HEARTLAND REGIONAL COUNCIL OF CARPENTERS

 

 

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AFFIRMATIVE ACTION, EQUAL OPPORTUNITY & SEXUAL HARRASSMENT POLICIES

 

Affirmative Action Preamble:

The following plan is supplemented to the Apprenticeship and Training Standards of the Heartland Regional Council of Carpenter’s JATC’s including:

1)       Northwest Illinois & Eastern Iowa JATC (Local Unions 195,678,790,792), Rockford IL

2)       Quad-City Builders Tri-City Carpenters JATC (Local Unions 4,166,410,772), East Moline, IL

3)       Five Rivers Carpenter’s JATC (Local Unions 308,767,1260,1313,1835), Cedar Rapids, IA

4)       Illowa Millwright JATC (Local Union 2158), Bettendorf, IA

5)       Carpenters Local Union 106 JATC (Local Union 106), Des Moines, IA

6)       Sioux City Area Carpenters JATC (Local Union 948), Sioux City, IA

7)       Lincoln Carpenter’s JATC (Local Union 1055), Lincoln, NE

8)       Carpenter Local Union 444 and Millwright Local Union 1463 JATC, Omaha, NE

The above sponsors hereby established to insure fulfillment of the requirements outlined in Title 29.CRF, Part 30, as amended June 12, 1978. The plan consists of supporting sections as defined in the Rules and Regulations.

Equal Opportunity:

In compliance with Section 30.3(b) of Title 29, CRF, Part 30, as amended June 12, 1978, relating to recruitment, selection, employment, and training of apprentices, the Sponsors hereby amend their Apprenticeship Standards to include the following Equal Opportunity Pledge:

“The recruitment, selection, employment, and training of apprentices during their apprenticeship, shall be without discrimination because of race, color, religion, national origin, or sex. The Sponsors will take affirmative action to provide equal opportunity to apprenticeship and will operate the apprenticeship program as required under Title 29 of the Code of Federal Regulations, Part 30.”

This plan will consist of the following affirmative acts and may be amended at a later date as experience indicates.  Recognizing that it would be a disservice to the individual as well as the total effort, to develop a second-rate Journeyperson, the Sponsors will maintain its standards in the training of high quality trades people.

APPENDIX K, SECTION 1      SECTION 30.4

A.     In order to allow full utilization of minorities and women in the industry through Apprenticeship and training, the Sponsors of this plan make a declaration of procedures and methods of positive recruitment of minorities and women in the apprenticeship areas outlined under this plan.

B. This declaration of affirmative action includes an analysis of the workforce in each of the areas in which this plan operates, as it exists at the time this plan is executed.  The purpose is to determine the minority and female labor force in the Sponsors’ labor market area, as determined by the Illinois, Iowa, and Nebraska State Department of Employment Services, Labor Market Information Unit.

Sexual Harrassment Policy:

The Sponsors strongly disapprove of and does not tolerate sexual harassment of any kind. All employees must avoid offensive or inappropriate sexual behavior at work or in related training, and are responsible for assuring that the workplace is free from sexual harassment at all times.

The Heartland Regional Council of Carpenter’s JATC’s policy prohibits unwelcome sexual advances; requests for sexual acts or favors, with or without accompanying promises, threats, or reciprocal favors or actions; or other verbal or physical conduct of a sexual nature which has the purpose or effect of adversely affecting an employee’s performance or which creates a hostile or offensive working environment.  Examples of prohibited conduct include, but are not limited to, lewd or sexually suggestive comments; off-color language or jokes of a sexual nature; slurs and other verbal, graphic or physical conduct relating to an individual’s sex, or any display of sexually explicit pictures, greeting cards, articles, books, magazines, photos or cartoons.

Complaints of sexual harassment will be promptly and carefully investigated by the JATC and all employees are assured that they will be free from any and all reprisal or retaliation from filing such complaints. Any employee or apprentice who has a complaint of sexual harassment at work by anyone, including supervisors, coworkers, visitors, clients, or customers, should immediately bring the problem to the attention of the JATC or JATC staff personnel. Employees may bring the complaint to the attention of their supervisor, or, if the complaint involves supervisory personnel in the employee’s line of command, to the JATC.

An Investigation will include interviews with all relevant persons including the complaint, the accused, and other potential witnesses.  Employees and/or apprentices are assured that the privacy of the complainant and the person accused of sexual harassment will be kept strictly confidential.

Each Sponsor will review its findings with the complainant at the conclusion of its investigation. If the investigation reveals that the complaint appears to be valid, immediate and appropriate corrective action, up to and including discharge, will be taken to stop the harassment and prevent its recurrence. If the validity of the complaint cannot be determined, immediate and appropriate action will be taken to assure that all parties are reacquainted with this sexual harassment policy and to avoid sexual harassment in the future.

Complainants will have the opportunity to appeal decisions to a Sexual Harassment Board of Review.

 

 

 

 

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