AFFIRMA-rIVE ACTION PROGRAM

(
AFFIRMA-rIVE ACTION PROGRAM
Executive Order 11246, as amended
Section 503 Rehabilitation Act of 1973, as amended
and
38 U.S.C. 4212 Vietnam Veterans Readjustment Assistance Act of 1974, as amended
Ext. San Agustin
#1206 Calle 13
Rio Piedras, PR 00919-1317
April 1, 2012
To
March 31, 2013
(
AFFIRMATIVE ACTION PROGRAM
Executive Order 11246, as amended
Section 503 Rehabilitation Act of 1973, as amended
and
38 U,S.C. 4212 Vietnam Veterans Readjustment Assistance Act of 1974,
as amended
For the period of:
April 1S\ 2012 to March 31, 2013
President Name
& Title:
EEO Off. Name & Title:
J
C. Pagani Soto
esident
~~J Q\~J)2L>~
LI Jia a M, Lope Me 0
Human Resources Director
( )
FACILITY DATA
Facility Name:
CENTRO DE ESTUDIOS MULTIDISCIPLINARIOS
EIN:
66-0377342
Physical Address:
Ext. San Agustrn
#1206 Calle 13 Rio Piedras, PR 00926
Mailing Address:
PO Box 191317
San Juan, PR 00919-1317
Telephone:
(787) 765-4210
Fax:
(787) 765-4530
Web Page:
www.cempr.edu
President Name & Title:
Mr. Juan C. Pagani-Soto
President
EEO Official and
H.R. Name & Title:
Lilliana M. Lopez Medero
Human Resources Director
EI Centro de Estudios Multidisciplinarios (CEM) es una instituci6n educativa postsecundaria,
dedicada a la ensefianza de programas tecnicos y de grado asociada con demanda en el mercado
de empleo. Nuestra institucion esta acreditada par la "Accrediting Commission of Career Schools
and Colleges" (ACCSC), de Washington D.C. y autorizada por el Consejo de Educaci6n Superior de
P.R. y par el Consejo de General de Educaci6n de P.R.
Nuestra meta es ofrecer al estudiante educaci6n acupacional y profesional, dirigida a proveerle las
habilidades y destrezas necesarias para poder competir favorablemente en el mercado de empleo.
EI CEM afrece diversos programas de estudio de nivel postsecundario de carc~.cter universitario y no
universitario en tres unidades academicas: San Juan, Humacao y Bayam6n. Todos sus programas
estan comprometidos a adiestrar a los estudiantes a un nivel inicial de ingreso que respondan a las
necesidades de la comunidad y el emplea.
EI CEM cuenta, ademas, can personal altamente capacitado para ofrecer la mejor orientaci6n y
servicio para que el estudiante haga realidad su meta de estudio. Nuestra Instituci6n cuenta con
ayudas econ6micas federales y estatales para aquellos que cualifiquen.
CENTRO DE ESTUDIOS MULTIDISCIPLINARIOS is proud to be an Equal Employment Opportunity
Employer and takes affirmative action to employ women, protected veterans, people with disabilities
and minorities.
:MISION
La Misi6n del Centro de Estudios Multidisciplinarios es proveer educaci6n post secundaria y
superior en areas de mayor demanda ocupacional a traves de programas dirigidos a la total
integraci6n del individuo en los sectores productivos de la sociedad. La Instituci6n
organizara y ofrecera programas de educaci6n ocupacionaJ para ayudar a integrarse y
compelir exitosamente en el mundo del trabajo.
VISION
EI CEM es una instituci6n sin fines de lucro dedicada a servir las necesidades de aquellos
estudiantes que aspiren a convertirse en miembros productivos de la sociedad en Puerto
Rico. La Instituci6n sera IIder y participante activa en la formaci6n de recursos humanos con
la capacidad tecnica, el conocimiento y las actitudes requeridas para enfrentar las
demandas de la sociedad contemporanea. EI CEM utilizara efectivamente sus recursos para
proveer programas educativos de caUdad en areas relacionadas con la salud y olras
relativas a los servicios humanos en el nivel tecnico, grado asociado y bachillerato para
atender tanto las necesidades individuales de sus estudiantes como las de las comunidades
en Puerto Rico, los Estados Unidos de America y otras jurisdicciones del exterior.
Confidentiality Notice to the OFCCP
(
This Affirmative Action Program contains substantial confidential information, which
is subject to the provisions of the Trade Secrets Act, 18 U.S.C. § 1905. Chrysler
Corp. v. Brown, 441 U.S. 281 (1979).
This Affirmative Action Program is the property of CENTRO DE ESTUDIOS
MULTIDISCIPLINARIOS and it is loaned to the Office of Federal Contract
Compliance Programs, along with certain other materials requested by the OFCCP,
on the condition that the government holds them totally confidential and not
releases copies to any person.
)
Pursuant to 5 U.S.C. Sec. 552, CENTRO DE ESTUDIOS MULTIDISCIPLINARIOS
asserts that at least certain sections, eXhibits, and compliance investigation files are
exempt from the Freedom of Information Act (FOIA) disclosure provisions.
Disclosure of AAP Sections IV and VII [for "Identification of Problem Areas" and
"Establishment of Goals'] and Exhibits determining adverse impact, supporting
information of employment activity, Progress towards Goals and numbers of
exhibits for Workforce, Job Group, Availability, Utilization/Goals], and the
compliance investigation files would injure the business and financial position of the
contractor, and would constitute an unwarranted invasion of the privacy of its
employees. Disclosure of the above information would also reveal valuable trade
secrets and confidential commercial and financial information." Notice is hereby
given of a request pursuant to the regulations of the OFCCP that this AAP be kept
confidential.
