Abbildungen der Seite
PDF
EPUB

3.a.

2

Describe in detail your complaint resolution process.

The document The EEO Complaint System and How It Works, the
November 9, 1992 memorandum, an the Interim Rules Regarding Equal
Opportunity are included in response 1.d. They contain the detail
descriptions of the complaint process.

b.

How many complaints, claims, notices, allegations or charges, informal or formal, were filed for calendar year 1992?

There were four informal complaints, one formal complaint, and one civil action that never received administrative processing during calendar year 1992.

C.

For each category listed in b. above, please give a breakdown of the grounds alleged for discrimination by category, whether race, religion, sex, national origin, or age, and the status or resolution of the complaint.

[blocks in formation]

Race, Reprisal - Board decision - no discrimination. Pending in

U.S. District Court

Direct File U.S. District Court:

Age - Pending U.S. District Court

THE FEDERAL RESERVE BANK

OF BOSTON

HENRY B. GONZALEZ, TEXAS, CHAIRMAN

FRANK ANNURDO, ILLINOIS

STEPHEN L HEAL NORTH CAROLINA

CARROLL HUBBARD, JR, KENTUCKY
JOHN & LAFALCE, NEW YORK

MARY ROSE DAKAR, OHIO
BALICEF VENTO, MINNESOTA
DOUG BARNARD, GEORGIA
OURLE E SCHUMER NEW YORK
BARNEY FRANK MASSACHUSETTS
BEN ERDREICH, ALABAMA
THOMAS A CARPER DELAWARE

ESTEBAN EDWARD TORRES, CALIFORNIA

GERALD D. KLECZKA, WISCONSIN

PAUL & KANJORSKI, PENNSYLVANIA

ELIZABETH J. PATTERSON, SOUTH CAROLINA

JOSEPH P. KENNEDY MASSACHUSETTS

FLOYD H. FLAKE, NEW YORK

KWEISI MFUME, MARYLAND

PETER HOAGLAND, HEBRASKA

RICHARD E NEAL MASSACHUSETTS

CHARLES LUKEN, OHIO

MAXINE WATERS, CALIFORNIA

LARRY LAROCCO, IDAHO

BILL ORTON, UTAH

JIM BACCHUS, FLORIDA

JAMES MORAN, JR., VIRGINIA

JOHN COX, JR, ILLINOIS

TED WEISS, NEW YORK

JIM SLATTERY, KANSAS

GARY L ACKERMAN, NEW YORK

U.S. HOUSE OF REPRESENTATIVES

COMMITTEE ON BANKING, FINANCE AND URBAN AFFAIRS

Mr. Richard F. Syron

ONE HUNDRED SECOND CONGRESS 2129 RAYBURN HOUSE OFFICE BUILDING WASHINGTON, DC 20515-6050

June 19, 1992

President and Chief Executive Officer

Federal Reserve Bank of Boston

600 Atlantic Avenue

Boston, MA 02106

Dear President Syron:

CHALMERS P. WYLIE OHIO

JIM LEACH, IOWA

BILL MCCOLLUM FLORIDA

MARGE ROUKEMA, NEW JERSEY

DOUG BEREUTER, NEBRASKA

THOMAS RIDGE, PENNSYLVANIA
TOBY ROTH, WISCONSIN

ALFRED A MCCANDLESS, CALIFORNIA

RICHARD K. BAKER LOUISIANA

CLIFF STEARNS FLORIDA

PAUL & GILMOR, OHIO

BILL PAXON, NEW YORK

JOHN RAMY DUNCAN, JA, TENNESSEE

TOM CAMPBELL, CALIFORNIA

MEL HANCOCK, MISSOUR
PRANK FIGGS, CALIFORNIA
JIM MUBBLE, IOWA

RICHARD K. ARMEY, TEXAS
CRAIG THOMAS, WYOMING
SAM JOHNSON, TEXAS

BERNARD SANDERS, VERMONT

30 229-4347

As part of our continuing oversight under Rule X of the House of Representatives over the operation and activities of the agencies and departments subject to the Committee's legislative jurisdiction, the Committee on Banking, Finance and Urban Affairs requests answers to the following questions regarding equal employment opportunities and minority and women contracting by July 31, 1992.

