affirmative action plan designed to achieve full utilization of minorities and women in all parts of the work force; and To ensure that FTA applicants, recipients, subrecipients, contractors and/or subcontractors will post in conspicuous places and make available to employees and applicants for employment, notices setting forth the recipient’s EEO policy. In addition, applicants/employees will be notified of the procedures for filing complaints of discrimination internally, as recipient’s well as externally with the Federal Equal Employment Opportunity Commission, the local human rights commission, and/or the U.S. Department of Transportation (DOT). The objectives of this EEO Compliance Review were: To determine whether AC Transit is honoring its commitment represented by the certification to FTA that it is complying with its responsibilities under 49 U.S.C. Section 5332, “Non-Discrimination.” To examine the required components of AC EEO Program Plan Transit’s against the compliance standards set forth in the regulations and to document the compliance status of each component. To gather information and data regarding all aspects of AC Transit’s employment practices, including recruitment, hiring, training, promotion, compensation, retention, and discipline from a variety of sources: Human Resources Department staff and other AC Transit management and staff. Voters created the Alameda-Contra Costa Transit District (AC Transit) in 1956 and subsequently approved a $16,500,000 bond issue in 1959 enabling the District to buy out the privately owned Key System Transit Lines. In October 1960, AC service began. AC Transit is constituted as a special district under Transit’s California law. It is not a part of or under the control of the Counties of Alameda or
affirmative action plan designed to achieve full utilization of minorities and women in all parts of the work force; and To ensure that FTA applicants, recipients, subrecipients, contractors and/or subcontractors will post in conspicuous places and make available to employees and applicants for employment, notices setting forth the recipient’s EEO policy. In addition, applicants/employees will be notified of the recipient’s procedures for filing complaints of discrimination internally, as well as externally with the Federal Equal Employment Opportunity Commission, the local human rights commission, and/or the U.S. Department of Transportation (DOT). The objectives of this EEO Compliance Review were: To determine whether AC Transit is honoring its commitment represented by the certification to FTA that it is complying with its responsibilities under 49 U.S.C. Section 5332, “Non-Discrimination.” To examine the required components of AC Transit’s EEO Program Plan against the compliance standards set forth in the regulations and to document the compliance status of each component. To gather information and data regarding all aspects of AC Transit’s employment practices, including recruitment, hiring, training, promotion, compensation, retention, and discipline from a variety of sources: Human Resources Department staff and other AC Transit management and staff. Voters created the Alameda-Contra Costa Transit District (AC Transit) in 1956 and subsequently approved a $16,500,000 bond issue in 1959 enabling the District to buy out the privately owned Key System Transit Lines. In October 1960, AC Transit’s service began. AC Transit is constituted as a special district under California law. It is not a part of or under the control of the Counties of Alameda or
ACTransitEEOFinalReport2012.docx