HomeMy WebLinkAbout1285 ResolutionRESOLUTION NO. 1285
WHEREAS, it is in the public interest that equal employment exist for all
the people of the City of Pasco, including initial hiring and promotional opportunities,
and
WHEREAS, the City of Pasco should assume a leadership roll in accomplishing
this goal and in doing this to seek to improve its own compliance in accordance with
the time tables established herein., and
WHEREAS, effective Affirmation Action Programs are required by many federal
agencies for ongoing funded assistance; NOW, THEREFORE,
BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF PASCO:
That the Affirmative Action Plan, attached hereto and by this reference
incorporated herein as Exhibit "A" (together with the current profile charts and
Affirmative Action Program Annual Performance Report) be and the same is hereby declared
to be the Affirmative Action Program of the City of Pasco; that the goals set forth in said
program are hereby approved; and that the City Manager of the City of Pasco, or his
designee, be and is hereby charged with the responsibility to initiate appropriate actions
to a ttain and/or exceed these goals .
PASSED by the City Council of the City of Pasco, Washington, this 17th
day of September 1979.
Chet Bailie, Mayor
ATTEST:
E v e I y ells , City Clerk
APPROVED AS TO FORM:
Dennis J. De Felice, City Attorney
CITY OF PASCO s
AFFIRMATIVE ACTION PROGRAM
ANNUAL PERFORMANCE REPORT, SEPTEMBER, 1979,
Theerevised Affirmative Action Program for the City was adopted by Resolution No. 1154
in March of 1978. Section VII of the plan requires the preparation of an annual report
assessing the performance of the City and its departments regarding the plan.
The following represents the assessment and the report:
Charts I, II, III, TV, and VI have been revised (attached) to reflect the current City
workforce profile in the area of salary, race, sex, and job locations.
Chart I indicates that the caucasian male workforce has decreased 3.4% in the past
12 months and the caucasian female workforce has increased 1.2%. The total minority
.group workforce has increased 2.2%.
Chart lI indicates that the total male workforce:,, -has decreased 1.3% and the total female
workforce has increased 1.3%.
Chart III indicates that there has been a slight change in the average salary range between
the caucasian and minority group workforce in the past year (1978-9.1, 1979-8.6).
Chart IV indicates the possibility of seven (7) new hires from the present time through
1980.
Chart VI shows an analysis of job categories of the City's current workforce as they
relate to the labor market in Benton and Franklin Counties which is considered our
drawing area. The labor market data wa's-taken from, "Occupations. of Employed Persons,
by Sex and Minority Status, Percentage Distribution, 1970 and 1975", obtained from
Washington State Employment Service.
In summary, this analysis shows that females are, underemployed, based on their gra
availability in the labor market in the Police and Fire Departments. The same is true
for minorities in the Fire Department. It must be noted that both the Police and Fire
Departments hiring procedures are governed by Civil Service Regulations and an
applicant has to pass the requirements.
Although some improvement has been experienced in the officials and managers category,
professional and technicallcategory, female workers are underrepresented here. As the
charts show, minorities are employed primarily in the lower paying job categories. To
affirmatively recruit minorities and women when job openings occur, the City will
advertise in the printed media, having circulation in communities with a significant
minority population, and will contact all known minority -based organizations in it's -a
effort to get women and minorities represented in all departments and job categories.
Based on the stated goals and timetables on page 5, Section 'IV of the Affirmative
Action Plan, the City has, in the past twelve months, promoted two females into
Administrative positions and added two ethnic minorities in the Police Department.
EXHIBIT "A"
AFFIRMATIVE ACTION PROGRAM
CITY -OF PASCO
I. POLICY STATEMENT
It is the policy of the City of Pasco to vigorously promote
the objectives of public policy as set forth in the Equal Employment
Opportunity Act of 1972 (42 U.S.C. 2000 e et seq.) and Presidential
Executive Order- 11246. To implement this policy, the City Council
does adopt this affirmative action program. The goal of this program
is to ensure that equal employment.opportun.ty is a fact rather than
a promise.