CENTRO DE ESTUDIOS MULTIDISCIPLlNARIOS does not consent to the release
of any information whatsoever contained in this Affirmative Action Program under
the FOIA. If the OFCCP or any other federal agency is considering a request to
release any portion of this AAP under the Freedom of Information Act, CENTRO DE
ESTUDIOS MULTIDISCIPLINARIOS asks that the government immediately notify
Lilliana M. Lopez Medero, Human Resources Director and EEO Officer, of any and
all Freedom of Information Act requests received by the government or any other
contemplated release of this AAP or any other information obtained by the
government from CENTRO DE ESTUDIOS MULTIDISCIPLlNARIOS
NOTE: The term "Affirmative Action Program" or "AAP" includes its supporting
appendixes, exhibits, documents, data, and all materials provided by CENTRO DE
ESTUDIOS MULTIDISCIPUNARIOS to the OFCCP or other governmental agency.
CENTRO DE ESTUDIOS MULTIDISCIPLINARIOS
(
TABLE OF CONTENTS
Section
(
I.
Commitment to Equal Employment Opportunity & Policy
II.
Designation of Responsibility
III.
Identification of Problem Areas
IV.
Action-Oriented Programs
V.
Internal Audit and Reporting Systems
VI.
Placement Goals
SECTION I
COMMITMENT TO EQUAL EMPLOYMENT OPPORTUNITY
CENTRO DE ESTUDIOS MULTIDISCIPLINARIOS
REAFFIRMATION OF EEO POLICY
It has been, and will continue to be, the policy of CENTRO DE ESTUOIOS
MULTIDISCIPLlNAR10S to be an equal opportunity employer. I reaffirm the
commitment of CENTRO DE ESTUDIOS MULTID1SCIPLINARIOS's as President to
equal opportunity. At CENTRO DE ESTUDIOS MULTIOISCIPLINARIOS we will
endeavor to ensure that we treat employees and applicants in all aspects of
employment without regard to race, color, religion, national origin, sex, disability or
veteran's status. In addition, we maintain affirmative action plans relating to the
employment of women, individuals with a disability, and covered veterans as
provided by applicable laws. Employees and applicants at this establishment may
make an appointment to inspect portions of our affirmative action plans by
contacting their supervisor Lilliana M. Lopez Medero, Human Resources Director,
during normal business hours.
While I maintain overall responsibility for the implementation of the Equal
Opportunity Policy at CENTRO DE ESTUDIOS MULTIDISCIPLINARIOS, I have
delegated its management responsibilities to Ulliana M. Lopez Medero, Human
Resources Director.
J
C. Pagani Soto,
esident
SECTION II
DESIGNATION OF RESPONSIBILITY
41 CFR 60-2.17(a)
The person responsible for implementation of the Affirmative Action Program is
Lilliana M. Lopez Medero, Human Resources Director, who will report to the
President, who has the overall responsibility of the Program.
The EEO Officer receives the necessary management support and staffing to carry
out these responsibilities. They may be reached at (787) 765-4210.
A. EEO Officer Responsibilities
1. Developing policy statements, affirmative action programs, and internal and
external communication techniques.
.
2. Identifying problem areas.
3. Assisting in arriving at solutions to problems.
4.
Designing and implementing auditing and reporting systems that:
a. Measure the effectiveness of the EEO programs;
b. Indicate any need for remedial action; and
c. Determine the
degree to which
CENTRO DE
ESTUDIOS
MULTIDISCIPLINARIOS's goals and objectives are being carried out.
5.
Serving
as
liaison
between
CENTRO
MULTIDISCIPLINARIOS and enforcement agencies.
DE
ESTUDIOS
6. Keeping management informed of the latest developments in the equal
opportunity area.
7. Meeting with managers and supervisors to make certain that CENTRO DE
ESTUOIOS MULTIDISCIPLINARIOS's EEO policies are being followed.
8.
Ensuring that female staff members are encouraged and afforded a
meaningful opportunity to participate in all present and future educational,
training, recreational and social activities sponsored by CENTRO DE
ESTUDIOS MULTIDISCIPLINARIOS, and that all facilities, such as lockers
and rest rooms, are comparable for both sexes.
9. Developing procedures and counseling staff members to ensure that all are
hired, promoted, transferred and disciplined without regard to race, color,
religion, sex, national origin, mental or physical disability or veteran status.
The Human Resources Department will assist the EEO Officer by providing support
in all areas of responsibilities.
B. Duties of Line Management
The duties of supervisors and
MULTIDISCIPLINARIOS include:
managers at CENTRO
DE
ESTUDIOS
1. Assisting Human Resources in the identification of problem areas and in the
establishment of applicable organizational unit goals and objectives.
2. Preventing harassment of employees on account of race, color, religion, sex,
or national origin.
3. Reviewing the qualifications of all employees to ensure that protected group
members are given full opportunities for transfers, promotions, and training.
4. Discussing with employees the company EEO Policy and refer any employee's
issues to the Labor Relations area.
SECTION III
IDENTIFICATION OF PROBLEM AREAS
41 CFR 60-2.17(b)
The terms "utilization analysis," "underutilization," "deficiency," and "problem area,"
appearing
in
this
chapter
are
terms
CENTRO
DE
ESTUDIOS
MUL TfDISCIPLlNARIOS is required by government regulations to use. The criteria
used in relation to these terms are those specified by the government. These terms
have no independent legal or factual significance.
Although CENTRO DE
ESTUDIOS MUL TlDISCIPLlNARIOS will use the terms in total good faith effort in
connection with its AAP, such use does not necessarily signify that the CENTRO
DE ESTUDIOS MUL TlDISCIPLlNARIOS agrees that these terms are. properly
applied to any particular factual situation. This is not an admission of non­
compliance with EEO laws, regulations and objectives.
Whenever the term "goal" is used, it is expressly intended that it should not be used
to discriminate against any applicant or employee because of race, color, religion,
gender, or national origin.
