FCC Record, Volume 1, No. 4, Pages 549 to 785, November 10 - November 21, 1986 Page: 570
ii, 549-785, iii p. ; 28 cm.View a full description of this book.
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Federal Communications Commission Record
FCC 86-498
WILLFUL FALSE STATEMENTS MADE ON THIS FORM
ARE PUNISHABLE BY FINE AND IMPRISONMENT. U.S.
CODE, TITLE 18, SECTION 1001.
The purposes of this document are to remind you of
your station's equal employment opportunity responsibilities.
and to provide your station, the FCC and the public
with information about whether your station is meeting
these responsibilities.
I. GENERAL POLICY
Your station must provide equal emplyment opportunity
to all qualified individuals without regard to their
race, color, religion, national origin or sex in all personnel
actions including recruitment, evaluation, selection,
promotion, compensation. training and termination.
Your station must also encourage applications from
qualified minorities and women for hiring and promotion
to all types of jobs at your station.
II. RESPONSIBILITY FOR IMPLEMENTATION
Your station must assign a particular official overall
responsibility for equal employment opportunity at your
station.
Write that official's name and title here.
NAME TITLE
It is also the responsibility of all persons making employment
decisions with respect to recruitment, evaluation.
selection, promotion, compensation, training and
.termination of employees to ensure that no person is
discriminated against in employment because of race,
color, religion, national origin or sex.
III. POLICY DISSEMINATION
Your station must make effective efforts to make management.
staff and prospective employees aware that it
offers equal employment opportunity. The efforts listed
below are generally effective. Make a check next to each
practice that your station follows, and list any other
efforts.
[ ] The station's employment application form contains
a notice informing prospective employees that discrimination
because of race, color, religion, national origin or sex
is prohibited and that they may notify the appropriate
local, State, or Federal agency if they believe they have
been the victims of discrimination.
| ] Appropriate notices are posted informing applicants
and employees that the station is an Equal Opportunity
Employer and that they have the right to notify an
appropriate local, State, or Federal agency if they believe
they have been the victims of discrimination.
I ] We seek the cooperation of the unions represented
at the station to help implement our EEO program and
all union contracts contain a nondiscrimination clause.
[ ] Other (Specify)
IV. RECRUITMENT
Your station must make special efforts to attract qualified
minority and women applicants for all types of jobs
at your station. If current efforts are not effective in
attracting qualified minority and women applicants, your
station must seek more effective approaches.
Make a check next to each practice that your stationfollows, and list sources and numbers of referrals.
I[ We attempt to maintain systematic communication
with a variety of minority and women's organizations to
encourage the referral of qualified minority and female
applicants. Examples of such organizations contacted during
the past 12 months are:Organization/Source
Number of Referrals
[ ] When we recruit prospective employees from educational
institutions such recruitment efforts include area
schools and colleges with significant minority and female
enrollments. Educational institutions contacted for recruitment
purposes during the past 12 months and the
number of referrals are:
[ ] When utilizing media for recruitment purposes.
help-wanted advertisements always include a notice that
we are an Equal Opportunity Employer and contain no
indication, either explicit or implied, of a preference for
one sex over another.
[ ] When we place employment advertisements in printed
media some of such advertisements are placed in
media which have significant circulation or are of particular
interest to minorities and women. Examples of
publications utilized during the past 12 months and the
number of referrals are:
| ] We encourage present employees, particularly minority
and female employees, to refer minority and female
candidates for existing and future job openings.
V. TRAINING
Training programs are not mandatory. Each applicant
is expected to decide, depending upon its own individual
situation. whether a training program is feasible and
would assist it in its effort to increase the pool of available
minority and female applicants. Also. where an applicant
already has employee training programs. the information
reported in this section should enable it to ascertain
whether minority and female employees have the same
opportunity to participate as other employees. Training
programs must not discriminate on the basis of race.
color, religion. national origin or sex. Information submitted
with respect to any training programs utilized
should include a report covering at least the 12 month
period prior to the filing of the application, but may
encompass the entire license period, if so desired. Additionally.
the applicant may set forth any other assistance
to students. schools or colleges which benefits minorities
and women interested in entering the broadcasting field.
The beneficiary of such assistance should be listed, as well
as the form of assistance, such as contributions to scholarships,
participation in workistudy programs. and the like.
Assistance must not discriminate on the basis of race,
color, religion, national origin or sex.
! ] Station resources and/or needs are such that we are
unable or do not choose to institute specific programs for
upgrading the skills of employees.
[ ] We provide on-the-job training to upgrade the skills
of employees. Tangible benefits of such training to minority
and women employees during the past 12 nonths may
be briefly described as follows:
[ ] We provide assistance to students, schools or colleges
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United States. Federal Communications Commission. FCC Record, Volume 1, No. 4, Pages 549 to 785, November 10 - November 21, 1986, book, November 1986; Washington D.C.. (https://digital.library.unt.edu/ark:/67531/metadc1580/m1/27/: accessed April 23, 2024), University of North Texas Libraries, UNT Digital Library, https://digital.library.unt.edu; crediting UNT Libraries Government Documents Department.