NAME OF BOARD/COMMISSION: EQUAL OPPORTUNITY COMMITTEE

APPOINTED BY: COUNTY BOARD CHAIRPERSON WITH THE PERSONNEL COMMITTEE SERVING AS LIAISON

COMPOSITION: NINE MEMBERS, TWO ALTERNATES AND ONE COMMISSIONER LIAISON

LENGTH/TERM: MEMBERS ARE APPOINTED TO TWO-YEAR STAGGERED TERMS EXPIRING SEPTEMBER 30; ALTERNATES ARE APPOINTED TO ONE-YEAR TERMS EXPIRING SEPTEMBER 30; THE COMMISSIONER LIAISON IS APPOINTED FOR A TERM EQUAL TO HIS/HER TERM OF OFFICE.

AUTHORITY: CREATED BY BOARD RESOLUTION #73-263 AS AMENDED BY RESOLUTION #77-197

PER DIEM: NONE

OATH OF OFFICE: NONE REQUIRED.

MEETINGS: HELD ON THE FIRST THURSDAY EACH MONTH AT 6:00 P.M., IN THE HUMAN SERVICES BUILDING, 5303 SOUTH CEDAR, LANSING.

SUMMARY OF DUTIES/RESPONSIBILITIES:

THE COMMITTEE SERVES AS ADVISORS TO THE BOARD OF COMMISSIONERS ON MATTERS WHICH WILL INSURE EQUAL OPPORTUNITY FOR ALL COUNTY CITIZENS. IT VERIFIES THAT BANKS HOLDING COUNTY FUNDS ARE EQUAL OPPORTUNITY EMPLOYERS AND LENDERS, AND THAT ALL POSSIBLE PURCHASING IS DONE FROM EQUAL OPPORTUNITY EMPLOYERS. IT MAKES RECOMMENDATIONS TO THE COUNTY BOARD AND/OR ITS COMMITTEES NECESSARY TO CARRY OUT THE BOARD'S COMMITMENT TO EQUAL OPPORTUNITY. THE GROUP ALSO PREPARES AN ANNUAL REPORT ON THE STATUS OF EQUAL OPPORTUNITY IN THE COUNTY AND HELPS THE PERSONNEL COMMITTEE MONITOR AFFIRMATIVE ACTION PLANS ADOPTED BY THE COUNTY.

THIS COMMITTEE HAS ADVISORY AND INVESTIGATORY FUNCTIONS AND SERVES AS A CENTRAL COMPLAINT BUREAU ABOUT EMPLOYMENT, SERVICES AND THE LIKE IN INGHAM COUNTY'S GOVERNMENTAL SYSTEM.

This proposed Ingham County Equal Opportunity Employment Plan (hereinafter referred to as the "EOE Plan") is not radically different than the one approved (and still in operation) on May 26, 1987. It is a proposed update of the 1987 plan. This update is partially based on the following:

1. Some concerns expressed by the Michigan Department of Civil Rights (MDCR) on the 1987, EOE Plan.

2. "Appointment Recommendation Procedure", used in the EOE Plan of the Michigan Employment Security Commission (MESC).

3. Basic Steps to Develop Equal Opportunity Programs, January, 1989, Michigan Department of Civil Rights.

4. Report of the Michigan Comparable Worth Task Force and related information from the Michigan Civil Service Commission.

5. Conferences with MDCR officials and the Ingham County Personnel Director.

Following are some issues which were now as they were then in 1987, as well as additional observations by the Ingham County Equal Opportunity Committee (herein after referred to as the "EOC"), learned from monitoring the 1987 plan.

1. Ingham County does not have a chief executive officer with the power to demand compliance with EOE plans and assume ultimate responsibility to the full Board of Ingham County Commissioners.

2. The County Board of Commissioners do not have power to demand compliance from elected department heads.

3. The County Personnel Department recruits and processes applicants, but it is ultimately the department head (elected and appointed) who makes the hiring decisions. Of course, these decisions could be appealed to the EOC, Personnel Committee of the Board of Commissioners and the full Board of Commissioners.