Based on analyses of each job group, areas of concern have been identified and
discussed along with proposed corrective actions to bring the level of utilization up
to availability if applicable. In each case where possible underutilization has been
identified, affirmative steps will be taken as appropriate, consistent with any of the
action-oriented programs.
CENTRO
DE
ESTUDIOS
MULTIOISCIPLlNARIOS
has prepared
the
underutilization analysis and has placed goals at least equal to the availability figure
derived for women, as appropriate for that job group.
We have evaluated our personnel activity by performing the analyses of selection
decisions as required by The Uniform Guidelines on Employee Selection
Procedures pursuant to 41 CFR 60-3.
CENTRO DE ESTUDIOS MULTIDISCIPUNARIOS seeks to ensure that personnel
activities, such as, recruitment, selection, training, compensation, benefits,
discipline, promotion, transfer, demotions, and terminations remain free of illegal
discriminations based on gender and disability or veteran status.
(
SECTION IV
ACTION-ORIENTED PROGRAMS
41 CFR 60-2.17(c)
In our endeavor to achieve our Mission and Values, CENTRO DE ESTUDIOS
MULTIDISCIPLINARIOS is undergoing a restructuring process, moving towards the
alignment of its organization at an international level.
In a continuous effort to eliminate identified problem areas and achieve established
goals and objectives, CENTRO DE ESTUDIOS MULTIDISCIPLINARIOS
implements programs designed to enhance the utilization of women, including but
not limited to the following actions:
1. Review position descriptions to make certain they are accurate, the
experience and other qualifications stated are free of inadvertent bias,
thereby establishing a consistent standard for selection from among all
candidates for employment or promotion.
2. Post jobs with the state employment service and, if we identify a women's
organization that can serve as a referral base for qualified women in
underutilized areas, establish a linkage and referral system with them.
3. Include an approved EEO tag line and or statement in all recruitment
advertising.
4. Deal with EEO committed employment agencies that provide a diverse pool
of candidates for consideration.
5. Monitor hiring and promotion activities to ensure that equal opportunities are
given to women.
6. When a vacancy arises, the company first attempts to fill openings through
internal selection considering qualified candidates in promotable and
transferable positions. Thereafter, we consider external sources. All candidates
identified receive consideration without regard to their gender.
7. Provide training to develop our personnel according to their job.
8. Seek new opportunities to provide better and competitive benefits for our
employees.
(
I
CENTRO DE ESTUDIOS MULTIDISCIPLINARIOS develops and executes action­
oriented programs designed to correct any problem areas identified pursuant to CFR
60-2.17 (b) and to attain established goals and objectives. In order for these action­
be
effective,
CENTRO
DE
ESTUDIOS
oriented
programs
to
MULTIDISCIPLINARIOS ensures that they consist of more than just following the
same procedures, in order to provide a better outcome. Furthermore, CENTRO DE
ESTUDIOS MULTIDISCIPLINARIOS has made good faith efforts to remove
identified barriers, expand employment opportunities, and produce measurable
results.
Recruitment
CENTRO DE ESTUDIOS MULTIDISCIPLlNARIOS takes affirmative actions to
recruit qualified women not currently in the workforce but having the bonafide
to
perform
the
jobs.
CENTRO
DE
ESTUDIOS
requirements
MULTIDISCIPLINARIOS establishes outreach efforts with the following agencies:
DEPARTAMENTO DEL TRABAJO Y RECURSOS HUMANOS
DIVISION DE SERVICIO DE EMPLEO
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Hato Rey: Santurce, Viejo
San Juan, Rio Piedras
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787-776-0012
PO Box 4576
Caguas,PR 00726-4576
787-743-5960
787-743-6463
787-743-2206
787-744-6357
787-703-0570
198 Calle Guayama
Hato Rey, PR 00917-4559
787-756-1096
787-756-1095
787-751-6056
787-754-6070
PO Box 850
Humacao, PR 00792-0850
1-787-852-3005
1-787-852-2004
1-787-852-0565
1-787-850-6055
PO Box 40001
Bayamon, PR 00958-4041
787-787-7615
Oirecto
787-787-7617
Sra. Rosa Coreano
Ave. Eugenio Marla de
Hostos 830
Edif. Villa Capitan I, Suite 2
Mayaguez, PR 00682-1537
1-787-832-3232
1-787-833-3650
1-787-265-3344
Sra. Evelyn Justiniano
Gerente
PO Box 70004
Fajardo, PR 00738
1-787-863-1550
1-787-863-2930
1-787-860-1443
<t;;
Sra. Josefina Herrera
Gerente
Sra. Milagros Ocasio
Gerente Servo Empleo
[email protected]
Sra. Norma De Jesus Quintana
Gerente
Sra. Esperanza Castro
Enviar email:
[email protected]
Catano,
Naranjito, Toa Alta, Corozal,
Toa Baja, Comerfo, Vega Alta,
Dorado
Mayaguez:
Anasco, Las
Marias
Naguabo,
Luquillo, Ceiba
....
