The affirmative action plan which is required by s. Adm 50.04 (1) (b) shall meet the following minimum requirements:

1. (1) Policy statement. The affirmative action plan shall include an equal employment opportunity policy for all personnel including a statement that:

   1. (a) The contractor shall not engage in discrimination and shall take action to achieve a balanced work force.
   2. (b) Indicates which persons are responsible for the affirmative action program.

   3. (c) The contractor shall comply with s. 16.765, Stats., state regulations and all applicable federal contract compliance laws and shall work cooperatively with the department and other interested parties in ensuring equal employment and advancement opportunities.

      Note: The following is an example of an acceptable policy statement: It is the policy of (name of firm) not to discriminate against any employee or applicant for employment because of age, race, religion, color, disability, sex, physical condition, developmental disability, sexual orientation, as defined in s. 111.32 (13m), Stats., or national origin. This policy shall include, but not be limited to the following: employment, upgrading, demotion or transfer; recruitment or other compensation; and selection for training, including apprenticeship. Except with respect to sexual orientation, this company further agrees to take affirmative action to ensure equal employment opportunities. (Name of executive and title) has been appointed equal opportunity officer and is responsible for the planning, implementation and day-to-day monitoring of the affirmative action program. All personnel responsible for hiring and promotion of employees and the development and implementation of programs and activities are charged to support this program and shall provide leadership in carrying out the goals and objectives. During the life of the contract, the (name of firm) shall comply with s. 16.765, Stats., state regulations and federal law, and shall continue to work cooperatively with governmental and community organizations in ensuring equal employment and advancement opportunities.

2. (2) Dissemination of policy. The affirmative action plan shall include a description of the means by which the contractor proposes internal and external dissemination of the company policy regarding affirmative action. The means of dissemination shall include, as a minimum, the following:

   1. (a) Posting in conspicuous places both the provisions of company policy regarding equal employment opportunity for all persons, and the affirmative action plan;
   2. (b) Frequently including as items on the agenda of executive and staff meetings the topics of equal employment and the progress of the affirmative action program;
   3. (c) Making available to employees such elements of the affirmative action program as will enable them to know and avail themselves of its benefits including notification to employees that any complaints regarding the affirmative action program may be filed with the department at 101 E. Wilson St., Madison, Wisconsin 53702;
   4. (d) Informing employment sources verbally and in writing of company policy to actively recruit and refer qualified persons with disabilities, minorities and women for all positions listed. All solicitations or advertisements for employees placed by or on behalf of the company shall state that qualified applicants will receive consideration for employment without regard to age, race, religion, color, disability, sex, physical condition, developmental disability, sexual orientation, as defined in s. 111.32 (13m), Stats., or national origin; and
   5. (e) Communicating to prospective employees the existence of the company’s affirmative action policy in sufficient detail to enable them to make use of its benefits including notification to prospective employees that any complaints regarding the company’s affirmative action policy may be filed with the department at 101 E. Wilson St., Madison, Wisconsin 53702.

3. (3) Analysis of work force. The affirmative action plan shall include an analysis of the contractor’s work force by job categories and organizational units. The job categories shall be those currently in use for construction and procurement by the U.S. equal employment opportunity commission. The work force analysis shall specifically indicate for each job category the following:

   1. (a) Total number of employees;
   2. (b) Total number of males;
   3. (c) Total number of females;
   4. (d) Total number of minority males;
   5. (e) Total number of minority females;
   6. (f) Total number of persons with disabilities.
4. (4) Goals and objectives. The affirmative action plan shall include goals directed toward the achievement of a balanced work force within a reasonable period of time. A reasonable period shall normally be in the range of 6 months to no more than 2 years. Previous affirmative action plans submitted to the department under other contracts shall be considered in determining a reasonable period.
5. (5) Monitoring. The affirmative action plan shall include a description of a planned internal system to monitor and evaluate regularly the results achieved by the company in the implementation of its affirmative action plan. This system will include evaluation of the results regarding minorities, women and persons with disabilities including those actions taken to provide reasonable accommodation for qualified persons with disabilities.

History

History: Cr. Register, July, 1981, No. 307, eff. 8-1-81; correction made under s. 13.93 (2m) (b) 6., Stats., Register, March, 1993, No. 447; CR 21-110: am. (2) (d), (3) (f), (5) Register June 2022 No. 798, eff. 7-1-22.