HomeMy WebLinkAbout1620 Resolutionoe w.
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so , Mayor
RESOLUTION NO. 1620
WHEREAS, it is in the public interest that equal
employment opportunities exists 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
role 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 Affirmative Action Programs are
required by many Federal agencies for ongoing funding
assistance, NOW, THEREFORE,
BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF
PASCO, WASHINGTON:
That the Affirmative Action Plan attached hereto,
and by this reference incorporated herein as "Exhibit A"
(together with the current profile charts) 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 attain
and/or exceed these goals.
PASSED by the City Council .4'f the City of Pasco,
Washington this 47/ day of , 1984.
CITY OF PASCO
AFFIRMATIVE ACTION PROGRAM
ANNUAL PERFORMANCE REPORT, DECEMBER, 1983
For the period July 1, 1982 to June 30, 1983, the City's total workforce of full-
time employees has decreased from 141 to 138 (two full-time, part-time positions
are included here).
Chart Nos. I, II, III, IV, and V have been revised (attached) to reflect the
current City workforce profile related to salary, race, sex and job locations
Chart I indicates that the caucasian male workforce has increased slightly, 0.4%
(67.4% to 67 8%) during the past twelve months. The female workforce has decreased
2 1% (27 0% to 24.9%). The total minority grou0 workforce has increased 1 1%
(9.2% to 10.3%).
Chart II indicates that the total male workforce has increased 2 0% (73 0% to
75 0%) and the total, female workforce has decreased 2 0% (27 0% to 25 0%)
1 I Chart III indicates that the average annual salary for minority employees is
9.2%, less than non-minority employees.
Chart IV indicates the possibility of four (4) new hires in the next three years.
i
Chart V shows an analysis of job categories of the City's current workforce
as it relates to the labor market in Benton and Franklin Counties which are
considered our employment recruiting area The labor market data was taken
from the 1980 census, EEO Special File, Richland-Kennewick-Pasco, Washington,
Standard Metropolitan Statistical Area (SMSA) The data gives the percentages
of employed persons in our recruiting area who possess the requisite skills to
perform the jobs for 514 occupations The data is stated in terms of race,
sex and occupations
In summation, this analysis shows that females are underrepresented, based on
their availability in the labor market, in the Fire and Police Departments
During the past 12-months (7-1-82 to 6-30-83), the City has hired one minority
Police Officer, bringing the total to three minority commissioned officers.
During the same period of time, the City has hired one minority firefighter,
bringing the total to two minorities in the Fire Department
The hiring procedures are governed by the Civil Service Rules and Regulations
in both Fire and Police Departments, and all candidates have to meet the
minimum requirements to be considered for employment. On October 4, 1982, the
Pasco Civil Service Commission approved an Affirmative Action Hiring Procedure
to be used in order to enhance the possibilities of recruiting and hiring
members of the "protected classes" in the Fire and Police Departments
The categories with the highest deficiency percentage of female employees
in the City's workforce is the Protective Service Workers, which include
Police and Fire commissioned employees, craftsmen includes Public Works
employees (except clerical), official and managers, and other Service Worker
which includes Parks/Recreation groundskeeper positions The "technical"
and "other service workers" categories has the highest deficiency percentage
of minority employees
1
To affirmatively recruit minorities, women and handicapped employees, when job
openings occur, the ',City will advertise in the printed media, having circulation
in communities with a significant "protected class" population, and will contact
all known organizations with the "protected class" affiliations in its effort to
gain representation in all departments and job categories.
I
-,
i
EXHIBIT "A"
AFFIRMATIVE ACTION PROGRAM
CITY OF PASCO
1. 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 ,imple
ment this policy, the City Council does adopt this Affirmative Action Program.
The goal of this program is to ensure that equal employment opportunity is a
fact rather than a promise.