701-4544 Directo
787-701-4543
San Lorenzo,
Yabucoa, Las Piedras, Juncos,
Maunabo
,
Century Office Park
Carr. 887 Km. 1.3
Barrio San Anton
Carolina, PR 00986
Gurabo, Aguas
Buenas
Fajardo:
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ej ustin ia [email protected]
1-787-863-1579
Sra. Leticia De Jesus
Colocaciones
1-787-863-2930
Sra. Isabel Oraz
Gerente
1-787-863-1640 Ext. 2200
·~Ofl:ciNAS:REGiONAl:ES
Humacao:
Ceiba,
Culebra, Fajardo, Juncos, Las
Piedras, Naguabo, Vieques,
Yabucoa
Mayaguez:
Anasco,
Cabo Rojo, Hormigueros,
Lajas, Yauco, Guanica,
Maricao, Sabana Grande,
San German
San Juan:
Hato Rey,
Guaynabo, Santurce, Rio
Piedras
Carolina:
Can6vanas,
Loiza, Luquillo, Rio Grande,
Trujillo Alto
Guaynabo:
eategoria
de Sordos
Bayam6n:
DEPARTAMENTO DE LA FAMILIA
ADMINISTRACION DE REHABILITACION VOCACIONAL
Especialistas de Colocaci6n y Empleo
--­
,FAX
TEl.EFONd'
01 RE€€IOi'(ES
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Edna Gavillan Reves
Directora Regional
PO Box 4966
Caguas, PR 00726-4966
Edif. Medical Emporiun
351 Ave. Hostos,
Suite 401
Mavaguez, PR 00680­
1504
Edif. Eduardo Barreras
#602, Ave. Barbosa
Hato Rev, PR 00919-1741
PO Box 4707
Carolina, PR 00984-4707
PO Box 191741
San Juan, PR 00919-1741
AMBAS REGIONES
UNIDAS
Naranjito,
Corozal, Catano, Toa Baja,
Toa Alta, Dorado, Vega Alta,
Vega Baja, Barranquitas,
Comedo
PO Box 40002
Bayam6n, PR 00958
1-787-703-0910
1-787-704-0749
ca rmen mil [email protected]
PER,SeNA C0NTAeto
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Carmen Milagros
Rodrfguez
Su pervi sora
Ext. 310
1-787-832-6044
1-787-832-7685
1-787-833-6305
1-787-831-2740
Mavaguez
1-787-891-2100
Aguadilla
Sr.
Jose Crespo
Miercoles: Mavaguez
Semana: Aguadilla
Sra. Gloria Berrios
787-294-4860
787-766-1651
Direetora
Ext. 2030
787-776-5649
787-766-1651
787-765-1305
Sra.
Dorea Rivera
787-294-4860
787-779-7400
787-779-5909
787-779-1893
Ext. 289
Secreta ria
Sr. Wilfreda Lebron
787-269-5968
Consejero
Ext. 294
[email protected]
...
ADMINISTRACION DE VETERANOS
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Condo Medical Plaza
Suite LC-8
San Juan, PR 00921
50 Calle Gonza[o Marin
Arecibo, PR 00612-4702
MayagOez
345 Ave. Hostos
Mayaguez, PR 00680
1-800-569-2356
Cuadra
1-787-265-8825
Ponce
35 Calle Mayor
Ponce,PR 00730
1-787-841-3260
1-787-841-3165
San Juan
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787-749-4410
787-749-4409
787-749-4416
Sr. Leonardo Morales
1-787-879-4510
1-787-879-4944
Sra. Elizabeth Gutierrez
Sra. Ruth Arocho
787-834-6900 Ext. 48135
Sra. Edna Borrero
Carmen Z. Corchado Castro
Oficial de Relaciones Patronales
Departamento del Trabajo y Recursos Humanos
Negociado de Seguridad de Empleo
Servicio de Empleo
Ojicina Local de Carolina
Tel- 787-701-4543
Fax 787-776-0012
[email protected]
Puertoricotrabaja. com
PO Box 192159
San Juan, PR 00919-2159
Tel. 1-787-754-5504 Ext. 427
Fax 1-787-754-7051
Periodico La Estrella
Ramos Antonini 22 Oeste
EINuevoDia
Seccion de Clasificados
Sr. Enrique Rubio
Tel. 787 354-3335
Fax. 787792-3176
Email: [email protected]
www.c1asificadosonline.com
PeriOdico EI Occidental
Carlos Brito
Ventas Primera Hora
Directo 787~433-6320
Email:[email protected]
PO Box 816
Mayagiiez, P R 00680
Sr. Freddie Mercado
Til. 1-787-832-3311
SECTION V
INTERNAL AUDIT AND REPORTING SYSTEMS
41 CFR 60-2.17(d)
The EEO Officer is responsible for the design and implementation of the auditing
and reporting system. This system provides for:
1. Maintaining accurate records on all applicants, hires, job posting, internal
selections (promotion, demotion, or transfer) and terminations by gender.
2. Reviewing all selection, promotion, and training procedures to ensure that
they are non-discriminatory.
3. Monitoring progress towards established goals, providing feedback to
management on numbers of opportunities and numbers/percent of
selections of women into Job Groups with goals, and comparing selection
rates to the established goals.
4. Informing management at least annually about the effectiveness of the
policy and recommendations for improvements, if any.
(
AFFIRMATIVE ACTION PROGRAM
FOR WORKERS WITH DISABILITIES
AND FOR COVERED VETERANS
For the Period
April 1st, 2012 to March 31, 2013
President Name
& Title:
~pagani Soto
resident
EEO Off. Name & Title:
~~~~~b)
UlIlana M. Lop~ZMeo
Human Resources Director
CENTRO DE ESTUDIOS MULTIDISCIPLINARIOS
TABLE OF CONTENTS
I.
Inspection of this AAP
II.
Persons Covered by this AAP
III.
Invitation to Self-Identify
IV.
Policy Statement
V.
Review of Personnel Processes, Proper Considerations of Qualifications
VI.
Review of Physical and Mental Qualifications
VII.
Reasonable Accommodations to Physical and Mental Limitations
VIII.
Harassment
IX.
External Dissemination of Policy
X.
Internal Dissemination of Policy
Xl.
Audit and Reporting System
XII.
Responsibi lity for Implementation
XIII.
Training of Personnel Involved in Selection
XIV.
Other Compliance Requirements
I. INSPECTION OF THIS AAP
41 CFR 60-250.41,41 CFR 60-300.41, 41 CFR 60-741.41
The full Affirmative Action Program for Disabled Workers, and Qualified Veterans
with Disabilities, Vietnam Era Veterans, and veterans who served active duty in a
war or other military expedition for which a campaign badge has been authorized
shall be available for inspection by any applicant or employee upon request in the
Human
Resources
Department
of
CENTRO
DE
ESTUDIOS
MULTIDISCIPLINARIOS during normal business hours. This information is posted
on bulletin boards in common areas accessible to both applicants and employees.
