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13-89-01 Bulletin May 14 2013 Minnesota Department of Human Services -- P. O. Box 64941 -- St. Paul MN 55164-0941 OF INTEREST TO County Human Services Directors with staff covered by System MMS Services Agency Affirmative Action Liaison/Designee ACTION/DUE DATE Please implement changes distribute and take action by the due date July 1 2013 EXPIRATION DATE DHS issues Minnesota Merit System 2013-2015 Equal Employment Opportunity and TOPIC 2013-201...

How to fill out minnesota merit system 2013-2015

How to fill out Minnesota Merit System 2013-2015 Equal Employment Opportunity and Affirmative Action Guidelines

1. Review the Minnesota Merit System 2013-2015 Equal Employment Opportunity and Affirmative Action Guidelines document thoroughly.
2. Identify the sections that are relevant to your organization or agency's policies.
3. Gather necessary data on current workforce demographics to establish a baseline for analysis.
4. Develop specific goals and strategies for improving diversity and addressing any identified gaps.
5. Create a detailed plan outlining the necessary steps and responsible parties for implementing the guidelines.
6. Ensure all relevant stakeholders are informed and trained on the guidelines and their importance.
7. Regularly monitor and evaluate progress towards the established goals and make adjustments as needed.

Who needs Minnesota Merit System 2013-2015 Equal Employment Opportunity and Affirmative Action Guidelines?

1. State agencies in Minnesota looking to comply with employment laws.
2. Human resources departments aiming to promote diversity and inclusion.
3. Organizations seeking to improve their affirmative action plans.
4. Employees seeking to understand their rights and the organization's commitment to equal opportunity.

People Also Ask about

What are the requirements for equal employment opportunity and affirmative action?

provide similar benefits and services to everyone. apply all policies and practices consistently to applicants and staff. do not differentiate among applicants or employees on the basis of race, color, national origin, religion, sex, physical or mental disability, medical condition, ancestry, marital status, or age.

What is the 80% rule in discrimination?

What is the 80% Rule? The 80% rule was created to help companies determine if they have been unwittingly discriminatory in their hiring process. The rule states that companies should be hiring protected groups at a rate that is at least 80% of that of white men.

What is the EEO policy in Minnesota?

Minnesota State prohibits discrimination and harassment against persons in the terms and conditions of employment, personnel practices, or access to and participation in educational programs, services, and activities on the basis of membership or perceived membership in any of the following protected classes: race, sex

What is the 4 5 rule in affirmative action?

Adverse impact and the “four-fifths rule.” A selection rate for any race, sex, or ethnic group which is less than four-fifths ( 4/5) (or eighty percent) of the rate for the group with the highest rate will generally be regarded by the Federal enforcement agencies as evidence of adverse impact, while a greater than four

What is the difference between equal employment opportunity and affirmative action?

The binding characteristic of these non-discrimination laws is preventing discrimination based on one or more protected characteristics of a person. Affirmative action is different. It requires non-discrimination, and it requires employers to pro-actively plan to engage members of protected classes in their workforce.

What are the rules for affirmative action?

Executive actions and legislation The original order mandated that federal contractors cannot discriminate against employees on the basis of race, religion and national origin. It also mandated that these federal contractors ensure equal employment opportunity in their hiring practices.

What is the 80/20 rule for affirmative action?

The rule states that employers should be hiring protected groups (i.e. those who are different from white men in terms of ethnic group, race, or sex) at a rate that is at least 80% that of a non-protected group (such as white males).

What is the 80% rule of adverse impact?

The 80% rule states that the selection rate of the protected group should be at least 80% of the selection rate of the non-protected group. In this example, 4.8% of 9.7% is 49.5%. Since 49.5% is less than four-fifths (80%), this group has adverse impact against minority applicants.

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What is Minnesota Merit System 2013-2015 Equal Employment Opportunity and Affirmative Action Guidelines?

The Minnesota Merit System 2013-2015 Equal Employment Opportunity and Affirmative Action Guidelines are policies designed to promote fair employment practices and ensure equal access to job opportunities within the Minnesota Merit System.

Who is required to file Minnesota Merit System 2013-2015 Equal Employment Opportunity and Affirmative Action Guidelines?

All state agencies and departments that are part of the Minnesota Merit System are required to file these guidelines to demonstrate their commitment to equal employment and affirmative action efforts.

How to fill out Minnesota Merit System 2013-2015 Equal Employment Opportunity and Affirmative Action Guidelines?

To fill out the guidelines, organizations must gather relevant demographic data, outline their affirmative action strategies, and detail their goals for achieving equal employment opportunities, then submit the completed documentation in accordance with established procedures.

What is the purpose of Minnesota Merit System 2013-2015 Equal Employment Opportunity and Affirmative Action Guidelines?

The purpose of these guidelines is to eliminate discriminatory practices in hiring and employment, promote diversity in the workforce, and ensure compliance with federal and state equal employment laws.

What information must be reported on Minnesota Merit System 2013-2015 Equal Employment Opportunity and Affirmative Action Guidelines?

Organizations must report demographic workforce statistics, the effectiveness of their affirmative action plans, progress towards hiring goals, and any disparities identified in recruitment or retention of employees.