This affirmative action program sets.out specific steps to be
taken to ensure that none of the city's personnel policies or
practices discriminate against any individual on the basis of race,
color, religion, sex, age, marital status, national origin, or physical
disability unless based upon a bona fide occupational qualification.
Furthermore, it specifies steps to be taken to actively promote the
employment opportunities of minorities and women.
The City Manager, or his designee, is hereby given the
responsibility to implement this affirmative action program. However,
every employee is responsible for the ultimate success of the program.
Performance on this affirmative action program will be rigorously
audited and evaluated annually.
II. COMMUNICATION OF THE PLAN
A. Internal Communications. -
1. A letter shall be sent to all employees regarding this
affirmative action plan annually.
2. Special meetings,of the employees shall be held to discuss
the program and answer questions.
3. A written.memorandum shall be sent to all department heads
informing them of their general responsibilities regarding
the affirmative action program.
4. Special meetings shall be held quarterly with department heads
to discuss progress: -and problems relative to the program.
5. Summary reports on affirmative action performance shall be
annually distributed to all employees.
6. Every employee shall be informed of the administrators to
whom questions can be directed and whose counsel may be
sought regarding the program.
B. External Communications.
1. A1.1 employment advertisements shall contain the words "An
Equal Opportunity -Affirmative Action Employer and should
not contain indications as to preferance for applicantsin
terms of their sex, race, color, marital status, national
origin or physical disability.
2. A notification letter shall be sent to the employment
sources, minority and women organizations (list attached)
informing them of the City's affirmative action policy and
asking for their active cooperation. The letter shall also
state that the sources shall be promptly notified of all job
openings. ;
3. A notification letter shall be sent to all vendors, suppliers,
and supply contracts with whom the City generally does business
informing them of this affirmative action commitment and
soliciting their cooperation.
4. A notification letter -concerning the City's affirmative action
policy shall be sent to unions --and employee associations with
whom the City deals asking for their active cooperation.
5. A letter shall be sent to all local minority contractors when
construction is contemplated soliciting their bids or
involvement in the work (list attached).
III. MANAGEMENT RESPONSIBILITY
A. General Responsibility."
1. It is the responsibility of every employee of the City of Pasco
that the program objectives be met.. Disciplinary actions
shall be taken against anyone found to be deliberately
obstructing implementation of the plan.
2. Performance in meeting affirmative action objectives shall
be carefully included in all future performance reviews.
Future promotability and merit increases shall be as dependent
upon affirmative action results as on any other important
duties assigned to supervisory personnel.
B. -Appointment and Responsibility of the E.E.O. Officer.
1. The City Manager or his designee is hereby appointed E.E.O.
officer. He, (or she) has the responsibility for developing.
procedures to implement this plan and to audit and evaluate
the success of these procedures.
2. He shall receive "and provide for the prompt, fair and impartial
consideration of all complaints of discrimination based on race,
color, religion, sex, age, marital status, national origin, or
physical disability in City employment or conditions of
employment, and take appropriate remedial action when necessary.
C. Responsibility of Department Heads.
1. They shall analyze their work force relative to utilization of
minorities women and handicapped.
2. They shall set goals and timetables for bringing their -departments
into compliance with the overall affirmative action program.
3. They shall actively promote a positive climate in their
departments concerning affirmative action.
4. They shall counsel and give special help to women, minority
and handicapped employees, particularly regarding promotional
opportunities within their departments.
-2-
1� ' S �
,il
I I
IV. DEPARTMENT PERSONNEL PRACTICES
A. Recruitment.
1. The City will contact, at.a minimum, the following organizations
for the recruitment of minorities, women and the handicapped
for full-time employment: East Pasco Neighborhood Council;
Benton -Franklin Occupational Industrialization Center; Tri -Cities
Latin-American Association; Community Affirmative Action Program;
National Association of the Advancement of Colored People;
Washington State Human Rights Commission; National'Organizations
for Women; Columbia Basin College; Central Washington State
University and -the local State Office of Employment Security.