II. PERSONS COVERED BY THIS AFFIRMATIVE ACTION PROGRAM
41 CFR 60-250.2, 41 CFR 60-300.2, 41 CFR 60-741.2
Some Important Definitions
Individual with a disability means any person who:
•
Has a physical or mental impairment which sUbstantially limits one or more
of such person's major life activities;
•
Has a record of such impairment; or
•
Is regarded as having such an impairment.
Substantially limits means:
•
Unable to perform a major life activity that the average person in the general
population can perform;
•
Significantly restricted as to the condition, manner, or duration under which
an individual can perform a particular major life activity as compared to the
condition, manner, or duration under which the average person in the
general population can perform that same major life activity; or
•
Significantly restricted in the ability to perform either a class of jobs or a
broad range of jobs in various classes as compared to the average person
having comparable training, skills, and abilities. The inability to perform a
• single, particular job does not constitute a substantial limitation in the major
life activity of working.
Major life activities means:
Functions such as caring for oneself, performing manual tasks, walking, seeing,
hearing, speaking, breathing, learning, and working.
Qualified individual with a disability means:
An individual with a disability who satisfies the requisite skill, experience,
education, and other job-related requirements of the employment position
such individual holds or desires, and who, with or without reasonable
accommodation, can perform the essential functions of such position.
•
EXCEPT, the terms individual with a disability and qualified individual
with a disability do not include individuals currently engaging in the illegal
use of drugs, when the employer acts on the basis of such use. These
terms also do not include an individual who is an alcoholic whose current
use of alcohol prevents such individual from performing the essential
functions of the employment position such individual holds or desires or
whose employment, by reason of such current alcohol abuse, would
constitute a direct threat to property or to the health or safety of the
individual or others.
Disabled veteran means:
A person entitled to disability compensation under laws administered by the
Department of Veterans Affairs for disability rated at 30 per cent or more, or a
disability rated at 10 or 20 percent in the case of a veteran who has been
determined under 38 USC 3106 to have a serious employment handicap; or a
person who was discharged or released from active duty because of a service­
connected disability.
Qualified special disabled veteran means:
A special disabled veteran who satisfies the requisite skill, experience,
education and other job-related requirements of the employment position such
veteran holds or desires, and who, with or without reasonable accommodation,
can perform the essential functions of such position.
Veteran of the Vietnam Era means:
A person who served on active duty for a period of more than 180 days, and
was discharged or released therefrom with other than a dishonorable
discharge, if any part of such active duty occurred in the Republic of Vietnam
between February 28, 1961, and May 7, 1975; or between August 5, 1964, and
May 7, 1975, in all other cases; or was discharged or released there from active
duty for a service-connected disability if any part of such active duty was
occu rred in the Repu bJic of Vietnam between February 28, 1961, and May 7,
1975; or between August 5, 1964, and May 7, 1975, in all other cases.
Other eligible veterans means:
A person who selVed on active duty during a war or in a campaign or expedition
for which a campaign badge has been authorized.
In this AAP, we refer to Vietnam era veterans, special disabled veterans and other
eligible veterans as covered veterans.
III. INVITATION TO SELF-IDENTIFY
41 CFR 60-250.42, 41 CFR 60-300.42,41 CFR 60-741.42
After making an offer of employment to a job applicant and before the applicant
or
her
employment
duties,
CENTRO
DE
ESTUDIOS
begins
his
MULTIDISCIPLINARIOS will invite the applicant to inform it whether the applicant
believes that he or she might be covered by the Rehabilitation Act or Vietnam
Veterans Readjustment Assistance Act and wishes to benefit under the AAP.
CENTRO DE ESTUDIOS MULTIDISCIPLINARIOS will not make a pre-employment
invitation to self-identify to disabled individuals or special disabled veterans.
The form of the invitation is as prescribed by the regulations: it indicates that
identification may be made now or at any time in the future, and it summarizes the
of CENTRO
DE
ESTUDIOS
relevant
portions
of the
acts
and
MULTIDISC1PLINARIOS's AAP. The invitation states that the information is
voluntary and will be kept confidential and will be used in a manner consistent with
law.
CENTRO DE ESTUDIOS MULTIDISCJPLlNARIOS will maintain a separate file on
persons who have self-identified and will provide that file to the OFCCP upon
request.
IV. POLICY STATEMENT
41 CFR 60-250.44 (a), 41 CFR 60-300.44 (a), 41 CFR 60-741.44 (a)
It is the policy of CENTRO DE ESTUDIOS MULTIDISCIPLINARIOS to seek and
employ qualified personnel at its locations and facilities, and to provide equal
employment opportunities for all applicants and employees in recruiting, hiring,
placement, training, compensation and benefits, promotion, transfer, and
termination. To achieve this, CENTRO DE ESTUDIOS MULTIDISCIPLINARIOS will
take affirmative action to employ and advance in employment qualified individuals
with disabilities, and covered veterans and will administer all personnel actions
without regard to disability and base all such decisions on valid job requirements.
CENTRO DE ESTUDIOS MULTIDISCIPLINARIOS will ensure that applicants and
employees with disabilities are informed of the contents of its policy statement.
Employees and applicants will not be subject to unlawful harassment.
V. REVIEW OF PERSONNEL PROCESSES
PROPER CONSIDERATION OF QUALIFICATIONS
41 CFR 60-250.44 (b), 41 CFR 60-300.44 (b), 41 CFR 60-741.44 (b)
CENTRO DE ESTUDIOS MULTIDISCIPLINARIOS will review its employment
procedures at least annually to ensure careful, thorough, and systematic
consideration of the job qualifications of applicants and employees with known
disabilities and covered veterans for job vacancies filled both by hiring or promoting,
and for all training opportunities.
