1. WHAT IS AFFIRMATIVE ACTION And how does it affect CFM and the responsibilities of our management team

2. AFFIRMATIVE ACTION The Executive Order 11247 prohibits federal contractor and subcontractors that generally have contracts that exceed $10,000 from discriminating in employment decisions on the basis of race, color, religion,sex,or national origin. It also requires covered contractors to take affirmative action to ensure that equal opportunity is provided in all aspect of their employment.

3. CFM’s Affirmative Action Plan CFM has developed an Affirmative Action Plan to not only comply with the existing DOD contract that we have but to favorably position ourselves as more government contracts become available for CFM to bid on in the future

4. How does this affect me as a manager or supervisor? Anyone writing purchase orders or contracts should include the following verbiage: “Corporate Flight Management is an equal employment opportunity employer and is a federal contractor. Consequently, the parties agree that, to the extent applicable, they will comply with Executive Order 11246,the Vietnam Era Veterans Readjustment Assistance Act of 1974,as amended and Section 503 of the Rehabilitation Act of 1973,as amended and also agree that these laws are incorporated herein by this reference.”

5. Supervisors and Managers Supervisors should have posted in their high traffic areas (available to employees and applicants) the following: Affirmative Action and Equal Employment Opportunity Policy Statement Invitation to Individuals With Disabilities to Self Identify Invitation To Covered Veterans To Self Identify (Refer to email)

6. NEW RECRUITMENT AND HIRING PROTOCOL All applicants must be logged by HR. There are two types of applicants Unsolicited-Any resumes sent to you by email, snail mail or walk in when we are not recruiting –SEND THESE TO HR Solicited- If we are recruiting and have solicited applicants all must be logged –ALSO SEND TO HR

7. What if I need to hire someone? As soon as the need arises to hire in your department contact Betty in HR so she can assign a requisition number and send you a job order transmittal for you to fill out(refer to handout). Return to Betty and she will submit to the DOL for dissemination to Veteran, recruiters that cater to the disabled and unemployment websites

8. For every applicant that we do consider (grant an interview) OR do not hire for a solicited position a disposition sheet must be completed (See email) We must also “suggest” that our applicants whether solicited or unsolicited complete a n Equal Employment Opportunity Applicant Data Form. It is to be kept separate from the application and/or resume (See email)

9. ARE YOU SERIOUS?? YES!!!!!! Agreed, this is tedious and curtails our recruiting efforts but with a payoff of future opportunities with the intentions of growing the business. We should pay close attention to our job descriptions going forward to avoid applicants that are not qualified. Please help HR as we move through this process