2. Efforts to hire minorities and women for seasonal employment
shall be made by contacting the above sources and encourage
their interest in full-time employment with the City, where
feasible, with the City providing assistance in appropriate
training programs (see part IV -E Training).
B. Job Analvsis and Restructuring.
1. Job descriptions shall be reviewed, and revised where appropriate
on a schedule so as to assure reflection of current work behaviors.
2. Job specification's shall be reviewed to assure they are related
to job content and are set at the minimum level needed for
entrance.into the job.
C. Selection Process.
1. Application blanks and employer records shall be reviewed and
revised to. insure all questions not related to job performance
or which operate to the detriment of minorities and women are
eliminated.
2. Other selection criteria such as physical or education requirements
shall be reviewed and revised to insure job relatedness.
Specifically this includes,, but is not limited to, height and
weight requirements, educational degrees, years of work
experience, etc.
3. Review and, as necessary, modify performance rating systems and
all other qualifications and testing requirements used in
selecting personnel for -city positions to ensure that they are
job-related, valid under Federal, State and local law, free. -
from cultural bias and institutionally discriminatory practices.
4. Work with the Civil Service Commission toward implementation
of employment opportunities for under -represented persons.
5. Interviews and/or testing shall be carefully structured to seek
only information that is -job related.
D. Promotion, Job Assignment and Termination.
1. Where feasible, training shall be set up to enhance promotability.
2. Records shall be kept indicating the movement of -minorities and
women within the City of Pasco relative to promotion, job
assignment, layoff and recall.
3. Employees shall be terminated only for just cause or their own
volition. Exit interviews will be conducted in the case of
voluntary resignations of minorities and women to see if any
factor under the City's control is responsible.
-3-
4. 'Assure that there shall be no discrimination with regard to
upgrading, promotions, transfer and demotions, lay-off and
termination, of employees. Supervisors and department heads
shall be instructed to consult with the City's E.E.O. officer
prior to any actions which might adversely affect minority
employees.
E. Training.
1. Whenever the City of Pasco sponsors any training activity,
.special attention and consideration shall be given to securing
the participation of minorities and women.
2. Where formal training is necessary to.qualify an individual for
a job, in-house training programs shall be established whenever
feasible:
3. Where lack of resources restrict training opportunities that
the City can offer, it shall seek the cooperation of the local
educational institutions to set up training and educational
programs so as to increase the numbers of qualified women and
minorities in the labor force by reimbursing them for tuition
fees and book charges for approved job oriented courses.
F. Compensation.
1. Pay rates shall be equalized where jobs require substantially
equal.skill, effort and responsibility.
2. All fringe benefit programs shall be reviewed and revised
where necessary to assure that they are equally available to
every employee. Particular attention shall be paid to the
availability of fringe benefits to female employees, especially
in areas such as disability leave for childbirth, retirement
systems, and insurance programs.
3. Working conditions shall be reviewed to ensure that for each
job or job classification substantially similar conditions
prevail. Specifically this will include review of work schedules,
opportunities for overtime work, scheduling of vacations, and
other similar items.
G. Labor Relations.
1. A non-discrimination clause shall be written into all labor
contracts. It shall state substantially that:
It is.mutually agreed that there shall be no discrimination
because of race, color, religion, sex, age, marital status,
national origin, or physical disability unless based upon a
bona fide occupational qualification. Union and management
representatives shall work cooperatively to assure the
achievement of equal employment opportunity. Any employee
who fails to cooperate toward this end shall be subject
to disciplinary action.
2. Examination of all provisions
done to discover if any -of its
of minorities and women.