4. Other than keeping names of applicants active for one year, the County does not have an updated pool of potential recruits, similar to a civil service eligibility list.

5. The County does not have an affirmative action office or officer. It is the Personnel Department that recruits and monitors compliance with the EOE Plan.

6. The EOC is technically an advisory body without power to enforce compliance. However, experience shows that it does provide monitoring in an advisory manner and its concerns and recommendations were acted upon by the Personnel Committee, Board of Commissioners, the Personnel Department and some department heads.

In a Memorandum to the EOC, dated July 26, 1990, the County Personnel Director reported that with a minority work force of 15.0%, Ingham County had exceeded the goal it set in 1987, to have a minority work force of at least 13.8% by 1990. This latter goal was based on the general characteristics of the population from the 1980, U.S. Census of Population. By job categories, the percentage of minorities ranged from 9.6%, for administrators and officials to 27.6% for para-professionals. By organizational units, the jobs tend to cluster around certain departments and at lower level jobs or those held traditionally by women. In general, small units of ten (10) employees or less tend to have very low turn-over. Thus, in the absence of any discrimination, by the simple fact of not having vacancies, a small unit will show minority hiring of zero percent. Another unit of five staff members will have a minority hiring of 20%, by just hiring one person. Notwithstanding the statistical quirks, the fact is that the County did increase its overall minority representation in the work force. As we enter into the decade of the 1990s, the County may have to confront personnel issues beyond Equal Opportunity.

It is understood that affirmative action was and should continue to be a temporary measure. Assume two scenarios. One, the County will comply or even exceed goals based on the general characteristics of the population from the 1990 U.S. Census of Population. Two, the alternate scenario, not only will the County fail to reach its equal employment goals, but some forms of discrimination will creep in, at least covertly. Either way, the County may have to go beyond equal opportunity to provide quality service to its constituents, due to the change in the demographics of the Country, State and the County.

Recent trends show that a growing number of new workers entering the workforce will be minorities and females during a period when most jobs will be requiring higher skills. Ingham County will be challenged to hire, train and educate their unskilled and low-skilled workers. In addition, the County may want to investigate a system of luring back (even on a part-time basis) retired older workers. Assuming the current efforts at educational reform result in producing skilled workers, small businesses and local governments will have to compete for their services with larger units of government and corporations. In fact, this is a problem the County is now facing with higher level jobs vis-a-vis minorities and women with commensurate qualifications.

Assuming the County's demographic composition will follow the nation's, it will have to go beyond equal opportunity goals to attract and maintain a qualified work force. It won't be enough just to provide job opportunities to those traditionally left out. The County will provide the structure for recruitment, and career ladder advancement for new recruits and long term employees, regardless of race, color, religion, sex, sexual orientation, national origin, handicap, height, weight, marital status, age or political affiliation (except where age, sex or lack of handicap constitutes a bona fide occupational qualification), and may provide training and education opportunity based upon available resources. The County may have to move from providing equal employment opportunity to traditionally discriminated groups to an inclusive, comprehensive staff development plan. This proposed 1991, EOE Plan update provides some suggestions toward this direction.

Equal Opportunity Plan

Preamble and Purpose . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1

Policy Dissemination . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2

Utilization Study . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3

Hiring and Promotion Process . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4

Development and maintenance of a Pool for Recruits . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4

Development and Training . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5

Selection Process . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6

Promotion . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7

In-Service Training . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7

Compensation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7

Enforcement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7

Corrective Action . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8

Procedure for Processing Complaints . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8

Complaint Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9

Purchasing & Contracting Policy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9

Resolutions

Resolution to Adopt an Equal Employment Opportunity Plan (1991) . . . . . . . . . . . . . . . . . . . . . 10

Resolution to Adopt an Equal Employment Opportunity Plan (1987) . . . . . . . . . . . . . . . . . . . . . 11

Resolution to Adopt an Equal Employment Opportunity Plan (1977) . . . . . . . . . . . . . . . . . . . . . 12

Resolution to Supplement Amend and Restate Its Policies on Equal Opportunity

and Non-Discrimination by the County of Ingham (1978) . . . . . . . . . . . . . . . . . . . . . . . . . . 13

