On This Page:

• CRRA's Equal Employment & Affirmative Action Policy
• CRRA's Plan for Implementing the Equal Employment & Affirmative Action Policy

CRRA'S EQUAL EMPLOYMENT & AFFIRMATIVE ACTION POLICY

The CRRA is an equal opportunity and affirmative action employer, dedicated to a policy of nondiscrimination in employment on any basis prohibited by law. It is the CRRA’s policy to provide equal employment and advancement opportunities to all individuals without regard to age, sex, race, color, religion, national origin, marital status, veteran status, disability, sexual orientation or any other legally protected status, and to maintain an environment free from discrimination or harassment based upon these grounds.

The CRRA is committed to providing equal opportunities in terms of its recruiting and hiring practices, including without limitation, by notifying its recruitment sources of the CRRA’s nondiscrimination policies and by placing “help-wanted” advertisements containing the phrase “An Equal Opportunity Employer.” The CRRA is also committed to providing equal opportunities to its employees in all of its employment practices, including but not limited to compensation, training, transfers, promotions and disciplinary procedures, and in the provision of all of its employee benefit programs. Personnel decisions will be made on the basis of the needs of the CRRA and an individual’s job-related skills, ability and merit.

The CRRA further pledges its strong commitment to ensure that all contractors and subcontractors who do business with the CRRA provide equal opportunities in employment to all qualified persons solely on the basis of job-related skills, ability and merit. The participation of minority business enterprises meeting qualifications established by applicable regulations shall further be solicited and encouraged.

The CRRA shall include an equal opportunity clause in all of its contracts and shall not enter into any contract with any person, agency or organization if it has knowledge that such person, agency or organization engages in unlawful discriminatory practices. 

The CRRA further pledges that all CRRA-sponsored training and social and recreational programs will be administered without regard to any legally protected status.

As part of its commitment to equal opportunities, the CRRA expects all of its employees to adhere to this policy of nondiscrimination.  The CRRA will take prompt action upon the receipt of a complaint of unlawful discrimination and will take appropriate corrective action, including disciplinary measures if necessary, to remedy any discriminatory conduct.   Complaints should be referred to the Human Resources Manager, who is the CRRA’s designated Equal Employment Opportunity (EEO) Officer.  Alternatively, employees may submit complaints to the President of the CRRA or to any manager or supervisor.

The day-to-day responsibility for administering and complying with this policy is delegated to the various department heads with respect to the employees within their respective departments.  The President and the Board of Directors will provide necessary procedural guidance in the coordination and application of the policy and any changes or modifications to the policy as may be required.

CRRA PLAN FOR IMPLEMENTING THE EQUAL EMPLOYMENT & AFFIRMATIVE ACTION POLICY

The CRRA’s plan for implementing its equal employment and affirmative action policy could include any or all of the following actions:

• Attempt to hire and promote qualified female and minority candidates through efforts to increase the number of highly qualified female and minority applicants for each vacancy, with the ultimate goal that CRRA’s workforce will mirror the diversity of the labor pool.
• Attempt to reach a greater number and diversity of representative groups to notify them of employment opportunities with CRRA.  Wherever possible, target the Hispanic, African-American, Asian Pacific/Islander and Native American communities by contacting organizations and educational institutions that promote the interests of such individuals.
• Explore the creation of an internship program to create interest among minority students in career opportunities at CRRA.
• Take the following steps to ensure that all applicants and employees are aware that CRRA is an equal opportunity employer and of CRRA’s affirmative action recruitment efforts:

• Publicize the Equal Employment Opportunity Statement and Affirmative Action policy in CRRA’s Personnel Policy Manual and post the same on CRRA bulletin boards.
• Publicize the accomplishments and/or promotions of minorities and females internally.
• Assess the equal opportunity and affirmative action efforts and achievements prior to the promotion of employees or the execution of discretionary salary increases.
• Conduct meetings to discuss equal employment opportunity policies and responsibilities with CRRA employees, including during employee orientation and training sessions.
• Advise all recruiting sources of CRRA’s Equal Employment Opportunity Statement and Affirmative Action policy.
• Notify all bidders, contractors, and suppliers of CRRA’s Equal Employment Opportunity Statement and Affirmative Action policy and ensure that all contracts for services and materials include a statement in which the contractor agrees to abide by affirmative action and fair employment principles.
• Attend job fairs where the potential for exposure to potential female and minority applicants is high.
• Continue to encourage participation of minority business enterprises and not to contract with any entity debarred from participation in state or federal contract programs.
• Notify minority and women’s organizations, community organizations, state and local employment security and vocational rehabilitation agencies, schools and colleges of CRRA’s Equal Employment Opportunity Statement and Affirmative Action policy.
• Place advertisements for employees containing the phrase “CRRA is an Affirmative Action/Equal Opportunity Employer” within the appropriate classified section of newspapers and/or job posting websites.
• Send outreach letters, job postings and job descriptions to various minority organizations throughout the state to increase awareness of employment opportunities at CRRA in the region’s minority communities.
• Conduct outreach meetings via telephone with minority organizations during the year to maintain and improve the lines of communication between CRRA and these organizations as well as increase the awareness of CRRA’s affirmative action efforts throughout the state’s minority communities.