Staff Reports - East Bay Municipal Utility District

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EBMUD also partnered with the Oakland Unified School District (OUSD) to provide summer 2012 internships for four students attending Oakland Technical and Oakland High School. These students were mentored by staff from the General Managers Office, Human Resources Department, and Engineering and Wastewater Design. E. Continue Outreach to Youths and Veterans EBMUD is a member of BAYWORK, a consortium of water and wastewater agencies developing and implementing collaborative and cost effective workforce strategies. Over sixty Bay area water and wastewater agencies have now participated in BAYWORK activities including development of a BAYWORK website to increase the awareness of high school students about “green” utility jobs, and to increase our visibility as “Employers of Choice”. BAYWORK outreach materials identify the qualifications required for entry-level operator, skilled trades, and engineering jobs and refer students to local training resources such as college programs. Staff also continues to outreach to local high school students, trainees from preapprenticeship programs, and veterans to encourage them to enroll in local college training programs to increase their job skills to become better prepared for EBMUD job opportunities. During 2013 staff will make presentations to local colleges, and attend high school and college career fairs such as the Education Summit for first generation African American, Asian, Latino, Native American and Pacific Islander high school students sponsored by the Alameda County Office of Education. F. Respond Appropriately to EEO Concerns and Provide Diversity and EEO Training Table G: 2012 EEO Case Load EEO Cases Number of Cases Informal Consultations 36 (73%) Formal Complaints 13 (27%) Total Cases 49 Forty-nine EEO cases were resolved by the AA Office during 2012. This was a 23% increase from the forty cases handled in 2011. Similar to last year, the number of formal EEO complaints was higher than average. Staff continues to work with the complaint parties and management to investigate EEO complaints and take appropriate corrective actions. Prompt investigation and resolution of EEO concerns help to improve employee morale and productivity, and helps to reduce the District’s exposure to litigation. Affirmative Action & Equal Employment Opportunity 12
EEO and Diversity Training Disability Training for District supervisors and managers was discontinued when the vendor contract expired in September 2012. Staff is exploring alternative methods for providing Disability training to new supervisors and managers. The diversity training class “Working Smart: Dealing with Differences” is offered twice a year to all employees and supervisors. The training helps participants recognize the many dimensions of diversity – personal style, education, cultural experiences, among others – and their impact in the workplace. The District will continue to provide online refresher training to meet state requirements to provide Prevention of Sexual Harassment (PSH) training to all District supervisors and managers every two years. The District also provides this training to non-supervisory employees every five years. The online training covers all forms of EEO harassment including sexual harassment, and is supplemented by AA Office and Human Resource staff meetings with work groups to review the training materials and answer questions. District Response to New California EEO Requirements Changes To Pregnancy and Disability Discrimination Regulations Revised regulations addressing discrimination based on pregnancy and disability took effect on December 30, 2012. Key provisions 1 are shown below: Pregnancy Regulations o When applicable, California employers must provide a “pregnancy disability leave” or PDL independent of job-protected leave under the California Family Rights Act (CFRA), or the Family and Medical Leave Act (FMLA). Employees “disabled by pregnancy” are entitled to leave, transfer to a less strenuous or hazardous position, or other reasonable accommodation. The definition of “disabled by pregnancy” now may include a pregnant employee’s inability to perform a single essential job function. Examples of “disabled by pregnancy” include conditions such as pre-natal or postnatal medical care and post-partum depression. o The regulations also provide guidance regarding the employer’s obligation to provide “reasonable accommodation” to women disabled by pregnancy. The obligation to accommodate is independent of leave, unless time off is the accommodation. The regulations require employers to engage in an interactive process to determine appropriate accommodations. 1 Jennifer Brown Shaw and William D. Bishop The Daily Recorder 01-08-2013 Affirmative Action & Equal Employment Opportunity 13
Page 1 and 2: y p BOARD OF DIRECTORS EAST BAY MUN
Page 3 and 4: Regular Meeting of March 12, 2013 P
Page 5 and 6: Draft Prepared Office of the Secret
Page 7 and 8: Regular Meeting Minutes of February
Page 9: Regular Meeting Minutes of February
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Page 14 and 15: EBMUD AFFIRMATIVE ACTION SUMMARY (P
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Affirmative Action & Equal Employme
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Equal Employment Opportunity (EEO)
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Outreach and recruitment with commu
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A careful job analysis has been con
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Glossary (continued) Availability:
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Job Group Listings Analysts (contin
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Job Group Listings Supervising Engi
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Alphabetical Listing of Classificat
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2. Internal Factor: The percentage
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Wells Fargo Bank Extension March 12
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Sacramento Municipal Utility Distri
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Application For Grant Funding to th
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BE IT FURTHER RESOLVED that, upon c
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Board of Directors March 7, 2013 Pa
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Board of Directors March 7, 2013 Pa
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EBMUD AGENDA NO. MEETING DATE March
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Draft Prepared By RESOLUTION NO. jf
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10 EAST BAY MUNICIPAL UTILITY DISTR
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EAST BAY MUNICIPAL UTILITY DISTRICT
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Board of Directors Monthly Report -
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Sustainability/Energy Committee Min
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Board of Directors Finance/Administ
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Staff Reports - East Bay Municipal Utility District

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