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AFFIRMATIVE ACTION POLICY STATEMENT
It is the policy of the Affirmative Action/Personnel
Offices of the New Jersey Veterans' Memorial homes to maintain and
promote Equal Employment Opportunity for all staff through the effective
use and continuous implementation of the Affirmative Action Plan, and to
provide Equal Employment Opportunity for all, regardless of race, creed,
color, sex, age, religion, national origin, ancestry, marital status,
handicap/disability, affectional or sexual orientation, or because of
their liability for service in the Armed Forces of the United States.
The Affirmative Action Office also enforces each facilities policy that
sexual harassment is unacceptable conduct and will not be condoned.
AFFIRMATIVE ACTION DEPARTMENT
The Department of Affirmative Action was developed as a result of
Executive Order #61, signed by former Governor Byrne on 12 October 1977
and Section 10, Chapter 124 of Public Law 1981, which were mandated that
the Division of Equal Employment Opportunity/Affirmative Action, within
the Department of Personnel, is responsible for developing, implementing
and administering a state-wide Affirmative Action Program.
OBJECTIVES
To be responsible for the Affirmative Action Programs which aims at
recruiting and upgrading minority, female and disabled employees and
eliminating job practices which have the effect of discrimination.
To develop yearly Affirmative Action Plans and maintain the facilities
Affirmative Action Policy.
Affirmative Action Officers shall meet with every manager and supervisor
of their facility to make them responsible and accountable for helping
to meet the Affirmative Action goals.
For each Affirmative Action Officer to hear and attempt resolution of
complaints of discrimination with notification to their Chief Executive
Officer and the Divisional Affirmative Action Officer.
To ensure that pertinent personnel are made aware of changes or
modifications in Affirmative Action programs by disseminating all
applicable information.
To inform new employees of expectations and Equal Employment
Opportunity/Affirmative Action laws and procedures via a presentation or
during new employee orientation.
INTERNAL CONTROLS
The mechanism for internal control will be accomplished by a monthly
internal audit of its operations by its supervisor(s). Further, all
procedures will be reviewed and updated as appropriate and annually.
Revised: 1996
AFFIRMATIVE ACTION - 48-02-002
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