CENTRO DE ESTUDIOS MULTIDISCIPLINARIOS ensures that its personnel
processes do not stereotype disabled persons in a manner, which limits their
access to all jobs for which they are qualified.
CENTRO DE ESTUDIOS MULTIDISCIPLINARIOS periodically reviews such
processes and makes any necessary modifications to ensure that these obligations
are carried out. A description of the review and any necessary modifications to
personnel processes or development of new processes will be included in any
affirmative action programs required under this part.
)
VI. REVIEW OF PHYSICAL AND MENTAL QUALIFICATIONS
41 CFR 60-250.44 (c), 41 CFR 60-300.44 (c), 41 CFR 60-741.44 (c)
CENTRO DE ESTUDIOS MULTIDISCIPLINARIOS believes none of our job
descriptions have requirements that tend to screen out qualified disabled
individuals unless they are job related and consistent with business necessity.
Nevertheless, CENTRO DE ESTUDIOS MULTIDISCIPLINARIOS will review
physical and mental qualifications of any job whenever the position description
for that job is revised.
CENTRO DE ESTUDIOS MULTIDISCIPLINARIOS does not administer pre­
placement physical examinations.
Information obtained about any applicant or employee's medical condition or
history shall be collected and maintained on separate forms and in separate
medical files.
These files will be treated as confidential except for:
(i)
Supervisors and managers may be informed regarding necessary
restrictions on the work or duties of the applicant or employee and
necessary accommodations;
(ii)
First aid and safety personnel may be informed, when appropriate, if
the disability might require emergency treatment; and
(iii)
Government officials engaged in enforcing the laws administered by
OFCCP or enforcing the Americans with Disabilities Act shall be
provided relevant information on request.
Information obtained regarding the medical history or condition of any applicant
or employee shall not be used for any purpose inconsistent with the law.
VII. REASONABLE ACCOMMODATIONS TO PHYSICAL
AND MENTAL LIMITATIONS
41 CFR 60-250.44 (d), 41 CFR 60-300.44 (d), 41 CFR 60-741.44 (d)
CENTRO DE ESTUDIOS MULTIDISCIPLINARIOS will make reasonable
accommodation to the known physical and mental limitations of an otherwise
qualified individual unless it can demonstrate that the accommodation would impose
an undue hardship on the operation of its business.
If an employee with a known disability is having significant difficulty performing his
or her job and it is reasonable to conclude that the performance problem may be
related to the known disability, such employee's supervisor will confidentially notify
the employee of the performance problem and inquire whether the problem is
related to the employee's disability. If the employee responds affirmatively, the
contractor shall confidentially inquire whether the employee is in need of a
reasonable accommodation. This does not mean that poor performance will be
tolerated; a reasonable accommodation is that which will permit the employee to
perform the job in accordance with those standards established by the supervisor
for all employees in the same or similar position.
VIII. HARASSMENT
41 CFR 60-250.44 (e), 41 CFR 60-300.44 (e), 41 CFR 60-741.44 (e)
CENTRO DE ESTUDIOS MULTIDISCIPLINARIOS prohibits harassment of its
employees on account of disability. Any employee who believes himself or herself
to have been harassed in violation of this policy is urged to bring this to the attention
of the supervisor or to Lilliana M. Lopez Medero, Human Resources Director, and
EEO Officer.
Any supervisor who witnesses such harassment or is otherwise informed of a
violation of this policy is directed to bring this to the immediate attention of Lilliana
M. Lopez Medero, Human Resources Director. Failure of a supervisor with such
knowledge to promptly advise the EEO Officer can be grounds for discipline up to
and including discharge.
The investigation of any such complaint shall be carried out promptly and shall
involve only those persons with a need to know.
Any employee guilty of harassment of another employee on account of disability is
subject to discipline up to and including discharge, depending on the severity of the
offense.
IX. EXTERNAL DISSEMINATION OF POLICY,
OUTREACH AND POSITIVE RECRUITMENT
41 CFR 60-250.44 (f), 41 CFR 60-300.44 (f), 41 CFR 60-741.44 (f)
CENTRO DE ESTUDIOS MULTIDISCIPLINARIOS will disseminate this Affirmative
Action Policy externally in the following ways:
1. CENTRO DE ESTUDIOS MULTIDISCIPLINARIOS enlists the assistance and
support of recruiting sources that are capable of referring qualified individuals
with disabilities, and covered veterans for employment opportunities with the
Company.
Specifically, CENTRO DE ESTUDIOS MULTIDISCIPLINARIOS will send a
copy of its policy to the following organizations:
---­
ADMINISTRACION DE VETERANOS
- ~[I§trm:~ IitKiM'"A~E§. ~ ,.
',f:i1REG"GJalfES' ~" _ ..
r ...,.,..~. ."'.,.".• ~;t
..J1..'--'='"'<
E~"
.­
..".,'
'.' .1~E-r''''''~''V
.E'f,Q, J~' _. .
..
.J'
,,~~
--­
'., ... ~
f-M ..
Arecibo
Condo Medical Plaza
Suite LC-8
San Juan, PR 00921
50 Calle GonzaJa Marin
Aredbo,PR 00612-4702
MayagOez
345 Ave. Hastos
Mayagliez, PR 00680
1-800-569-2356
Cuadra
1-787-265-8825
Ponce
35 Calle Mayor
Ponce, PR 00730
1-787-841-3260
1-787-841-3165
San Juan
...