Resolution to Make Ingham County an Equal Opportunity/Affirmative Action

Employer (1981) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15

Resolution Adopting the Ingham County Sexual Harrasment Policy (1981) . . . . . . . . . . . . . . . . . . 17

Resolution & Policy III Re: Prohibited Actions of Harassment or Interference with Employee

Right to Complain . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18

Resolution to Create an Equal Opportunity Committee (1973) . . . . . . . . . . . . . . . . . . . . . . . . . . 20

Resolution Changing Appointment of Equal Opportunity Committee Members (1977) . . . . . . . . . . 21

Equal Opportunity Committee

Advisory Board Summary Sheet/County of Ingham . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22

Sexual Harrassment Policy

Memo to All Employers-Sexual Harrassment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23

Ingham County Sexual Harassment Policy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24

Purchasing Policy

Equal Opportunity/Affirmative Action Policy I . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27

Affidavit of Equal Opportunity/Affirmative Action . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28

Vendor Qualification Application . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29

Standard Bidder's Application . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30

Procurement Guide . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31

It is the policy of the County of Ingham to provide equal opportunity in its employment on the basis of merit and fitness, and without discrimination regardless of race, color, religion, sex, sexual orientation, national origin, handicap, height, weight, marital status, age or political affiliation (except where age, sex or lack of handicap constitutes a bona fide occupational qualification). The County of Ingham shall pursue an aggressive recruitment and personnel development program in order to maintain a highly qualified work force.

The County of Ingham does hereby reaffirm its policy to ensure equal opportunity in employment for all persons and to provide, to the maximum extent possible, the same employment, placement, hiring, promotion and salary opportunities and to promote equal opportunity employment through a continuing action plan applicable to each department of the County and to be an integral part of the total personnel management program. By 1995, it is the goal of the County to continue to employ a work force which reflects the population characteristics of minorities, women and handicappers of Ingham County, by job categories, and shall pursue a program of recruitment, hiring and promotions from a pool of highly qualified employees and applicants, and may consider additional targeted training projects based on available resources.

Therefore, the County, as evidence of its intent to comply with the basic policies and procedures necessary for effective uniform enforcement of equal opportunity standards hereby adopts this voluntary Equal Opportunity Employment Plan.

This Plan assigns responsibilities and provides quarterly reports and annual evaluations, to the Ingham County Board of Commissioners, all elected officials and department heads. The Plan requires the County at all segments of its personnel program, to ensure that all personnel related decisions are based upon the individuals ability to meet the requirements of the job, and that the County shall monitor and eliminate any obstruction that interferes with the equal opportunity in all segments of the personnel program. The Plan precludes quotas and reduction in job related qualifications to increase employment of women, minorities and handicappers. The goals should not be construed as quotas which must be met, nor ceilings that will prevent the hiring or

promotion of the most qualified people. Therefore, the County, shall hire and promote persons most qualified regardless of race, color, religion, sex, sexual orientation, national origin, handicap, height, weight, marital status, age, or political affiliation (except where age, sex, height, weight, or lack of handicap constitutes a bona fide occupational qualification), in order to meet the labor force demands of the County.

The Board of Commissioners acknowledges the fact that this Equal Opportunity Employment Plan is not enforceable to department heads who are elected officials. However, the Board of Commissioners will use all of its persuasive abilities to encourage Elected Officials to concur with the Equal Opportunity Policy.

Equal Opportunity Committee. The Ingham County Board of Commissioners has appointed an Equal Opportunity Committee consisting of interested citizens who have as one of their functions the investigation of discrimination complaints by prospective applicants and employees of the County. As a result of their investigation of these complaints, they may make a recommendation to the Board of Commissioner's Personnel Committee as to appropriate remedial action. The Committee may hold hearings as it deems necessary, and shall submit an annual report to the Personnel Committee.

All advertisements for open positions shall continue to state that Ingham County is an Equal Opportunity Employer as required by federal, and or state law. All meetings of the Personnel Committee and the Board of Commissioners are open to the public and provide an opportunity for limited public comment. The Equal Opportunity Committee established by the Board of Commissioners shall hold an annual public hearing regarding Equal Employment Opportunities within the County, as required by the Board of Commissioners' Resolution. The Personnel Office has established, and shall continue to maintain, an open line of communication with agencies throughout the County which provide protected group member applicants for open County positions.

