We, along with the Bank's Board of Directors, are personally committed to equal employment opportunity for all persons and to the Bank's Affirmative Action Program. Each of you plays an important role in fulfilling this commitment, and in ensuring that the Bank's personnel policies and practices are administered in accordance with the Bank's Equal Employment Opportunity Policy.
This handbook is designed for you to use as a reference guide on this Bank's Equal Employment Opportunity Policy and Affirmative Action Program. The Personnel Officers and the Equal Employment Opportunity Officer are available to answer any questions and to assist you in carrying out your responsibilities.
The Federal Reserve Bank of New York is committed to providing equal employment opportunity to all persons without regard to race, color, religion, national origin, sex, age, or handicap. All aspects of personnel management and employee relations, including recruitment, promotion, administration of compensation and benefits, and Bank-supported training, counseling, and educational programs are administered in accordance with this policy. The Bank is committed to increasing the representation of minorities and females in the senior staff and official positions at the Bank.
The Bank condemns and will take immediate action against anyone who discriminates on the basis of race, color, religion, national origin, sex, age, or handicap, or who engages in conduct that constitutes sexual harassment on the job, a discriminatory practice violating Title VII of the Civil Rights Act of 1964. The sexual harassment of employees by management personnel or by co-workers is strictly prohibited. Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature may constitute sexual harassment.
Definitions and summary of
laws and regulations
Definitions and summaries of significant laws pertaining to equal employment opportunity and affirmative action are set forth below:
Equal Employment Opportunity is the right of every person to apply for and be evaluated for job opportunities and to be considered only on the basis of that person's ability to do the job, and not the person's race, color, sex, national origin, religion, age, or any mental or physical handicap.
Affirmative Action is positive action taken by employers to hire and advance people protected under the Civil Rights Act of 1964 ("Act"). Affirmative Action programs are the result of executive orders of the President and their purpose is to remedy the effects of past discrimination against those protected by the
The Civil Rights Act of 1964 prohibits discrimination in employment on the basis of race, color, religion, sex, or national origin. The Act also established the Equal Employment Opportunity Commission, which administers the law to ensure equal treatment to all.
There are numerous other federal and state statutes that protect the civil rights of individual employees.
Responsibilities
All officers and supervisory personnel are directly responsible and accountable for carrying out the Bank's Equal Employment Opportunity policy and for assisting in implementing the Bank's Affirmative Action Program.
Senior officers in charge of groups have special responsibility for setting affirmative action goals for their groups.
Officers in charge of functions are
responsible for devising action plans to meet goals set by the senior officers of their groups. These action plans include an outline of strategies and appropriate timetables to be used to meet the goals. They are submitted to the Personnel Department and Equal Employment Opportunity Office during the first quarter of the calendar year. Managers, chiefs, and other supervisory
staff have the responsibility for implementing the action plans in their respective areas, including such matters as the employment of individuals from outside of the Bank, where appropriate, and the identification of key employees for development.
The Vice President in charge of the Personnel Function is responsible for promoting understanding of the Bank's Program and working with senior officers to develop detailed action plans to ensure successful implementation.
The Equal Employment Opportunity Officer assists in formulating the Bank's Affirmative Action Program; monitors and evaluates the effectiveness of the Bank's Equal Employment Opportunity Policy and Affirmative Action Program; identifies, investigates, and resolves equal employment opportunity complaints; and prepares statistical and other reports related to equal employment opportunity and affirmative action.
Affirmative action planning and implementation
The Bank's affirmative action planning process is carried out at the group and function levels and for the Bank as a whole. The process consists of three phases:
■ Collecting and analyzing data on the sex and ethnic composition of the Bank's local labor market to determine whether the
representation of minorities and females in various job groups in the Bank coincides with representation in comparable occupations in the local labor market;
■ Developing specific strategies, plans and timetables, where warranted, to improve the representation of minorities and females in specific job groups and areas of the Bank; and ■ Implementing such strategies and plans.
Although strategies and plans may differ from area to area, they should address the following:
Identification and development of minorities and females within the Bank for advancement; Active recruiting initiatives; and
Other initiatives such as internships or training efforts to improve the area's success in recruiting and retention.
The Personnel Function and the Equal Employment Opportunity Officer monitor, on a quarterly basis, progress towards affirmative action goals set by the individual groups and functions and the Bank as a whole. A senior Personnel officer reports to the Board of Directors annually on equal opportunity developments in the Bank.
The Equal Employment Opportunity Officer periodically reports on the Bank's affirmative action efforts to the Committee on Management Development and Compensation and, at year-end, reports to the President and the First Vice President on significant EEO matters, including affirmative action achievements and the status of internal and external discrimination complaints. The Equal Employment Opportunity Officer also conducts periodic reviews of selected personnel practices.
The senior officers in charge of groups and functions report on attainment of their affirmative action goals during the annual review of their area's performance by the Resource Planning Committee.
Ongoing programs
The Bank conducts a variety of programs and activities to meet the career development needs of all employees including supervisory, technical, and professional staff members. In so doing, the Bank contributes to the upward mobility of minorities and females as they advance in their careers at the Bank by ensuring that they are appropriately represented in the following programs and activities.
Affirmative Action: The Next Phase. The Bank conducts a supervisory management training program entitled "Affirmative Action: The Next Phase," designed to heighten management awareness of and sensitivity to equal employment opportunity and affirmative action. Executive Training and
Development Program (ET&D).
This program is open to employees in salary grades XIII-XVII who demonstrate the ability to assume official responsibilities.
Job Posting and Career Counseling. The Bank's job posting system emphasizes equal opportunity for all qualified applicants. Career counseling service is available to assist employees in reviewing career opportunities and evaluating eligibility for specific job openings.
The Bank offers approximately 40 courses in operations, supervision, and communications to assist employees in developing job-related skills to prepare them for increased responsibilities.
Management Training Program (MTP). This program is open to employees in salary grades VIII-XII who demonstrate the potential and desire to assume general management responsibilities.
Recruitment and community relations
American Economic Association's (AEA) Summer Program for Minority Economists.
The Bank supports this program financially and provides a Visiting Professor to the program.
AEA Federal Reserve System Ph.D. Fellowships for Minority Students. The Bank participates in this System effort designed to increase the representation of blacks and other minorities in the economics profession at the Ph.D. level.
Black Executive Exchange Program (BEEP).
The Bank sponsors, under the auspices of the National Urban League, minority employees as guest lecturers at predominantly black colleges and universities.
LEAD (Leadership Education and Development) Program in Business Inc. The Bank participates in this program which is designed to attract outstanding minority students to careers in business and management.
Minority Summer Internship Program. The Bank hires minority students from various colleges each summer to broaden their exposure to the activities of the Bank. Recruitment.
The Bank annually recruits at a wide variety of colleges including those with significant minority and female populations.
Urban Bankers Coalition.
Membership in this organization provides the Bank with exposure to experienced minority bankers and professionals.
Youth Opportunity Campaign.
This New York Employment Service program provides jobs for economically disadvantaged high school and college students.
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