introduction to the eeo strategic plan - Ohio Bureau of Workers ...

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80. Does your agency have a diversity team? Yes ________ No __X______ Please explain. At the present time, BWC does not have a diversity team however; if the need arises, consideration will be given. 81. If yes, what employees are on the team by classification/title? 82. What is the role and responsibility of the team? Please explain. N/A 83. Does your agency have measures in place to evaluate diversity recruitment outcomes? Yes ________ No ___X_____ Please explain. At the present time, BWC does not have diversity recruitment initiatives. If our statistics would get to a level of concern, we would implement such measures. SECTION N: ADA SELF-EVALUATION AND REASONABLE ACCOMMODATION MODEL 84. Does the agency have an ADA policy? Yes __X______ No ________ Please explain. BWC’s ADA Policy is listed as Memo 8.02 in the Employee Handbook. 85. Does the ADA policy contain guidelines for requesting a reasonable accommodation? Yes _X_______ No ________ Please explain. The guidelines for requesting an accommodation or a workplace modification are contained in the ADA Policy. 86. Does your agency have a process for requesting a reasonable accommodation? Yes __X______ No ________ Please explain. Employees have been instructed to complete an ADA Reasonable Accommodation Request Questionnaire along with a Release of Health of Information form and submit both documents to the EEO Manager for review. 87. How many requests for reasonable accommodations were received within the last three years? ____10_____Physical _____2____Mental 19 | Page
88. Please provide the classifications used in the reasonable accommodations review process. The EEO Manager, Personnel Testing Manager, Chief Human Resource Officers, Chief Legal Officer, and Employee Labor Relations Director. _____________________________________________________________________________________ 2011 ADA SELF-EVALUATION 2011 ADA CUSTOMER SERVICE SELF-EVALUATION REVIEW FORMAT Brief Description of the Department: The EEO Department is responsible for planning, developing and administering BWC’s Affirmative Action and Compliance program for approximately 2,000 employees. The EEO Manager’s duties include planning, directing and establishing policies and procedures for the EEO Department and the overall agency, ensuring that BWC’s EEO program complies with state and federal law; giving presentations to both internal and external groups such as executive staff, state agencies and EEO officials. The EEO Manager is further responsible for managing BWC’s EEO complaint and reasonable accommodation processes. Brief Description of the Division, District, or Institution: The Ohio Bureau of Workers’ Compensation (BWC) is the largest state-fund insurance system in the nation. BWC serves more than 250,000 Ohio employers. In FY2011, BWC actively managed approximately 1.2 million open claims, funded by assets totaling approximately $26 billion. Medical and indemnity compensation paid to injured workers totaled nearly $2 billion and we received 118,971 new claims. Brief Description of the ADA Program: It is the policy and practice of the Ohio Bureau of Workers’ Compensation (BWC) to comply fully with the Americans with Disabilities Act (ADA) and ensure equal employment opportunities and reasonable accommodation for qualified individuals with disabilities. BWC is also committed to ensuring non-discrimination in all terms, conditions and privileges of employment. The ADA requires public entities to conduct a self evaluation of policies and practices. BWC takes its responsibility to its employees and others very seriously by making self evaluation a constant and continuous process. In accordance with the requirements of the ADA, BWC has conducted a complete self evaluation for FY 2011 and the results are presented below. SELF-EVALUATION PROCESS Background The Americans with Disabilities Act (ADA) and its implementing regulations require all public entities to evaluate their policies and practices to identify and correct any that is not consistent with the ADA. Policies or practices that discriminate against or prevent participation by individuals with disabilities are strictly prohibited. All interested persons, including those with disabilities, or organizations representing them, must be given an opportunity to participate in the self-evaluation process by submitting comments. Agencies must ensure that this occurs and must develop methods for considering and, if necessary, acting on the comments received. 20 | Page
Page 1 and 2: OHIO BUREAU OF WORKERS’ COMPENSAT
Page 3 and 4: ATTACHEMENT H: DIVERSITY INATIATIVE
Page 5 and 6: SECTION B: AGENCY OVERVIEW EEO PROG
Page 7 and 8: Please explain. The EEO Manager is
Page 9 and 10: 24. Does your agency participate in
Page 11 and 12: 35. At what point in the employment
Page 13 and 14: Yes ________ No ___X_____ Please ex
Page 15 and 16: Please explain. An EEO/Legal meetin
Page 17: 73. Who is responsible for updating
Page 21 and 22: Checklist: Have you posted notices
Page 23 and 24: must check for compliance with the
Page 25 and 26: interpreter or hard copy transcript
Page 27 and 28: Have you reviewed your public servi
Page 29 and 30: Do you administer services, program
Page 31 and 32: If you answered no to any of the ab
Page 33 and 34: 34 | Page
Page 35 and 36: and/or Sexual Harassment Policies.
Page 37 and 38: Provide a copy of the year-end repo
Page 39 and 40: ATTACHMENT A: 2 Table of Organizati
Page 41 and 42: BWC ADMINISTRATION 7 99580 - Admini
Page 43 and 44: Internal Audit This division provid
Page 45 and 46: 64422 - Public Information Officer
Page 47 and 48: Field Operations This division hous
Page 49 and 50: 66791 - WC Underwriter 11 63124 - A
Page 51 and 52: 69952 - Database Administration Spe
Page 53 and 54: ATTACHMENT B: 5 EEO Manager Duties
Page 55 and 56: POSITION DESCRIPTION DIVISION OR IN
Page 57 and 58: Attachment B: 8 Agency EEO Policies
Page 59 and 60: No reprisal, retaliation, or other
Page 61 and 62: A. Analyze the employee’s informa
Page 63 and 64: ANTI-HARASSMENT POLICY PURPOSE: To
Page 65 and 66: Attachment B: 9 EEO Discrimination
Page 67 and 68: Attachment B: 11 - EEO Strategic Pl
Page 69 and 70:
Attachment B: 12 EEO Complaint Summ
Page 71 and 72:
Attachment B: 13 (EEOSP) EEO Compla
Page 73 and 74:
Attachment C: 15 & C: 16 Diversity
Page 75 and 76:
Attachment D: 18 Adverse Impact Stu
Page 77 and 78:
Attachment E: 20 EEO Orientation Ag
Page 79 and 80:
AGENDA EEO & Diversity at BWC 2009
Page 81 and 82:
These disciplinary guidelines are p
Page 83 and 84:
g. Immoral or indecent conduct h. D
Page 85 and 86:
(See Drug Free Workplace Policy) c.
Page 87 and 88:
55 | Page
Page 89 and 90:
57 | Page
Page 91 and 92:
Attachment G: 24 Year End Report -
Page 93 and 94:
Attachment G: 25 Corrective Action
Page 95 and 96:
Attachment I: 27 ADA Reasonable Acc
Page 97 and 98:
easonable in a particular situation
Page 99 and 100:
Attachment I: 28 Agency Reasonable
Page 101 and 102:
Explanation: 69 | Page
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