Upon request applicants or interested parties shall be provided with the EOE Plan.

A utilization study is used to compare the relative proportion of the protected classes in the organizational work force by variables. The study takes the form of a compilation of characteristics and the frequency with which they occur in the organization (for example, number of females in a department). Certain variables appear to be more worth looking at as potential causes of systematic discrimination.

Explanations which do not appear discriminatory in intent but which have a discriminatory effect are also subject to change. There is, however, a limit to the responsibility of the organization. It is very important to document the sources of variation and the procedures that were taken to correct the variation. The responsibility of showing that there is no effect, or that the effect cannot be controlled by the organization, rests within that organization. Therefore, documentation is essential.

Having identified the Labor Force as a proper comparison group, the next phase of the Plan is to provide a quarterly inventory by selected characteristics of the County organization's work force. In order to save time, the presentation of County's utilization of individuals in the protected classes will coincide with a comparison of their representation in the Ingham County Labor Force. Each table will contain a brief synopsis of the relationship between the County's organizational work force and the County Labor Force. These tables will provide an easily understood visual cumulative graphic display of these statistics.

The most recent labor force data as well as information from a pool of qualified applicants or potential recruits by job categories may be used as comparison group(s). The next phase is to provide a quarterly inventory of the characteristics of the County organization's work force. The presentation of the County's utilization of individuals in the protected classes will coincide with a comparison of their representation in the County's labor force and availability in the pool of qualified applicants or potential recruits. Each table will contain a brief synopsis of the relationships between the County's organizational work force and the County labor force as well as the pool of qualified applicants and potential recruits.

The Personnel Department shall evaluate and monitor the interview and selection process of each County department to ensure that this Plan is adhered to and no person is denied employment opportunities because of their race, color, religion, sex, sexual orientation, national origin, handicap, height, weight, marital status, age, or political affiliation (except where age, sex, or lack of handicap constitutes a bona fide occupational qualification).

A weekly listing of open positions is sent, and shall continue to be transmitted to agencies specializing in the recruitment of protected group members. The job listing shall be displayed in County buildings and local United States Post Offices, and shall be available at the Personnel Offices in Lansing, Michigan Employment Security Commission in Lansing, and the Placement Offices of Michigan State University, Lansing Community College and other local agencies such as community and ethnic organizations and federally State funded employment and training programs. Notices of openings may be placed in local newspapers including the local Spanish language publication, and out-of-town papers when positions may be difficult to fill.

The County shall develop and maintain a labor pool from current employees and applicants through, but not necessarily limited to the following actions:

UNSUCCESSFUL APPLICANTS - All applicants not hired into the position for which they have applied shall be considered an unsuccessful applicant. At this point in the process their application shall be placed in the active application file for a period of 1 year. During this year, the applicant may be considered for any other position (1 per week) that they feel they are qualified for by simply filling out a green title request form and assuring that the Personnel Department receives the same by 5:00 p.m., Friday of the deadline week.

At the end of the 1st year of age for an application and at the start of the 2nd year, all applications are placed into an inactive status and removed to a separate storage area where they will be held for a period of 1 additional year. During this second year, an application may be reactivated, although a new application blank would be required to be completed and attached to any existing applications for the applicant. After this second full year of age of the application and on a yearly basis all applications 2(+) years of age shall be shredded for security and confidentiality reasons and then properly recycled.

For purposes of recruitment only and in specific instances where normal advertisement, Jobs Hotline and Job Vacancy Bulletin Posting do not adequately

draw a reasonable number of applications, applicants from previous related positions with similar job classifications may be notified through use of the computerized A.T.P. database system.

The use of this database would be to notify all applicants from the previous related position(s) applied for that there is a similar opening. It would then be the applicants responsibility to notify the Employment Office through the use of a green title request form or a new application (when necessary) that they wish to be considered for the existing vacancy. Upon receipt of their request they would again be considered along with all other applicants for the existing vacancy and thus, the process would repeat itself again.

