Paying particular attention to trainees and those categories listed in part 5000.3450, subpart 2, an in-depth analysis of the following shall be made:
the total selection process including position descriptions, position titles, worker specifications, application forms, interview procedures, test administration, test validity, referral procedures, final selection process, and similar factors;
facilities, company sponsored recreation and social events, and special programs such as educational assistance;
technical phases of compliance, such as poster and notification to labor unions, retention of applications, or notification to subcontractors.
If any of the following items are found in the analysis, corrective action shall be taken:
lateral or vertical movement of minority or female employees occurring at a lesser rate (compared to work force mix) than that of nonminority or male employees;
the selection process which eliminates a significantly higher percentage of minorities or women than nonminorities or men;
referral ratio of minorities or women to the hiring supervisor or manager which indicates a significantly higher percentage rejected as compared to nonminority and male applicants;
minorities or women excluded from or not participating in company sponsored activities or programs;
seniority provisions that contribute to overt or inadvertent discrimination, that is, a disparity by minority group status or sex exists between length of service and types of jobs held;
minorities or women underutilized or significantly underrepresented in training or career improvement programs;
no formal techniques established for evaluating the effectiveness of equal employment opportunity programs;
lack of access to suitable housing inhibits recruitment efforts and employment of qualified minorities;
lack of suitable transportation, public or private, to the workplace inhibits minority employment;
9 SR 2748
October 2, 2013
Official Publication of the State of Minnesota
Revisor of Statutes