[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"doc-seo-356116-105":3,"detail-sidebar-cat-1-en-105":80,"doc-detail-356116-en":126},{"code":4,"msg":5,"data":6},0,"ok",{"site_id":7,"language":8,"slug":9,"title":10,"keywords":11,"description":12,"schema_data":13,"social_meta":73,"head_meta":75,"extra_data":77,"updated_unix":79},105,"en","moss-department-of-construction-management-affirmative-action-plan-2021-2022","MOSS Department of Construction Management - Affirmative Action Plan - 2021-2022","","The Moss Department of Construction Management (MCM) Affirmative Action Plan for 2021-2022 establishes Equal Employment Opportunity and affirmative action commitments through the Florida International University (FIU) Board of Trustees. The plan defines nondiscrimination principles covering hiring, promotion, training, terminations, and related employment practices, and outlines internal responsibilities for the FIU Affirmative Action Officer and MCM Department Heads. 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PREFACE  \nEqual Employment Opportunity is the goal of the Moss Department of Construction Management (MCM) through The Florida International University (FIU) Board of Trustees (BOT) . This means that individuals will not be discriminated against in any form and will be employed without regard to race, color, religion, sex, national origin, age, disability, sexual preference, marital or veteran status, or any other legally protected status.  \nEqual Employment Opportunity is the purpose and goal of Affirmative Action. In the MCM’s Affirmative Action Plan, the MCM resolves to be fully committed to assuring equal employment opportunity in its workforce.  \nThe MCM recognizes that the effective application of this policy requires that certain positive steps be taken to assert its leadership within the community to achieve full employment and effective utilization of the capabilities and productivity of all persons pursuant to the goal of equal employment opportunity.  \nII.  INTRODUCTION  \nThe MCM is an Equal Opportunity Employer. As such, it is incumbent upon the MCM to make good faith efforts to achieve a workforce that is representative of the area labor market. As new positions are created, or vacancies occur in the MCM’s labor force, the FIU Affirmative Action Officer, in his/her dual role as an Affirmative Action Officer, will review the MCM’s workforce to identify employment imbalances identified therein where possible. Additionally, the MCM will employ its purchasing power to have businesses adhere to the principals of affirmative action. Nothing in this Plan should be construed to encourage or to permit discrimination based on any legally protected class or characteristic.  \nIII.  POLICY STATEMENT  \nCOMMITMENT TO EQUAL EMPLOYMENT OPPORTUNITY  \nThe MCM is committed to complying with all laws that prohibit discrimination in employment on the basis of any legally protected status. In addition, the MCM will ensure that its employment practices will provide an equality of opportunity to applicants and employees without regard to their race, color, religion, sex, national origin, ancestry, age, disability, veteran status under federal laws, marital status, sexual orientation or any other legally protected status. This policy applies to employment practices, including, but not limited to, hiring, placements, promotions, terminations, layoffs, recalls, transfers, leaves of absence, compensation and training.  \nIn furtherance of the MCM’s commitment regarding Affirmative Action and Equal Employment Opportunity, the MCM will maintain a written Affirmative Action Plan that sets forth the policies, practices, and procedures which the MCM will apply in order to ensure that non-discrimination and affirmative action for qualified females and minorities is accomplished. The objective of these policies and programs is to attract and promote individuals who are qualified and/or trainable for available positions by virtue of jobrelated standards or education, training, and personal qualifications.  \nThis commitment has the full backing and support of the FIU and support of all employees is expected. The FIU Affirmative Action Officer is the appointed Affirmative Action Officer. As Affirmative Action Officer,  \nthe FIU Affirmative Action Officer shall, among other things, annually review and examine the effectiveness of the MCM’s affirmative action program and its compliance with Executive Order 11246.  \nIV.  DESIGNATION OF RESPONSIBILITY FOR IMPLEMENTATION  \nThe FIU Affirmative Action Officer, as the FIU’s appointed Affirmative Action Officer, has the overall responsibility for ensuring the effective implementation of Equal Employment Opportunity (“EEO”) and the MCM’s Affirmative Action Plan (“AAP”) . Responsibilities of the FIU Affirmative Action Officer, or his/her designee, include the followi","cbCaiqLhtCUM13nz","https://ap.wps.com/l/cbCaiqLhtCUM13nz","pdf",124311,7,"English","# Preface\n# Introduction\n# Policy Statement\n## Commitment to Equal Employment Opportunity\n# Designation of Responsibility for Implementation","[{\"question\":\"What is the main goal of the MCM Affirmative Action Plan for 2021-2022?\",\"answer\":\"It sets out Equal Employment Opportunity and affirmative action goals to ensure equal employment opportunity and eliminate discrimination in employment practices.\"},{\"question\":\"Which employment actions does the policy apply to?\",\"answer\":\"The policy applies to hiring, placements, promotions, terminations, layoffs, recalls, transfers, leaves of absence, compensation, and training.\"},{\"question\":\"Who is responsible for implementing and reviewing the plan?\",\"answer\":\"The FIU Affirmative Action Officer, including a designee, has overall responsibility and must annually review and examine the effectiveness and compliance of the MCM affirmative action program.\"}]","MOSS Department of Construction Management - Affirmative Action Plan - 2021-2022 | PDF",1790123486]