RECRUITMENT - The County shall implement a program of intensive recruitment of qualified protected group members, e.g., minority, women, and handicappers. Internal dissemination in meetings with department heads and the Personnel Director or his/her representative shall also be made on a semi-annual basis. At these meetings, department heads shall be advised of the Equal Opportunity Plan and their responsibilities under it. In the event that the Personnel Committee deems it necessary, it shall appoint a staff person to sit in on job interviews with department heads to ensure that the basis of hiring does not include any factors of unlawful discrimination and/or to ensure standardization of selection procedures.

Further outreach recruiting for hard to fill positions shall consist of advertising in both state and national publications, with colleges and universities specializing in various curriculums which are needed within Ingham County. In twelve month intervals, a Personnel Representative shall contact and work with local educational institutions in an effort to encourage graduates to apply for open County positions. A Personnel Representative shall work with the Vocational Rehabilitation Department of the State of Michigan in the area of career development, and job interview techniques.

Information on current job openings shall be available 24-hours a day via a telephone recording known as the "Ingham County Jobs Hotline" (887-4329).

Recruitment and interviews may be conducted at the offices of various agencies within the Community which provide facilities and programs for employment.

DEVELOPMENT AND TRAINING - The County shall provide opportunities for training to entry level positions and career ladders to current employees by continuing its policy of reimbursing the cost of tuition and related expenses for employees who pursue further education and training on their own time; and by encouraging and allowing employees to participate in seminars, workshops and the like at County expense and time, based on available resources allocated by the Board of Commissioners for these purposes.

1. Continue and expand the practices of student internships which may encourage students to join County service, and workstudy students and workstudy programs based on available resources allocated by the Board of Commissioners for such purposes.

SELECTION - All applicants shall apply for County positions through the Personnel Office which shall act as a coordination agency for employment. Below is the Personnel Selection Process:

1. The Personnel Office is informed by a Personnel Action Request and Job Requisition forms that a vacancy exists.

2. The Ingham County Job Opportunity Bulletin will post the current job openings. Each position is posted for one week unless insufficient applications are received. Applications are received at the Personnel Office Monday, 8:30 a.m. until 5:00 p.m., and Tuesday through Friday from 8:00 a.m. until 5:00 p.m. Applicants must apply for the position during the posting period. On the basis of the number and quality of applications received, the Personnel Office determines the advisability of continuing the job vacancy on the following week's posting. A department head may participate in this decision by contacting the Employment Coordinator/Employment Specialist before 12-noon on Thursday.

3. a. Testing - Typing and shorthand tests are given to applicants applying for positions which require those skills.

b. Pre-screening Process - Interviews are held by the Personnel Office and referrals of a limited number of the best candidates are made to the Departments for final selection, via a form which will remind them of this Plan and the Departments' employment statistics during the last two preceding quarters, by federal job categories.

c. Applicants - Applicants who are not referred by the Personnel Office to the hiring departments shall be notified by mail.

4. Final Selection Process - The department representative(s) interview(s) all applicants referred by the Personnel Office and selects the person for the position. The Department should advise the Employment Coordinator/Employment Specialist by telephone of the selection and promptly submit a Personnel Action Request form. The Department Head will be responsible for notifying the applicants, not selected for the job, in writing.

5. Employment Week - The first week of their employment, all new employees must attend an orientation session at the Personnel Office, which will also include receiving a handout concerning the Equal Opportunity Employment Plan. (See Equal Opportunity Employment Statement Page 2).

PROMOTIONS - All County positions are listed in the Ingham County Jobs Opportunity Bulletin. Current employees who apply and new applicants shall be screened and may be interviewed. The procedure of referring the best candidates shall be consistently followed. Department heads are encouraged to communicate to Personnel current employees whom they feel would qualify for open positions. Career ladder referrals are made in accordance with the appropriate collective bargaining agreement.

INSERVICE TRAINING - Inservice Training will be held on a semi-annual basis and shall consist of employment practices and issues for department heads, manager, supervisors and elected officials. The Personnel Committee and Equal Opportunity Committee shall assist and give input to the Personnel Department in developing appropriate in-service training.