H. Grievance Procedures.
of each labor contract shall be
provisions work to the detriment
1. Employees covered by a negotiated labor contract containing a
grievance procedure shall be encouraged to use it in seeking
..relief from alleged discriminatory practices.
--4-
ter- �_�.: s-::._.....
2. Employees shall be encouraged to informally seek the advise of
counsel of the E.E.0 officer when they suspect they may have been treated
.1n a discriminatory fashion.
1. V. �CRK FORCE AND LABOR �U%RKET ANALYSIS
1. The E.E.O. officer shall annually conduct a census of its employees by job
class and department to assess current utilization patterns for women and
minorities.
2. The E.E.O. officer shall annually make a study of future manpower needs based
on expected rates of attrition and employment growth projections.
3. The E.E.O. officer shall study the training capabilities of area educational -
institutions and craft unions as first steps toward increasing the availability
of qualified.women and minorities.
VI. GOALS AND TIMETABLES
1. Based on the job category analysis (Chart VI) 15% of the officials and
managers in the Benton and Franklin Counties labor market is female and
2% is in the minority group. 320 of the professional and technical workers
are female and 4% in the minority group. 30 of the skilled craft workers are
female and 3% minority group. The Service Workers'category includes police
and fire, protective service workers, personnel. Data supplied by the
Employment Security Department for Affirmative Action Programs indicate
that there is a 5.5% ethnic minority population in the labor force in the
City of Pasco's service area and a 36% female labor force.
2. The City currently employs 10% ethnic minorities and 24% female. However,
the greatest under -utilization of minorities and women is in the official and
managers, skilled craft categories and Police and Fire Departments.
3. The goal in the next three.years is to employ or promote two females in admin-
istrative position, one female in skilled craft, two ethnic minorities in each
-
of•.the. following.. -departments:- Fireand Police.--- Attainment'of the stated goals
is contingent-tVon:the"availability of.qualified .personnel and attrition.
4. Annually the goals and timetable shall be updated.
5. The E.E.O. officer shall be responsible for insuring that these steps are
carried out. He shall annually identify affirmative action priorities and
communicate these to all department heads.
VII. AUDIT AND EVALUATION
1. The E.E.O. officer shall continually monitor progress being made in meeting
the objectives of this plan. Where appropriate, periodic revisions in the
annual affirmative action plan shall be made.
2. Each year the E.E.O. officer shall prepare an annual report assessing the
performance of the City of Pasco and its departments regarding the plan.
3. The E.E.O. officer annually shall prepare and submit reports to the Equal
Employment Opportunity Commission, the Washington State Human Rights Commission,
and to all other appropriate governmental agencies having responsibility for
the City's affirmative action performance.
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xi
EXHIBIT "A"
CITY OF PASCO
CURRENT PROFILE CHARGES
September, 1979
1. Chart I: Current Utilization Patterns of Regular Full -Time Employees
(from 8/24/79 two-week payroll)
2. Chart II: Sex and Salary of Tull -Time Employees (based on 8/24/79
two-webk payroll)
3. Chart III: Race and Salary of Full -Time Employees (based on 8/24/79
two-week payroll)
4. Chart .TV: Anticipated Employee Changes
5. Chart V : job Category Analysis (September 1, 1977)
6. Comments on Charts I, II, III, IV, and V.
7. List of Employment Sources..
8. Minority Contractor's List .
CITY OF PASCO
Current Utilization patterns of regular Full Time Employees
(from 8/24/792 -week Payroll)
CHART I
Cauca s inni Minority
Male Female Male Female
CITY OF PASCO
Sex and Salary of Full Time Employees
(based on 8/24/79 2 -week Payroll)
CHART II
Line
Department
No , of
Employees
Avg Salary
Per Person
_
Hale
Female
.IJo. % Avg Salj
No. % _
v Sal,
1
Tudicial
4.