1
This Affirmative Action Program sets out speafic 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, physical, sensory, and mental disability handicap
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, CT his designee, is hereby given the responsibility to
implement this Affirmative Action Program. However, every employee is respon-
sible for the ultimate success of the program. Performance on this Affirmative
Action Program will be rigorously audited and evaluated annually.
II. COMMUNICATION OF THE PROGRAM
A. Internal Communications
1. A letter shall be sent to all employees regarding this
Affirmative Action Program annually and they shall have
the opportunity to review the Program.
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. All employment advertisements shall contain the words "An
Equal Opportunity-Affirmative Action Employer"; and should
not contain indications as to preference for applicants in
terms of their sex, race, color, marital status, national
origin or physical, sensory, and mental disability handicap.
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. Organizations working for or
with the handicapped/disabled will be included with employment sources
(recruiting sources).
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 notifying them that the
City will not knowingly contract with any non-equal opportunity employer
An EEO cerallcate must be supplied to the City prior to any single
purchase over $5,000 from a vendor, or if annual purchase from a vendor
exceeds $5,000.
4. A notification letter concerning the City's affirmative action policy
shall be sent to unions and employee associations with whom the City' ,
deals encouraging equal opportunity affirmative action employment
practices and compliance with Federal and State laws relating to equal
employment opportunity and affirmative action.
5. A letter shall be sent to all local minority contractors when construc-
tion 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.
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 imple-
ment this plan and to audit and evaluate the success of these procedures.
2. He shall receive and provide for the prompt, fair and impartial consider-
ation of all complaints of discrimination based on race, color, religion,
sex, age, marital status, national origin, or physical, sensory, and
mental disability handicap in City employment or conditions of employ-
ment, and take appropriate remedial action when necessary.
3. He shall keep a record of affirmative action efforts in each individual
employee selection process.
4. He shall be responsible for the confidentiality of information given
on employment applications when an applicant is asked to state their
sex, race, creed, color, national origin, marital status, or handicap
for the ,nondiscriminatory purposes of affirmative action and compiling
statistical information. He may at his discretion, disclose such infor-
mation to a department head during an employee selection process if
doing so will increase the opportunity for an affirmative action hiring.
C. Responsibility of Department Heads (City Manager).
1. They shill analyze their work throe 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 all enployees including minorities, females, and
the handicapped/disabled regarding promotional opportunities within
their departnents.
IV. PERSONNEL DEPARTMENT PRACTICES
A. Recruitment. 1
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; Community Affirmative
Action Program; National Association for the Advancement of Colored
People; Washington State Human Rights Commission; National Organization
of Womeri; Columbia Basin College; Central Washington State University,
and the local State Office of Employment Security
2. Efforts to hire minorities, women, and the'handicapped/disabled 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 Analysis 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 specifications 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 educational 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 insure 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 towards implementation of
employment opportunities for under-represented groups.
5. Interviews and/or testing shall be carefully structured to seek only
information that is job-related.
D. Affirmative Action Hiring Process.
In order to achieve a fair approximation of minority representation in
the City's workforce consistent with the population mix in Pasco, and to
eliminate the effects of past discriminatory practices, if any, that have
resulted in the under-representation of members of a protected group in the
City's workforce, the following process shall be employed:
1. On completion of testing/interview process, the Personnel Supervisor,
based on the passing or eligibility threshold standards previously
established, will evaluate and collate results, and an eligible list
in descending order of test results will be prepared and furnished to
the department head. Names of candidates who, if appointed will help
to meet affirmative action goals, will be identified by asterisks on
the eligible list.
2. Any member of a protected group whose name is placed on the eligible
list below the top three highest ranking candidates, but is within a
range of ten percent (10%) below the top ranking candidate on the eli-
gible list, may be appointed by the appointing authority to fill a
vacancy if it will assist in meeting the City's affirmative action goals.
E. Promotion, Job Assignment and Termination.
1. Where feasible, training shall be set up to enhance promotability.
There Shall be an in-city work force promotion preference.
2. Records shall be kept indicating the movement of minorities, women,
and the handicapped/disabled within the City of Pasco relative to
promotion, job assignment, layoff and recall.
