MINORITY OWNED BUSINESS A business at least 51% of which is owned by minority group members, or which is OCCUPATIONAL PARITY The representation of women and minorities in particular occupational categories in the recruiting area. This has generally been accepted as a primary basis for defining affirmative action goals and underutilization. POPULATION PARITY The percentage of women and minorities between 16 and 65 years of age in the local PROTECTED CLASS Any group (or member of that group) specified in, and therefore protected by, the antidiscrimination laws or the affirmative action obligations of federal contractors. The antidiscrimination laws protect individuals from discrimination because of age, color, handicap, national origin, race, religion, or sex. The groups for whom affirmative action is required are racial minorities, women, persons with a handicap, disabled veterans and veterans of the Vietnam-era. RACIAL MINORITY A protected class, members of which have been defined by the Equal Employment Black Persons having origins in any of the Black racial groups of Africa. Hispanic Persons of Mexican, Puerto Rican, Cuban, Central or South American or other American Indian/Alaskan Native Persons having origins in any of the original peoples of Asian/Pacific Islanders - Persons having origins in any of the original peoples of the Far REASONABLE ACCOMMODATIONS (1) used in connection with affirmative action for handicapped persons. If a handicapped employee or applicant has the skills necessary to perform a job, an employer must make reasonable accommodations to the physical environment, equipment, schedules or procedures that would enable the individual to function in the position. (2) used in connection with discrimination because of religion. If an employee needs to be absent for religious reasons, an employer must make reasonable accommodation to grant the employee that absence even though it may conflict with, or differ from, the employer's schedules, standards or other business conditions unless such absence causes employer undue hardship. SELECTION PROCESS Steps involved in employment or promotion decisions. Generally includes: initial screening interviews; filling out of application; tests for employment; background and/or reference checks; actual interview for employment; decision whether or not to hire or promote the individual. SEXUAL HARASSMENT Any behavior which includes unsolicited and unwelcome sexual comments or overtures. whether by word or gesture, request for sexual favors or other verbal or physical conduct of a sexual nature. UNDERUTILIZATION Having fewer minorities or women in a particular job category than would reasonably be expected by their availability. UNDUE HARDSHIP In order for an employer to legally refuse to accommodate an applicant's or an employee's handicap or religious beliefs, the employer must be able to show that such accommodation would place a severe burden on the operation of the business. See Reasonable Accommodations. UNLAWFUL EMPLOYMENT PRACTICE Any policy or practice that has discriminatory intent or effect. HERY & GONZALEZ, TEXAS, CHARMAN PRANK ANDRINDO, ILLINOIS STEPHEN & NEAL NORTH CAROLINA MARY ROSE DAKAR, OND CHARLES & SCHUMER NEW YORK ESTEBAN EDWARD TORRES, CALIFORNIA GERALD D. KLECEKA, WISCONSIN PAUL & KARLJORSKI, PENNSYLVANIA GLIZABETH J. PATTERSON, SOUTH CAROLINA JOSEPH P. KENNEDY & MASSACHUSETTS FLOYD H PLAKE, NEW YORK KWESI MFUME, MARYLAND PETER HOAGLAND, NEBRASKA RICHARD & HEAL MASSACHUSETTS CHARLES LUKEN, OHIO MAXINE WATERS, CALIFORSSA LARRY LAROCCO, IBAND BILL ORTON UTAN JIM BACCHUB, FLORIDA JAMES MORAN, JR. VIRGINA JOHN COX, J., ILLINOIS TED WEISS, NEW YORK JIM BLATTERY, KANSAS GARY L ACKERMAN, NEW YORK U.S. HOUSE OF REPRESENTATIVES COMMITTEE ON BANKING, FINANCE AND URBAN AFFAIRS Mr. Gerald Corrigan President ONE HUNDRED SECOND CONGRESS 2129 RAYBURN HOUSE OFFICE BUILDING WASHINGTON, DC 20615-8050 June 19, 1992 Federal Reserve Bank of New York 33 Liberty Street New York, NY 10045 Dear President Corrigan: CHALMERS P. WYLIE CHRO JM LEACH, IOWA BILL MCCOLLUM FLORIDA MARGE ROUEMA, NEW JERSEY DOUS BERBUTER, NEBRASKA THOMAS ROOL PENNSYLVANIA TOBY ROTH, WISCONSIN ALFRED A MCCANDLESS, CALIFORNIA RICHARD I BAKER LOUISIANA CLIFF STEARNS, FLORIDA PAL & GRIMOR, ONIO BILL PAKON NEW YORK JOHNNY) DUNCAN, JA, TENNESSEE M HANCOCK, MISSOUS BERNARD SANDERS, VERMONT 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 New York: 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. office b. Describe the current personnel and structure of the 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: 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? b. Describe specifically for 1991 the number and 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. |