452
1
1
321
3
75
428
2
Executive & Legal Z
6
771
3
50
1071
3
50
470
3
Community Develop riment
3-a
Planning
1
7921
100
792
0
0
0
3-b
Building Inspection
4
658
4
100
658
0
0
0
3-c
Engineering
7
751
6
86
798
1
14
470
3-d
Public Works
26
616
25
96
621
1
4
491
4
Administrative Services
13
536
2
15
881
11
85
473
5
Public Safety
5-a
Police
33
632
25
76
681
8
24
480
5-b
Fire Ambulance
25
692
24
708 1
1
4
291
6
Recreation Parks
14
560
10
623
4
29
494
7
TOTAL:
133
632
101
76
.688
32
24
456
C.. 'im'"`�' ". - F-,.'+- ' 2oY`. t`??i!i'c'S�r� 'T i�''�?S `Lt�;v .>* �..�„'•-"�
�� �" z= `� 8tr��r �WS��.,,►,,,4'.!. s,.�r .o�'� �.-.'N�967'1F r Y�' � r�,9�5,R,.V < ,..,
CITY OF PASCO
Race and Salary of Full Time Employees
(based on 8/24/792 -week Payroll)
f•II A 11'11 T T
Line
Ue partmcnt
No. of
Employees
Avg. Salary
Per Person
Caucasian Minority
Ido. % Av , Sal• No. % Av Sal.
4
452
4
100
452 0
0 0
2
Executive & Legal 2
6
771
5
83
761 1
17 1 817
3
Community Development
Planning
1
792
1
100
792 0
0. 0
_3-a
.3 .b
_ Building Inspection
4
658
4
100
658 1 0
0 0
3-c
Engineering
7
751
6
86
798 1
14 470
3-d
Public Works '
26
616
20
77.
626 6
23 583
4
Administrative Services
13
536
12
92
543 1
8 450
5
Public Safety
-
5-a
Police
33
632
29
88
638 4
1.2 584
_
Fire/Ambulance
25
692
25
100
6
Parks Recreation
14
560
10
71
596 4
29 47
7
TOTAL:
133
632
116
87
643 17
13 556
v
�, �-v~ - �T-� _ r Y,:FSa°�w"! r �i•9ic� n"x..�a.'n.�.. l _ T� �tlR�7�3!'�i!�'"H�.d3'.:. i. .. .. _ _ -
CITY OF PASCO
Anticipated employee Changes
CHART IV
Line
Department
19 79Total
No. Em 1.
Retirement, Attrition & Reduction of Force (ROF)
Projected
Employment
Growth
Total
New
Hire
TOTAL
Caucasian
Minority
Male
Female
Male
Female
78
791
80 178
79 80
78
791
80
78
79
80
78
79
80
78
79
80
1
Judicial (
4
0
0
0
n
0
2
(2)
Executive & Le al
6
0
0
0
3
Com. Dev, Total
3-a
Planning
2
3-b
Building Insp.
.4
0
0
n
0
3-c
Engineering
�. 7
0
0
3-d
Public Works
26
1
0
0
0
oI
4
Adm. Serv.
1
10
0.
n
n1
1
5
Public Safety(Total)
58
5-a
Police
33
0
n
0
0
3
5-b
Fire/Amb
25
0
n
0
6
Rec & Parks (Total)
14
0
0
0
6-a
Golf
6-b
Cemetery
7
TOTAL:
133
1
0
0
1
8
2
110
II
(CHART V ')
ANALYSIS - JOB CATEGORY
CATEGORY
Labor Mkt.