COMPENSATION - All County positions have formally established salary ranges. Persons hired normally begin at the starting salary. Where qualifications of applicants warant, permission may be sought from the Personnel Director or Personnel Committee to start an employee above the beginning salary.

Positions within the County are classified according to a system developed by Dr. John Sullivan of Michigan State University in 1972, and adopted by the Ingham County Board of Commissioners effective January 1, 1973. This system is on file at the Personnel Office.

This Equal Opportunity Employment Plan is based on a twelve-month cycle with provisions for a quarterly review as follows:

A. Statistical analysis of hiring data as provided by the department heads and Elected Officials regarding new positions or replacements, including information by job category;

B. Referral data as compared to hiring data;

C. Review of complaint and/or procedures.

The review of data within A, B, and C, above shall be by the Personnel Department, the Equal Opportunity Committee, and/or the Personnel Committee, and the findings shall be sent to the full Board of Commissioners.

CORRECTIVE ACTION - The Board of Commissioners, in placing its full support behind this Equal Opportunity Employment Plan, charges managerial employees to carry out its provisions and intent and may take the following action or actions in the event a problem occurs:

1. Personnel Department will bring the Manager and/or employee(s) to the attention of the Personnel Committee for appropriate action and notify the EO Committee;

2. Personnel Committee may impose or extend a hiring delay;

3. Require the hiring department to submit in writing the reasons for acceptance and rejection of each referred applicant.

4. The Personnel Department has the authority to participate in the final interview and selection process, additionally the Personnel Committee may designate one of its members or authorize an Equal Opportunity Committee member to be present.

5. Personnel Department or the Personnel Committee may have final approval of the hiring decision where appropriate;

6. Managers and/or employees who violate state, federal, or local discrimination laws or ordinances shall be appropriately disciplined, which may include termination of employment.

7. Among the positive factors to be considered in the promotion of supervisors and managers is their record at efforts in complying with this Equal Opportunity Plan.

A. Collective Bargaining Agreements. All Ingham County collective bargaining agreements prohibit discrimination and have appropriate grievance procedures to process a complaint.

B. Complaints. The Personnel Director is available to meet with, evaluate and make recommendations to the Personnel Committee any complaints by prospective applicants and/or employees regarding discrimination, and these complaints are to

be made part of the quarterly report. The following complaint procedure is posted in the Ingham County Personnel Office.

If an applicant for employment feels that he/she has not been treated fairly in the hiring process, by any segment of Ingham County Government, they have the right to contact the Director or Assistant Director of Ingham County Personnel at 5303 S. Cedar, Lansing, MI 48911. The second step in this procedure is to contact the Ingham County Equal Opportunity Committee, P.O. Box 319, Mason, MI 48854.

A. All persons or firms selling or contracting in any manner with the various departments and agencies of Ingham County government shall be required to file an "Affidavit of Equal Opportunity/Non-Discrimination", a copy of which is attached hereto, at least once in each calendar year, with the office of the Ingham County Controller.

1. This requirement for the filing of said affidavit shall henceforth be considered as a condition of any and all contractual arrangements entered into by the various departments and agencies of this County with any other persons or firms doing business therewith.

2. The Purchasing Department shall request current and those who wish to be included in the County's vendors or bidders list on a voluntary basis to indicate if they are more than 50% minority, women, handicapper or veteran owned. The minority classification shall be those of the 1990, U.S. Census of Population; Black, Hispanic, Native American or Asian/Pacific Islander.

B. It shall be the responsibility of the Personnel Committee of the Ingham County Board of Commissioners to periodically review the contractual arrangements between outside firms and persons and the various County departments and agencies with respect to this Equal Opportunity Plan.

1. It shall be the further responsibility of this Committee to periodically review the "Affidavits of Equal Opportunity/Non-Discrimination" on file with the office of the Ingham County Controller. The purpose of such review is to make recommendations to the Board of Commissioners with reference to any policies necessary to implement and assure that all business done with this County is done in compliance with the State and Federal laws of Equal Opportunity and non-discrimination.