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

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Checklist: 1. Have you analyzed your employment practices in general to identify and correct policies, procedures and/or written materials that may tend to discriminate or result in disparate treatment of persons with disabilities or persons who have friends or relatives with disabilities? Yes_X___ No_______ NA_______ If you answered no, such an analysis must be completed. 2. Are your hiring procedures (application process, testing and interviewing) carried out in wheel chair accessible locations, using accessible formats (e.g., Braille, audio) and providing necessary accommodation (e.g., reader, sign language interpreter)? Yes__X___ No _____ NA _____ If you answered no, you must take steps to ensure accessibility. 3. Have you determined that your policies and practices are free of discrimination and provide equal access to persons with disabilities in each of the following areas? Recruitment and advertising Yes__X___ No _____ NA _____ Application forms and processing Yes__X___ No _____ NA _____ Interviewing, including structured interviews Yes__X___ No _____ NA _____ Employment testing Yes_X____ No _____ NA _____ Hiring, upgrading, promotion, demotion, transfer, layoff, termination and rehiring Yes_X____ No _____ NA _____ Disciplinary process and procedures Yes_X____ No _____ NA _____ Rates of pay or any other form of compensation and changes in compensation Yes_X____ No _____ NA _____ Job classifications and assignments Yes__X___ No _____ NA _____ Organizational structures Yes_X____ No _____ NA _____ Sick leave, leave without pay and all other kinds of leave Yes__X___ No _____ NA _____ Selection & Financial support for training, professional meetings, conferences and other related activities Yes__X___ No _____ NA _____ Health, Life and other Insurance benefits Yes_X____ No _____ NA _____ Agency sponsored social and recreational programs Yes_X____ No _____ NA _____ 31 | Page
If you answered no to any of the above, you must identify procedures, policies and materials that may lead to disparate treatment and take appropriate action to modify them. Do you have a procedure for responding to requests for accommodations to the known physical or mental disabilities of an otherwise qualified applicant or employee? Yes__X___ No _____ NA _____ If you answered no, you need to adopt such a procedure. Accommodation should be readily available and, whenever the applicant or employee should in a format choose possible. Do you have a procedure to determine when an individual with a disability poses a direct threat to health or safety of the individual or others? Yes__X___ No _____ NA _____ If you answered no, you need to develop such a procedure. Do you have a procedure to ensure that positions are analyzed when being filled and at other critical times to identify essential job functions, and those postings, position descriptions and other materials reflect these essential functions? Yes__X___ No _____ NA _____ If you answered no, you need to develop such a procedure. Do you provide training on employment compliance with the ADA to hiring managers and supervisors and other personnel involved in developing and/or applying personnel policies and practices? Yes__X___ No _____ NA _____ If you answered no, you should develop a plan to provide such training. Do you have a procedure to document decisions not to hire or promote because of “undue” hardship”? Yes_X____ No _____ NA _____ If you answered no, you must develop such a procedure. Do you ensure that you do not require medical exams or any other kind of pre-employment inquiry into an applicant’s disability until after a conditional offer of employment has been made to the applicant? Yes__X___ No _____ NA _____If you answered no, you must establish procedures to ensure that such inquiries are handled appropriately. If offers of employment are conditional on satisfactory completion of a medical exam, do you take steps to ensure that medical information is collected and maintained on separate forms and in separate files, and treated as confidential information? Yes_X____ No _____ NA _____ If you answered no, you must develop procedures to ensure that such records are appropriately collected and maintained. If needed you may provide additional ADA related comments. 32 | 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 and 18: 73. Who is responsible for updating
Page 19 and 20: 88. Please provide the classificati
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: Do you administer services, program
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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