Purpose: This chapter of rules provide state employers guidance on affirmative action regarding the development and implementation of affirmative action goals and timetables, and the monitoring of progress toward those goals and timetables.
Statutory Authority for Adoption: Chapter 41.06 RCW.
Adopted under notice filed as WSR 04-13-186 on June 23, 2004.
Changes Other than Editing from Proposed to Adopted Version: WAC 357-25-025(2), this subsection had a change of wording due to discussions with stakeholders. Originally this subsection was filed as affirmation action and equal opportunity policy statement must be "updated," now filing as must be "reviewed."
WAC 357-25-055, this section had a change of wording to remove the word "supplementary" as a result of discussions with stakeholders.
Number of Sections Adopted in Order to Comply with Federal Statute: New 0, Amended 0, Repealed 0; Federal Rules or Standards: New 0, Amended 0, Repealed 0; or Recently Enacted State Statutes: New 11, Amended 0, Repealed 0.
Number of Sections Adopted at Request of a Nongovernmental Entity: New 0, Amended 0, Repealed 0.
Number of Sections Adopted on the Agency's Own Initiative: New 0, Amended 0, Repealed 0.
Number of Sections Adopted in Order to Clarify, Streamline, or Reform Agency Procedures: New 0, Amended 0, Repealed 0.
Number of Sections Adopted Using Negotiated Rule Making: New 0, Amended 0, Repealed 0; Pilot Rule Making: New 0, Amended 0, Repealed 0; or Other Alternative Rule Making: New 11, Amended 0, Repealed 0.
Date Adopted: July 29, 2004.
E. C. Matt
(1) Establishes guidelines to assist in developing and implementing affirmative action plans;
(2) Provides the essential data for determining availability of affected groups;
(3) Reviews and approves the technical aspect of affirmative action plans and updates;
(4) Assists in recruiting affected group members, including targeted recruitment when the representation of affected group members is less than its availability;
(5) Reviews the progress of employers in meeting goals and addressing problems identified in affirmative action plans and programs; and
(6) Reviews statewide employment trends for general government such as appointment, promotion, transfer, terminations, and formal disciplinary actions for adverse impact, as necessary.
(a) An affirmative action and equal employment opportunity policy statement; and
(b) Policy statements on sexual harassment and reasonable accommodation.
(2) The employer's affirmative action and equal opportunity policy statement must be reviewed and approved by the head of the agency, institution, or related higher education board each year. The policy statements on sexual harassment and reasonable accommodation must be updated as needed.
(1) If an employer has federal affirmative action reporting obligations, the employer must submit an affirmative action plan on a two-year cycle as set by the department.
(2) If the employer does not have federal affirmative action reporting obligations, the reporting requirements depend upon the employer's size.
(a) Employers with 25 - 49 full-time equivalent (FTE) employees must submit a small agency/institution workforce profile annually.
(b) Employers with 50 or more FTE employees must submit an affirmative action plan on a four-year cycle as set by the department, with an update to the affirmative action plan two years into the cycle.
(1) A workforce profile reflecting total employees and total employees sorted by affected group status. The affirmative action update must also show a comparison between the current workforce profile and the previous submission.
(2) A utilization and goals report by job group, for each affected group, showing where goals have been set. The affirmative action update must reflect a goals analysis report indicating where goals have been met for the reporting period.
(3) A section containing a detailed narrative of the strategies to be employed to reach goals. The affirmative action update must also reflect the strategies employed during the reporting period.
(4) A response to the governor's affirmative action policy committee recommendations from the previous plan or update.
To increase the representation of persons with disabilities, Vietnam-era veterans, disabled veterans, and persons age 40 and over in certified pools, the employer may certify these individuals in accordance with WAC 357-16-135.
These affirmative action tools must only be used when a goal exists for the specific affected group.