Company
Work force
Company
Work force
Work force
Deficiency
Work force
Deficiency
M
F
MG
M
F
MG
M
I F
MG
M
F
MG
M
F
MG
OFFICIALS AND MANAGERS
85
15
2
87
13
6
14
2
3.1
0
2
0
0
1
0
PROFESSIONAL & TECHNICAL
168
132
4
1 87
13
9
20
3,
2
0
1'9
0
0
4
0
SALES
CLERICAL
20
80
3
4
96
4
1
271
01
11! 6
0
0
6
0
0
CRAFTSMEN
97
3
3
100
0
12
1710
2
0
3
0
0
1
0
OPERATIVES
LABORERS, NON-FARM
SERVICE WORKERS
42
6
6
100
0
18 144d
0
1 9
0
6
0
0
3'
0
TOTAL CITY WORKFORCE
76
24
11
2011.
32
15
Data Source: Labor Market Information for Affirmative Action Program, Employment Security
Department, 1976.
CITY OF PASCO
Comments on Chart I
Chart I indicates the total number of employees in each of the operational
departments of the City, together with the department salary. The salaries shown
are for the two-week payroll period ending August 24, 1979. Part-time and temporary
employees are not included. A breakdown has been made for male caucasian, female
caucasian, minority male and minority female.
Public Safety employees are shown under line 5. Public Works is included as
a division under the Department of Community Development following the reorganization
in 1977. The division includes water, sewer, street, and equipment rental, which is
shown uhder line 3. Line 8 indicates 65.4% of the total workforces are male
caucasian, 21.8% are female caucasians, 10.5% are male minorities, and 2.3% are
female minorities. Line 9 shows the average salary per person and also indicates the
male caucasian has the highest salary and the female caucasian the lowest.
Comments on Chart II
Chart II summa;riz:e's by department number, percent and average salary of male
and female employees. Line 7 shows the average salary for a two -,-,week period for
each regular full-time employee is $6.32.00. Seventy-six percent (76%) of the workforce
is male, who average $688.00 each per pay period. Twenty-four percent (24%) of the
workforce is female for which the average two-week salary is $456.00.
In order for the percentage of female employees to increase substantially in the
City's workforce in positions traditionally held by males, women will have to become
interested in the positions and make application when employment opportunities occur.
This is reflected in lines 3-b, 5-a , and 5-b. There are no requirements in any of the
City's departments or divisions that differentiate between sexes.
Line 2, Executive and Legal, indicates a high average for males compared to
females. Included in these departments are the City Manager, City Attorney, and the
Administrative Assistant/City Manager/EEO Officer who are males and three females
with office and clerical responsibilities.
Line 3-c and 3-d. Engineering and Public Works. The female employees in
these divisions have stenographic and clerical responsibilities.
Comments on Chart 'III
Chart III summarizes by department -bhe number, percent, and average salary of
caucasian and minority employees as compared to the total minority employees as
compared to the total departmental average. The average salary for a two-week period
for regular full-time employees is $632 .00. Eighty-seven percent (87%) of the workforce
are caucasian who average $643.00 each per pay period. Thirteen percent (13%) of the
workforce is minority employees for which the average salary is $556.00 each per pay
period. The present workforce is 13% minority. Over 15% of the population within the
City of Pasco are minority. As a result in the City's recruiting and selection process,
the City will strive to reach, at a minimum on its regular workforce, minority parity
with its population with emphasis on the job categories that are currently underrepre-
sented by minorities.
Line.2. 'Executive and Legal. Caucasian pay is low compared to minority
because three positions have clerical and stenographic responsibilities.
Line 3-c. Engineering. Minority pay is low because the position has
clerical and stenographic responsibilities.
Line 3-d. Public Works. Indicates that 23% of the workforce is minority which
on a)n overall basis is quite acceptable.
Line 5.-a and 5-b. ' Police and Fire. Indica tes that 12% of the combined workforce
is minority, all in the Police Department. The overall percentage should, be improved.
Comments on Chart IV
Chart IV .displays the total number of employees' in, each of the operational
departments of the City as of the August 24, 1979 payroll. The balance of the chart
attempts to forecast changes during, 1980 due to attrition, retirement, or reduction of
force (ROF). Obviously such',forecasting is subject to decreasing accuracy further into
the future.
