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Home My WebLink AboutMINUTES - 12121995 - D6 a 4 � TO: BOARD OF SUPERVISORS I.O.-3 . ,. . Contra FROM: INTERNAL OPERATIONS COMMITTEE �` •• o; Costa DATE: December 4, 1995 County SUBJECT: MEETING WITH THE EQUAL EMPLOYMENT OPPORTUNITY ADVISORY COUNCIL SPECIFIC REQUEST(S)OR RECOMMENDATION(S)&BACKGROUND AND JUSTIFICATION RECOMMENDATIONS: 1. DIRECT the County Administrator, on behalf of the Board of Supervisors, to write to Centex Golden (General Contractor for the Merrithew Memorial Hospital replacement project), expressing the concern of the Board for the level of women and minority hiring which has been` accomplished and indicating the Board's hopes that Centex will be able to achieve the goals which have been set for women and minority hiring. 2. REQUEST the 1996 Internal Operations Committee to try to. meet on a quarterly basis with the Equal Employment Opportunity Advisory Council (EEOAC) to review the concerns which have been expressed by the EEOAC, to the extent that the recommended actions or solutions are within the jurisdiction of the Board of Supervisors and for this purpose REFER this matter to the 1996 Internal Operations Committee, removing it from the 1995 Internal Operations Committee. BACKGROUND; On January 4, 1995, the Equal Employment Opportunity Advisory Council (EEOAC) wrote to the Board of Supervisors asking to have quarterly meetings with our Committee. On January 17, 1995, the Board of Supervisors referred the letter to our Committee. CONTINUED ON ATTACHMEhAT: _X YES SIGNATURE: RECOMMENDATION OF COUNTY ADMINISTRATOR RECOMMENDATION OF BOARD COMMITTEE APPROVE OTHER tIMSIGNATURE(S,: MARK DeSAULNIER ROGE S ACTION OF BOARD ON- Beeember 47 APPROVED AS RECOMMENDED _X OTHER ��cvc•�rrvvr-r��8� VOTE OF SUPERVISORS I HEREBY CERTIFY THAT THIS IS A TRUE _�L UNANIMOUS(ABSENT none ) AND CORRECT COPY OF AN ACTION TAKEN AYES: NOES: AND ENTERED ON THE MINUTES OF THE BOARD ABSENT: ABSTAIN: OF SUPERVISORS ON THE DATE SHOWN. ATTESTED December 12, 1995 Contact: PHIL BATCHELOR.CLERK OF THE BOARD OF' CC: County Administrator SUPERVISORS AND COUNTY ADMINISTRATOR Affirmative Action Officer EEOAC (Via Affirmative Action Officer) BY"44-4� DEPUTY I.O.-3 It was simply not possible to schedule quarterly meetings throughout the year because of the press of other business before our Committee. We did, however, schedule one meeting with the EEOAC to provide its members with an opportunity to share with our Committee their concerns. On December 4, 1995, our Committee met with Jonathan Dumas, Chair of the EEOAC and several members of the EEOAC. Mr. Dumas shared the attached document with us at the Committee meeting and reviewed each point in some detail. Specifically in regard to the Merrithew Memorial Hospital, Mr. Dumas noted that: 1. While 30% of the work is being performed by minority workers, the only minority group represented is disproportionately Hispanic. There should be more equitable representation of other minority groups working on a large project this large. 2. Little additional work has been sub-contracted to minority contractors and virtually none have been female workers. Our Committee agreed that we would recommend that the Board authorize sending a letter to the General Contractor, Centex Golden, expressing the Board's concerns and indicating that the Board hopes that Centex Golden will be able to everything possible to improve its minority and female participation on this project. Of the other issues raised by Mr. Dumas, some are within the purview of the Board of Supervisors while there is relatively little the Board can do on other issues. We are asking that the Board refer this issue to the 1996 Internal Operations Committee and ask the 1996 Committee to meet on a quarterly basis with the EEOAC and get updates on the concerns of the EEOAC. -2- Internal Operations Committee December 4, 1995 Meeting The Advisory Council on Equal Opportunity requested to meet with you regularly ( quarterly ), to discuss ways affirmative action issues are affecting Contra Costa residents, and to discuss ways the Advisory Council could more effectively fulfill its role and responsibilities. I. Why meet? There are several areas of interest in the community of Contra Costa: Education money for college motivate minorities and women in schools • Jobs job opportunities ( self and children ) losing job or having to take a cut in pay can't afford to buy or keep a home money for retirement high tech occupations and limited, representation women and minorities lack of long term planning • Crime becoming a victim of crime Disproportionate representation of African American and Latino males in prison effective alternatives to incarceration no/small number of minority judges in Contra Costa County • Health Care affordable health care youth and elderly long term care drug related illnesses AIDS, HIV preventative health care II. Recommendations Action items for 1996 Increase staff for affirmative action office ( Secretary, MBE/WBE Specialist, and an Affirmative Action Analyst ) Initiate an Affirmative Action newsletter for employees and the public covering: laws/court cases; trends in society; exemplory individuals employed by and within Contra Costa County respond to anti-affirmative action news articles Monitor minority and female appointments ( especially when Hispanics are on the eligibility lists; department head positions; management positions; and non traditional positions ) Develop training program for department affirmative action committees covering their role and responsibilities; career development; department issues Quicker turn around time in filing Council vacancies Require minority and female representation on all boards, committees, and councils under the Board of Supervisors such as the Planning Commission. Require staff to document their efforts to obtain diverse representation. Provide adequate funding for 1995 and 1996 ADA Transition Plan for County facilities Require the identification of the essential functions in all job classes within three years Require Human Services Department and Social Services to develop a plan for notifying AFDC recipients of job openings per the requirements of the consent decree Provide access and training to Internet for County employees regardless of their job classes or shifts Provide training to employees on long term health care planning Initiate review of criminal justice system to identify reasons minorities are sentenced longer, and initiate legislation to correct the bias Request the appointment of minority judges in Contra Costa County Initiate and support preventive programs in the Sheriff and Probation Departments to train youth and/or provide alternative programs to incarceration Request quarterly reports from Probation and Sheriff Departments on their employee selections, particularly when minorities and females are being interviewed for positions. Provide ongoing basic reading, writing,and communication workshops for County employees Require more cross training among County employees at every occupational level