3. Exit interviews will be conducted In the case of voluntary resignations
of minorities and waren to see if any factor under the City's control
is responsible.
4. Assure that there shall be no discrimination with regard to upgrading, c
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.
F. Training.
1. Whenever the City of Pasco sponsors any training activity, special
attention and consideration shall be given to securing the participation
of minorities, women, and the handicapped/disabled. 1
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 its employees, it shall within budget restraints, seek the
cooperation of the local education institutions to set up training and
educational programs so as to Increase the numbers of qualified women
and minorities In the city labor force by reimbursing them for tuition
fees and book charges for approved job-oriented courses, subject to
prior approval of the Department Head. Reimbursement is to be made
only upon successful completion of the course.
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, sensory, and mental 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 falls to cooperate towards this end shall be
subject to disciplinary action.
2. Examination of all provisions of each labor contract shall be done to
discover if any of its provisions work to the detriment of minorities,
women, or physical, sensory, and mental disability.
H. Grievance Procedures.
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.
2. Employees not covered by a labor contract shall be encouraged to use
the grievance procedure set forth In PMC 2.42.170.
3. Employees shall be encouraged to informally seek the advice of
counsel of the E.E.O. Officer when they suspect they may have been
treated in a discriminatory fashion.
V. WORK FORCE AND LABOR MARKET 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
woman 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 towards
increasing the availability of qualified wen and minorities.
VI. GOALS & TINETABLPS
1. The City, currently employs 10% ethnic minorities and 25% female.
However, the greatest under-utilization of minorities and woman is in
the official and managers, skilled craft, protective, and other service
workers categories.
2. The goal, in the next three years is to employ or promote two females
in administrative positions; one female in skilled craft, two ethnic
minorities in each of the following departments: Fire, Police and Parks.
Attainment of the stated goals is contingent upon the availability of
qualified personnel and attrition.
3. Annually, the goals and timetable shall be reviewed and updated as
necessary.
4. 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 & 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.
EXHIBIT "A"
CITY OF PASCO
CURRENT PROFILE CHARGES
November, 1983
-
1. Chart I- Current Utilization Patterns of Regular Full-Time Employees
2 Chart II Sex and Salary of Full-Time Employees
o
3. Chart III Race and Salary of Full-Time Employees .., 0
4. Chart IV Anticipated Employee Changes u f 1
5. Chart V Job Category Analysis (November, 1983)
6 Comments on Chrts I, II, III, IV, and V.
7. List of Employment Sources - Minority Contractor List
,
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CHART I
Current Utilization Patterns of Regular Full-Time Employees
(Annual Salary)
_
- White Minority
Ethnic Group
Male Female Male Female
Line Department -
-Total
Em9lo .
Total
Salary No. Salary No. Salary No. Salar W B His. Asn. A. I.
