Source: https://apps.leg.wa.gov/WAC/default.aspx?cite=357-25&full=true
Timestamp: 2020-01-28 06:25:19
Document Index: 521072639

Matched Legal Cases: ['§ 357', '§ 357', '§ 357', '§ 357', '§ 357', '§ 357', '§ 357', '§ 357', '§ 357', '§ 357', '§ 357', '§ 357', '§ 357', '§ 357', '§ 357', '§ 357']

Chapter 357-25 WAC:
WACs > Title 357 > Chapter 357-25
HTMLPDF 357-25-005 What is the purpose of this chapter?
HTMLPDF 357-25-010 What is the function of the governor's affirmative action policy committee?
HTMLPDF 357-25-015 Who administers the statewide affirmative action program?
HTMLPDF 357-25-020 What are the administrative responsibilities of the director's office?
HTMLPDF 357-25-025 What are the policy statement requirements that employers must comply with for the purpose of chapter 357-25 WAC?
HTMLPDF 357-25-027 What must be included in the agency's sexual harassment policy?
HTMLPDF 357-25-030 What are the affirmative action reporting requirements that employers must comply with for purposes of chapter 357-25 WAC?
HTMLPDF 357-25-035 What is the purpose of affirmative action plans and updates?
HTMLPDF 357-25-040 What must an employer include in an affirmative action plan and update?
HTMLPDF 357-25-045 When must employers establish affirmative action goals?
HTMLPDF 357-25-050 How does an employer determine the affirmative action goal for an affected group?
HTMLPDF 357-25-055 What affirmative action tools may employers use to increase the representation of persons with disabilities, Vietnam-era veterans, disabled veterans, and persons age 40 and over in applicant pools and certified pools?
PDF357-25-005
The purpose of chapter 357-25 WAC is to provide guidance to employers on affirmative action regarding the development and implementation of affirmative action goals and the monitoring of progress toward those goals.
[Statutory Authority: Chapter 41.06 RCW. WSR 05-01-197, § 357-25-005, filed 12/21/04, effective 7/1/05.]
PDF357-25-010
What is the function of the governor's affirmative action policy committee?
The governor's affirmative action policy committee oversees the development and approval of affirmative action plans and updates. The committee is established by the governor's executive order on affirmative action.
[Statutory Authority: Chapter 41.06 RCW. WSR 05-01-197, § 357-25-010, filed 12/21/04, effective 7/1/05.]
PDF357-25-015
Who administers the statewide affirmative action program?
The director's office is responsible for administering the statewide affirmative action program and providing technical assistance to employers in the development and implementation of affirmative action plans, updates, and programs.
[Statutory Authority: Chapter 41.06 RCW. WSR 11-23-054, § 357-25-015, filed 11/10/11, effective 12/13/11; WSR 05-01-197, § 357-25-015, filed 12/21/04, effective 7/1/05.]
PDF357-25-020
What are the administrative responsibilities of the director's office?
In accordance with state and federal laws, the director's office:
(4) Reviews the progress of employers in meeting goals and addressing problems identified in affirmative action plans and programs; and
(5) Reviews statewide employment trends for general government such as appointment, promotion, transfer, terminations, and formal disciplinary actions for adverse impact, as necessary.
[Statutory Authority: Chapter 41.06 RCW. WSR 11-23-054, § 357-25-020, filed 11/10/11, effective 12/13/11; WSR 05-01-197, § 357-25-020, filed 12/21/04, effective 7/1/05.]
PDF357-25-025
What are the policy statement requirements that employers must comply with for the purpose of chapter 357-25 WAC?
(1) All employers must maintain:
[Statutory Authority: Chapter 41.06 RCW. WSR 11-23-054, § 357-25-025, filed 11/10/11, effective 12/13/11; WSR 07-23-010, § 357-25-025, filed 11/8/07, effective 12/11/07; WSR 05-01-197, § 357-25-025, filed 12/21/04, effective 7/1/05.]
PDF357-25-027
PDF357-25-030
What are the affirmative action reporting requirements that employers must comply with for purposes of chapter 357-25 WAC?
Employers must report affirmative action information to the director's office as follows:
(1) If an employer has federal affirmative action reporting obligations, the employer must submit an affirmative action plan on a two-year cycle as set by the director's office.
(a) Employers with 25-49 full-time equivalent (FTE) employees must submit a small agency/institution workforce profile annually.
(b) Employers with 50 or more FTE employees must submit an affirmative action plan on a four-year cycle as set by the director's office, with an update to the affirmative action plan two years into the cycle.
[Statutory Authority: Chapter 41.06 RCW. WSR 11-23-054, § 357-25-030, filed 11/10/11, effective 12/13/11; WSR 05-01-197, § 357-25-030, filed 12/21/04, effective 7/1/05.]
PDF357-25-035
What is the purpose of affirmative action plans and updates?
Affirmative action plans and updates are designed to increase the representation of affected group members in the workforce when it is determined that a particular affected group is underutilized.
[Statutory Authority: Chapter 41.06 RCW. WSR 05-01-197, § 357-25-035, filed 12/21/04, effective 7/1/05.]
PDF357-25-040
What must an employer include in an affirmative action plan and update?
An employer's affirmative action plan and update must address the employer's recruitment, appointment, promotion, transfer, training and career development practices. It must include all of the following components:
(1) A workforce profile reflecting total employees and total employees sorted by affected group status. The affirmative action update must also show a comparison between the current workforce profile and the previous submission.
(2) A utilization and goals report by job group, for each affected group, showing where goals have been set. The affirmative action update must reflect a goals analysis report indicating where goals have been met for the reporting period.
(3) A section containing a detailed narrative of the strategies to be employed to reach goals. The affirmative action update must also reflect the strategies employed during the reporting period.
(4) A response to the governor's affirmative action policy committee recommendations from the previous plan or update.
[Statutory Authority: Chapter 41.06 RCW. WSR 05-01-197, § 357-25-040, filed 12/21/04, effective 7/1/05.]
PDF357-25-045
When must employers establish affirmative action goals?
Employers must establish affirmative action goals for hiring and/or promoting members of affected groups when underutilization exists within a job group. Underutilization exists when the utilization percent is less than the availability percent for a particular affected group within a job group.
[Statutory Authority: Chapter 41.06 RCW. WSR 05-01-197, § 357-25-045, filed 12/21/04, effective 7/1/05.]
PDF357-25-050
How does an employer determine the affirmative action goal for an affected group?
The affirmative action goal for an affected group is equal to the affected group's availability.
[Statutory Authority: Chapter 41.06 RCW. WSR 05-01-197, § 357-25-050, filed 12/21/04, effective 7/1/05.]
PDF357-25-055
What affirmative action tools may employers use to increase the representation of persons with disabilities, Vietnam-era veterans, disabled veterans, and persons age 40 and over in applicant pools and certified pools?
To increase the representation of persons with disabilities, Vietnam-era veterans, disabled veterans, and persons age 40 and over in applicant pools, employers may at any time recruit and screen these individuals for placement in eligible applicant pools in accordance with WAC 357-16-030.
To increase the representation of persons with disabilities, Vietnam-era veterans, disabled veterans, and persons age 40 and over in certified pools, the employer may certify these individuals in accordance with WAC 357-16-135.
These affirmative action tools must only be used when a goal exists for the specific affected group.
[Statutory Authority: Chapter 41.06 RCW. WSR 05-01-197, § 357-25-055, filed 12/21/04, effective 7/1/05.]