT AND HIRING
(a) The District will attempt to recruit minority and female applicants for
all available positions in District service.
(b) All hiring standards used in selection such as height, weight,
educational levels, previous work experience or other standards,
will be realistically related to job and professional requirements.
TRAINING
(a) Minority group and female employees as well as all other employees
will be encouraged to participate in training opportunities available
in the community, and to take courses related to their work under the
District's tuition reimbursement program.
•�.� BID CONDITIONS
% W SOUTH TAHOE PUBLIC UTILITY DISTRICT
AFFIRMATIVE ACTION PROGRAM
PROMOTION
(a) All standards used in promoting employees will be realistically
related to job and progression requirements and will be applied in a
non - discriminatory manner.
(b) Employees failing to qualify for higher rated jobs, including
training opportunities, because of prior training or education,
will be encouraged to participate in developmental programs sponsored
by other governmental agencies or community agencies such as the
GENERAL
The District will notify its application for employment forms to include
a statemert of this affirmative action plan. It is the intent of
the District to always hire the best qualified applicant and to use judg-
ment in hiring the one best suited for the position.
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