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WASTE MANAGEMENT, INC. <br /> DIRECTIVE NUMBER: PD-101 <br /> ISSUE DATE: March 1, 1992 <br /> AFFIRMATIVE ACTION <br /> GROUP: Applies to WMI, WMNA and CWM <br /> RESPONSIBLE DEPARTMENT: Vice President - Human Resources <br /> PURPOSE <br /> This Directive reaffirms that the Company is an Equal Opportunity <br /> Employer (EOE) and intends to maintain a culturally diverse work <br /> force free from any form of discrimination. <br /> APPROVALS AND MINIMUM REOUIREMENTS <br /> 1. Each operating- location must: <br /> Maintain a current Affirmative Action Plan (AAP) which is <br /> updated and reviewed annually. The AAP outlines the goals <br /> for increasing female and minority representation in the work <br /> force. <br /> • <br /> Maintain an applicant flow log at each hiring location. The <br /> log includes the name, race, sex, EEO-1 job category, title <br /> of the position applied for and the final disposition of the <br /> application (i.e. , hired, not qualified, etc. ) . Applicant <br /> flow logs and applications must be maintained for two years. <br /> Annually complete an EEO-1 report which summarizes the <br /> location's work force makeup by sex, race and EEO-1 job <br /> category. <br /> Annually complete a VETS-100 report indicating the number of <br /> special disabled or Vietnam era veterans by job category. <br /> Ensure that all required federal, state and local EEO posters <br /> are displayed as required by law. <br /> Hold periodic meetings with supervisory personnel to explain <br /> the intent of WMI 's affirmative action program and the <br /> individual responsibilities for implementation. The meetings <br /> should include information on areas of underutilization and <br /> obligations under the AAP. <br /> 2. Requirements for external recruitment include: <br /> Advertisements for employment must include the phrase "Equal <br /> Opportunity Employer" and should not indicate exclusion of a <br /> protected class. <br /> 1 <br />