1. With respect to the internal structure of the Federal Reserve Bank of Boston:

a. Provide current staffing statistics for the bank showing the number and percentage of employees for each pay grade, by race, sex, disability, and age, as of December 31, 1991. Include a separate breakdown for race and sex of the ten highest paid employees, the top ten percent highest paid employees and the lowest ten percent paid employees.

b. Describe the current personnel and structure of the office which administers your equal employment opportunity programs. What is the current reporting structure to your office?

C. Describe and attach copies of all current policies and procedures regarding equal employment opportunity. What goals does the bank have for 1992-1993?

2. With respect to complaints based on any applicable equal employment opportunity or pertinent civil rights laws, and your complaint resolution process:

[blocks in formation]

or charges, informal or formal, were filed for each calendar year, 1990 and 1991?

c. For each category listed in b. above, please give a breakdown of the grounds alleged for discrimination by category, whether race, religion, sex, national origin, disability, or age, and the status or resolution of the complaint.

3.

With respect to contracts between the bank and minority or women contractors:

a. Does the bank have a specific minority and women contracting outreach program? If So, attach all relevant documents, including policy statements and program guidelines. Include any information pertaining to the executive level positions which administer or oversee such programs. What is the current reporting structure to your office?

and

b. Describe specifically for 1991 the number monetary value of contracts with (i) minorities, or minority-owned entities, and (ii) women, or women-owned entities, which provide (a) financial services, (b) investment banking, (c) underwriting, (d) accounting, (e) legal services, (f) asset management (g) asset disposition or (h) other (please describe). Indicate the date the contract began and its term.

c.

Does the bank have a minority and women certification process? Does the bank accept certifications made" by other Federal Reserve Banks or government, State or Federal, agencies?

If you have any questions, please do not hesitate to call Barbara Shycoff, Committee counsel, at (202) 225-4247.

Thank you for your cooperation,

Sincere

биде

buy Sugelly

Henry B. Gonzalez
Chairman

73-209 - 93 - 19

[blocks in formation]

I am pleased to supply you with information on our Affirmative Action, Equal Employment Opportunity and Minority Vendor programs as requested in your letter of June 19. The first document in the enclosed response booklet answers each of your questions in detail, and supplemental information follows. Also enclosed are our 1991 and 1992 Affirmative Action Plans.

The Federal Reserve Bank of Boston takes its Affirmative Action and Equal Employment Opportunity (EEO) responsibilities very seriously. The Bank's Board of Directors reviews and approves the Affirmative Action Plan on a yearly basis. This plan includes a comparison of the current Bank minority and female staff by level with both our goals for the year and with the percentages of minority and female employees at those levels in the Boston labor market. Typically, the Bank exceeds by some margin the data for the labor market; in 1991 our internal goals were met and we expect that will be the case in 1992. Reflecting these annual goals, all officers, supervisors and exempt staff are charged with Affirmative Action and EEO responsibilities for which they are evaluated annually. Our senior vice president and general counsel serves as the Bank's EEO Officer and reports directly to me. Reporting directly to him is the EEO Coordinator, our Vice President of Personnel. Our personnel practices and policies have been developed to guarantee equal opportunity to all people regardless of race, color, gender, age, national origin, religion, disability or sexual orientation.

The Bank has also developed over the years an extensive minority vendor program. Each year the Bank's Board of Directors reviews and approves the bank's annual goal for minority business purchases. Two officers, both members of minority groups, are responsible for oversight of this program as well as monitoring progress on the established goals. Information on this program is included as well. Both our EEO and Affirmative Action Programs as well as the minority vendor program are complemented by the Bank's ongoing

« ZurückWeiter »