.- .~-S~B~~~~Ji.~~
787-749-4410
787-749-4409
787-749-4416
Sr. Leonardo Morales
1-787-879-4510
1-787-879-4944
Sra. Elizabeth Gutierrez
Sra. Ruth Arocho
787-834-6900 Ext. 48135
Sra. Edna Borrero
Cannen Z. Corchado Castro
Oficial de ReZaciones Patronales
Departamento del Trabajo y Recursos Hwnanos
Negociado de Seguridad de Empleo
Servicio de Empleo
Oficina Local de Carolina
Tel· 787-701-4543
Fax 787-776-0012
[email protected]
Puertoricotrabaja. com
PO Box 192159
San Juan, PR 00919-2159
Tel. 1-787-754-5504 Ext. 427
Fax 1-787-754-7051
PeriOdico La Estrella
Ramos Antonini 22 Oeste
PO Box 816
Mayagi.ieZ, PR 00680
Sr. Freddie Mercado
Til. 1-787-832-3311
E1NuevoDfa
Secci6n de Clasificados
Sr. Enrique Rubio
TeL 787 354-3335
www.clasififadosonline.com
Periodico EI Occidental
Carlos Brito
Ventas Primera Hora
Directo 787-433-6320
Email:[email protected]
Fax. 787792-3176
Email: [email protected]
DEPARTAMENTO DE LA FAMILIA
ADMINISTRACION DE REHABILITACION VOCACIONAL
Especialistas de Colocaci6n y Empleo
OFICI.NAS REGlONALES.
Humacao:
Ceiba,
Culebra, Fajardo, Juncos, las
Piedras, Naguabo, Vieques,
Yabucoa
Mayagiiez:
Anasca,
Cabo Raja, Harmigueros,
Lajas, Yauco, Guimica,
Maricaa, Sabana Grande,
San German
San Juan:
Hato Rey,
Guaynabo, Santurce, Rio
Piedras
Carolina:
Can6vanas,
lOlza, luquillo, Rio Grande,
Trujillo Alto
Guaynabo:
Categoria
-OIRE€Gi"0NES
Edna Gavillan Reyes
Directora Regional
PO Box4966
Caguas, PR 00726-4966
Edif. Medical Emporiun
351 Ave. Hostos,
Suite 401
Mavaguez, PR 00680­
1504
Edif. Eduardo Barreras
#602, Ave. Barbosa
Hato Rev, PR 00919-1741
PO Box 4707
Carolina, PR 00984-4707
PO Box 191741
San Juan, PR 00919-1741
AMBAS REGIONES
de Sordas
lELEFONO
F.M<
."
1-787-703-0910
1-787-704-0749
ca [email protected]
1-787-832-7685
1-787-833-6305
1-787-831-2740
1-787-832-6044
Mayaguez
1-787-891-2100
Aguadilla
PERSeNA
. - - -­eaNT~CTO
,­
.
-
Carmen Milagros
Rodriguez
Supervisora
Ext. 310
Sr. Jose
Crespo
Miercoles: Mayaguez
Semana: Aguadilla
Sra. Gloria BerrIos
787-294-4860
787-766-1651
Directora
Ext. 2030
787-776-5649
787-766~1651
787-765-1305
Sra. Dorea Rivera
787-294-4860
UNIDAS
Bayamon:
Naranjito,
eorozal, Catano, Toa Baja,
Toa Alta, Dorado, Vega Alta,
Vega Baja, Barranquitas,
Comerfo
PO Box 40002
Bavamon, PR 00958
787-779-7400
787-779-5909
787-779-1893
Ext. 289
Secreta ria
Sr. Wilfreda Lebron
787-269-5968
Consejero
Ext. 294
[email protected]
DEPARTAMENTO DEL TRABAJO Y RECURSOS HUMANOS
DIVISION DE SERVICIO DE EMPLEO
=
, -, ,
'mEEQ1Vlf' ...--:-·"":,:,,,"':·:'iA'l
:Y'jm~~Jfe:G1~Jll~'~~. ~'I <~f: 'iiiilE.E(iwiS§ ~
. _.:"---:o':~. :oL
.'~ .~~rt(~~~~'" '
Century Office Park
Carolina: Trujillo Alto,
."
Can6vanas, Loiza, RIO Grande
Caguas:
__
~,,,,=--,,,-
_.~
-­
"JlII
- <""
.
Carr. 887 Km. 1.3
Barrio San Anton
Carolina, PR 00986
Hato Rey: Santurce, Viejo
San Juan, RIo Piedras
Humacao:
Bayam6n:
-
~
Sra. Josefina Herrera
Gerente
PO Box 4576
Caguas,PR 00726-4576
787-743-5960
787-743-6463
787-743-2206
787-744-6357
787-703-0570
198 Calle Guayama
Hato Rey, PR 00917-4559
787-756-1096
787-756-1095
787-751-6056
787-754-6070
PO Box 850
Humacao, PR 00792-0850
1-787-852-3005
1-787-852-2004
1-787-852-0565
1-787-850-6055
PO Box 40001
Bayamon, PR 00958-4041
787-787-7615
Directo
787-787-7617
Sra. Rosa Coreano
1-787-265-3344
Sra. Evelyn Justiniano
Gerente
Sra. Milagros Ocasio
Gerente Servo Empleo
[email protected]
Sra. Norma De Jesus Quintana
Gerente
Sra. Esperanza Castro
Enviar email:
[email protected]
Catano,
Naranjito, Toa Alta, Corozal,
Toa Baja, Comedo, Vega Alta,
Dorado
MayagOez:
Anasco, Las
Marfas
Naguabo,
Luquillo, Ceiba
'~~""::'-~~~'-'~"'-'-
787-776-0012
San Lorenzo,
Yabucoa, Las Piedras, Juncos,
Maunabo
.'
701-4544 Directo
787-701-4543
Gurabo, Aguas
Buenas
Fajardo:
""'.::::ll
Ave. Eugenio Marfa de
Hostos 830
Edif. Villa Capitan 1, Suite 2
Mayaguez, PR 00682-1537
PO Box 70004
Fajardo, PR 00738
1-787~832-3232
1-787-833-3650
1-787-863-1550
1-787-863-2930
1-787-860-1443
[email protected]
1-787-863-1579
Sra. Leticia De Jesus
Colocaciones
1-787-863-2930
Sra. Isabel Dlaz
Gerente
1-787-863-1640 Ext. 2200
2. As
required
by
these
regulations,
CENTRO
DE
ESTUDIOS
MULTIDISCIPUNARIOS lists all employment opportunities except executive
management, and those opportunities that we expect to fill from within our own
organization, with the state employment office where the position is located.