The chart summarizes the anticipated number of new hires during 1980. Presumably,
these new hires will provide the openings by which the City will a ttempt to achieve its
affirma tive action goals .
Comments on Chart V
Chart V shows the relationship of the occupations of employed persons in the
City .of Pasco's recruiting area (Benton and Franklin Counties.) and the. City's workforce
by job category.
The category "Service Workers" includes police ,\offic'ers,` .firefighters , and
groundsmen. Due to the unavailability of data, -compiled by the Employement Security
Department, the census labor force .population in Benton and Franklin Counties is used,
to compute the percentages for male, female, anal? minorities for police, fire, and
groundsmen positions.
-,2 -
Employment Secruity
N. 5th & West Court Streets
Pasco, Wa. 99301
Attention: Maime Masters)
545-2265
FACTS
2803 E. Cherry
Seattle, Wa. 98122
(206) 324-0552
Community Affirmative Action Program
Perry Blackwell, Director
P. 0.. Box 807
Pasco, Washington 99301
547, 1638
International Press
Minority Recruiting
8344 Melrose Avenue
Portland, Oregon
2.13-656-2050
Attention: Ralph Cox
L
12/13/78
t .4riF�
EMPLOYMENT SOURCES
r
East Pasco Neighborhood Council
-Police Community Relations
Clarence Alford, President
Mildred Scales
'525 South Elm
205 South Wehe
Pasco, Washington 99301
Pasco, Wa. 99301
547-7220
545-3454
National Association for the
Evergreen Legal Services
` Advancement of Colord People
Denny Allen..
Rev. Floyd Bullock, President
632 West Clark
;
P. 0. Box 582
Pasco, Wa. 99301
Pasco, Wa. 99301
545-4245
946-5998
F National Organization for Women
Washington State Human Rights Commission
Virginia Smilie
Mary Delvin
648 Cottonwood
205 South Wehe
Richland, Wa. 99352
Pasco, Wa. 99301
946-4551
Ben -Franklin Community Action Committee,Inc.
Northwest Rural Opportunities
O'dell Myricks, Employment Coordinator
1KXU6KXXRXXX Yvonne Candanova
P. 0. Box 2280
110 North Second
Pasco, Washington 99302
Pasco, Washington 99301
Opportunities Industrialization Center
MEDIUM
Fred Bletson, Referral & Placement Specialist P. 0. Box 22047
P. 0. Box 161
Seattle, Washington 98122
Pasco, Washington 99301
(206) 323-3070
Employment Secruity
N. 5th & West Court Streets
Pasco, Wa. 99301
Attention: Maime Masters)
545-2265
FACTS
2803 E. Cherry
Seattle, Wa. 98122
(206) 324-0552
Community Affirmative Action Program
Perry Blackwell, Director
P. 0.. Box 807
Pasco, Washington 99301
547, 1638
International Press
Minority Recruiting
8344 Melrose Avenue
Portland, Oregon
2.13-656-2050
Attention: Ralph Cox
MINORITY CONTRACTORS
LACLO, Construction
George Gant,' Excavation
P. O. Box 2646
General
436 South Elm
Specialty
Pasco, Wa. 99302
Pasco, Wa. 99301
547-205'5
547-52.28
Norwood Construction
Custom Construction
122 West Lewis
General
William B. Alford
General
Pasco, Wa. 99.301
420 N. Owen
547:5340
Pasco, Wa. 99301
547-6728 .
Fletcher. and Sons
Painting Contractor
Specialty
Tommy's Steel & Salvage
98W ' . Hastings
Sandblasting & Painting
General
Spokne, Wa. 99218
904 S. Oregon
466-9.206
Pasco, Wa. 99301
Frank Fletcher, Owner
547-1221
Al Le Blanc
James Elliott
521 South Owen
General
Concrete
Specialty
Pasco, Wa. 99301
510 W. Alder
547-4593
Walla Walla, Wa. 99362
525-8420