EQUAL EMPLOYMENT OPPORTUNITY
PROGRAM
4-K Radio, Inc. d.b.a. KOZE AM-FM, Lewiston Idaho
10 March, 2003
It will be our policy to provide equal employment opportunity to all qualified individuals without regard to race, color, religion, sex, national origin, age or disability in all personnel actions including recruitment, evaluation, selection, promotion, compensation, training and termination.
It will also be our policy to promote the realization of equal employment opportunity through a positive, continuing program of specific practices designed to ensure the full realization of equal employment opportunity without regard to race, color, religion, national origin or sex.
To make this policy effective, and to ensure conformance with the Rules and Regulations of the Federal Communications Commission, we have adopted an Equal Employment Opportunity Program, which includes the following elements:
Mike Ripley, President / General Manager will be responsible for the administration and implementation of our Equal Employment Opportunity Program. It will also be the responsibility of all persons making employment decisions with respect to recruitment, evaluation, selection, promotion, compensation, training and termination of employees to ensure that our policy and program is adhered to and that no person is discriminated against in employment because of race, color, religion, sex, national origin, age or disability.
To
ensure that all members of the staff are cognizant of our equal employment
opportunity policy and their individual responsibilities in carrying out this
policy, the following communication efforts will be made:
1)
KOZE RadioÕs employment application
forms will contain a notice informing prospective employees that discrimination
because of race, color, religion, national origin or sex is prohibited and that
they may notify the appropriate local, State or Federal agency if they believe
they have been the victim of discrimination.
2)
Appropriate notices will
be posted at the KOZE Radio offices 2560 Snake River Avenue, Lewiston, Idaho,
informing applicants and employees that KOZE Radio is an Equal Opportunity
Employer and of their right to notify an appropriate local, State or Federal
agency if they believe they have been the victim of discrimination.
3)
KOZE Radio will not base
employment decisions based on assumptions, opinions or stereotypes about the
abilities, traits, or performance of individuals of a certain sex, race, age,
religion, or ethnic group, or individuals with disabilities
4)
KOZE Radio will not deny
employment opportunities to a person because of marriage to, or association
with, an individual of a particular race, religion, national origin, or an
individual with a disability.
5)
KOZE Radio will not
engage in retaliation against an individual for filing a charge of
discrimination, participating in an investigation, or opposing discriminatory
practices. Any charge of discrimination will be treated confidentially. If the
charging party is a current employee, KOZE Radio will take steps to ensure that
no employee retaliates against the person filing the charge and will make it
clear to employees who file charges that their relationship with the company
will not be affected. As to former employees, the EEOC filing will not affect
the nature of any references given.
6) In compliance with EEOC regulations, KOZE Radio will keep all personnel or employment records for one year. If an employee is involuntarily terminated his/her personnel records must be retained for one year from the date of termination.
7)
KOZE Radio in compliance
with ADEA record keeping requirements will keep all payroll records for three
years. In addition will keep on file any employee benefit plan (such as pension
and insurance plans) and any written seniority or merit system for the full
period the plan or system is in effect and for at least one year after its
termination.
8)
KOZE Radio in compliance
with the Fair Labor Standards Act (FLSA) record keeping requirements applicable
to the EPA, will keep payroll records for at least three years. In addition,
will keep for at least two years all records (including wage rates, job
evaluations, seniority and merit systems, and collective bargaining agreements)
that explain the basis for paying different wages to employees of opposite
sexes in the same establishment.
To ensure that information concerning each full-time vacancy is widely disseminated, we propose to use the following list of recruitment sources with the requirements of 47 C.F.R. Section 73.2080:
1)
Community Recruitment
Sources
a)
Lewiston Morning Tribune
b)
Lewiston Job Service Ð
Idaho Department of Employment
c)
Nez Perce Tribe - TERO
d)
Lewis-Clark State
College
e)
University of Idaho
f)
Walla Walla Community
College
g)
Washington State
University
2)
State & National
Recruitment Sources
a)
Idaho State Broadcasters
Association
b)
National Association of
Broadcasters
c)
Radio World Magazine
3)
On-Air Recruitment Ð
including the EEO policy statement in all announcements and keep records of any
announcement schedules.
4)
Web Page Job Vacancy posting
that will include the EEO policy statement, current vacancies and descriptions
for those vacancies and make the employment application available on line.
V. Outreach Initiatives
In compliance with FCC EEO rules for stations in small marketsÑthose located in a metropolitan area that has a population of fewer than 250,000 persons Ð KOZE Radio plans to engaged in a two (2) non-vacancy-specific outreach activities over the two year period. These could include:
1) Participate in Idaho State Broadcasters Association Scholarship Program for students interested in pursuing a career in broadcasting.
2) Provide training to management level personnel as to methods of ensuring equal employment opportunity and preventing discrimination.