3. When we have vacancies for which we expect to recruit externally, we notify,
the sources listed in item 1. We request that they refer applicants in
accordance with our standard procedures.
4.
Newspaper advertisements and other recruiting communications carry the tag
line, Equal Opportunity Employer, M/F/DN.
x.
INTERNAL DISSEMINATION OF POLICY
41 CFR 60-250.44 (9), 41 CFR 60-300.44 (9), 41 CFR 60-741.44 (g)
CENTRO DE ESTUDIOS MULTIDISCIPLINARIOS will disseminate this Affirmative
Action Policy internally in the following ways:
1. CENTRO DE ESTUDIOS MULTIDISCIPLINARIOS's EEO/AA Policy is posted
in the Reception area and in bulletin boards located in common and production
areas where it is readily accessible to all staff members.
2.
CENTRO DE ESTUDIOS MULTIDISCIPLINARIOS will inform all employees of
its commitment to engage in affirmative action to increase employment
opportunities for qualified individuals with disabilities, and qualified covered
veterans. This may include scheduling meetings with management employees
or all employees to discuss policy and to explain individual responsibilities or by
circulating a memo.
3.
CENTRO DE ESTUDIOS MULTIDISCIPLINARIOS Policy and the existence of
the Affirmative Action Program will be discussed in new employee orientation
meetings and in management training programs.
4. The Affirmative Action Program for Disabled Workers and for Covered Veterans
is available for inspection upon request by any employee or applicant during
normal business hours in the Human Resources Department.
XI. AUDIT AND REPORTING SYSTEM
41 CFR 60-251.44 (h), 41 CFR 60-300.44 (h), 41 CFR 60-741.44 (h)
CENTRO DE ESTUDIOS MULTrOISCIPLINARIOS
implemented an audit and reporting system that:
(i)
has
designed
and
measures the effectiveness of our program;
(ii) indicates any need for remedial action;
(iii) assists us in determining the degree to which our objectives have been
obtained;
(iv)
assists us in determining whether individuals with known disabilities have
had the opportunity to participate in all CENTRO DE ESTUDIOS
MULTIDISCIPLINARIOS-sponsored educational, training, recreational,
and social activities; and
(v) measures our compliance with specific obligations.
These are the responsibility of the EEO Officer.
Where problems are identified CENTRO DE ESTUDIOS MULTIDISCIPLINARIOS
will undertake the necessary action to bring the program into compliance.
CENTRO DE ESTUDIOS MULTIDISCIPLINARIOS retains all records relating to
employment decisions, such as advertisements and postings, applications and
resumes, interview notes, tests and test results, requests for accommodation, etc.
for a period of two years from the date the record was made or the date of the
selection decision, whichever occurs first.
XII. RESPONSIBILITY FOR IMPLEMENTATION
41 CFR 60-250.44 (i), 41 CFR 60-300.44 (i), 41 CFR 60-741.44 (i)
CENTRO DE ESTUDIOS MULTIDISCIPLINARIOS's Company's President has
overall responsibility for the Program and Ulliana M. Lopez Medero, Human
Resources Director is designated as the EEO Officer and is responsible for
implementing, monitoring, and administering the Program. Implementation of this
program has the support of top management. Among other things, the EEO Officer
will:
1.
Develop policy statements, affirmative action programs, and internal and
external communication techniques, including discussions with managers,
supervisors, and employees to ensure that CENTRO DE ESTUDIOS
MULTIDISCIPLINARIOS policy is being followed.
2.
Identify problem areas in the implementation of the affirmative action
programs in conjunction with line management and develop solutions.
3.
Serve as liaison between the contractor and enforcement agencies.
4.
Serve as liaison between the contractor and organizations by and for
disabled workers, and covered veterans.
5.
Keep management informed of the latest developments in the affirmative
action area.
6.
Arrange for career counseling as requested by known disabled workers and
covered veterans.
7.
Advise supervisors that their work performance will include the prevention of
harassment of employees placed through affirmative action efforts.
XIU. TRAINING OF PERSONNEL INVOLVED IN SELECTION
41 CFR 60-250.440),41 CFR 60-300.440),41 CFR 60-741.44 (j)
All personnel involved in the recruitment, screening, selection, promotion,
disciplinary, and related processes shall be trained to ensure that the commitments
in CENTRO DE ESTUDJOS MULTIOISCIPLINARIOS's Affirmative Action Program
are carried out.
XIV. OTHER COMPLIANCE REQUIREMENTS
As
required
by
applicable
MULTIDISCIPLlNAR10S:
regulations,
CENTRO
DE
ESTUDIOS
Will include the equal opportunity clause in each of our covered contracts and
purchase orders, either in totality or by incorporation by reference. 41 CFR 60­
741.5, -250.5, -300.5
Will post in conspicuous places, available to applicants and employees, notices
in the form prescribed by the Department of Labor which state CENTRO DE
ESTUDIOS MULTIDISCIPLlNARIOS's obligation under the law to refrain from
discrimination and to engage in affirmative action with respect to individuals with
disabilities,
and
covered
veterans.
CENTRO
DE
ESTUDIOS
MULTIDISCIPLINARIOS will ensure that applicants or employees who are
specially disabled veterans are informed of the contents of the notice. 41 CFR
60-741.5,41 CFR -250.5.41 CFR -300.5
)
Will not deny a qualified individual with a disability equal access to insurance or
subject such individual to different terms or conditions of insurance based on
disability alone, if the disability does not pose increased risks. 41 CFR 60­
741.25, CFR -250.25, 41 CFR -300.25