i Judicial 5 79,209 1 18,609 3 47,256 1 13,344 4 1
2 Executive & Legal (2) 4 121,596 2 88,104 2 33,492 , - ,
3 Community Development
c
3-a Planning 2 60,612 2 60,612 2
3-b Building Inspection
Public Works
2
20
46_1 728
437,400
2
17
46,728
377,472 1 14,700 2 45,228
2
18
,
4
4-a Engineering 7 187,272 6 170,496 1 16,776 6 1
5 Administrative Services 15 310,620 3 71,388 9 172,476 2 47,436 1 19,320 112 2 1
6 Public Safety
6-a I Police 39 892,320 25 632,076 10 171,168 3 68,808 1 20,268 35 2 2 ---....1
G-b Fire/Ambulance 27 698,028 25 651,948 2 46,080 r
25 1
7 Parks/Recreation 15 -- 315,264 9 217,752 5 77,508 1 20 4 004 , _ 14 1 4
8 TOTAL. 136 3,149,049 92 2,335,185 30 516,600 10 227,556 4 69,708 122 7 5 1 1
9 Percent of Workforce 100 67.8
25,382
22.0
17 220
7 3
22 755
2.9
17 47
89_7 5_1 3 6 ORCIR
10 Avera e Saler Pr Pers 23,154
CHART II
Sex and Salary of Full-Time Employees
(Annual Salary)
Linz Department
No. of
Employees
Avg. Salary
Per Person
Male Female
No. V. Salary No. % Av. Sal,
1 . di
5 15 9 840 i 20 18,60, 4 80 15,150
,
,
3
2 Executive & Legal (2) 4 30,399 2 50 44,052 2 50 , 16,746
_ • ,
3
, 1
Community Development , c
3,a
, ,
1 Planning 1 2 30,306 2 100 30,306 0 0 ' )0
3-b Building Inspector i 2 23,364 2 100 23,364 0 0 0
_
Public Works 20 21,870 19 95 22,247 1 5 14,700
4-a Engineering 7 26,753 6 86 28,416 1 14 16,776
,
5 Administrative Services 15 20,708 5 33 23,764 10 67 19,179
6 Public Safety 1
6-a Police 39 22,880 28 78 25,031 11 28 17,403
6-b Fl e Ambulance 27 25,852 27 100 35,852 0 0 0
, ,
7 Parks/Recreation i , 15 21,017 10 67 23,775 , 5 , 33 15,501
P 1
8
1 TOTAL: 1 136 23,154 102 75 25,124 34 25 17,244
_
_
- Race and Salary of Full-Time Employees
(Annual Salary)
Line 0-.. n -o
No. of
Em lo ees
White Minority Male Female Avg. Salary
Per Person No. % Av. Salar No. A — W B His. As W B His. Asn. .
1 Judicial 5 15,840 4 80 16,466 1 20 13,344 1 3 1
Executive & Legal (2) 4 30,399 4 100 30,399 2 2
3 Community Development
3-a Planning/Director 2 30,306 2 100 30,306 '
3-b Buildin. Ins.ector 2 23,364 23,364 2 100
4 Public Works 20 21,870 18 90 21,787 2 10 22,614 17
4 -a Engineering 7 26,753 6 86_ 28,416 1 14 16,776 6 1
Administrative Services 15 20,708 12 80 20,322 3 20 22,252
,
° Public Safety
6 -a Police 39 22,880 35 90 22,949 4
t
10 22,269 25 1 2 10 1
6 -b Fire/Ambulance 27 25 0 852 25 93 26,077 2 7 23,040 25 .
Parks/Recreation 15 21,017 14 93 21,090 1 7 20,004 9 1 5
TOTAL 136 23,154 122 99.7 23,375 14 10.3 21,233 92 5 3 1 1 30 1 3
Anticipated Employee Changes
CHART IV
Line Department
Total
go Emol.
Retirement. Attrition & Reduction of Force (ROF) Projected
Employment
Growth
Total
New
Hire TOTAL
Caucasian Minority
e Male Female Male Fema
:, : :. :. 8 , 85 86 84 85 86 84 85 116_
1 Judicial 5
Executive ,
3 Comm. Dev.
3-a t Planning
3-b Building Insp.
_
2
4 Public Works 20
4-a Engineering
5 Admin Servires 15
6 Public Safety
6-a Police 39 1 2
-
1 1 , 3
4
6-b Fire/Amb. 27
Parks/Recreation_ _ 15
Legal 2
TOTAL 136
JOB CATEGORY ANALYSIS
Category
Labor Mkt. Company
Workforce
Company
Workforce
Workforce
Deficiency
Workforce
Deficiency Male Female
Company Workforce Company Workforce
M F MG M F MG M F MG M F MG M F MG W B —Hiso. Asn.,A. I. W B Hisp. Asn. A. I.
Officials and Managers 75 25 4 85 15 7 11 2 1 0 10 0 0 1 0 10 1
Professional 61 39 7 43 57 14 6 8 2 18 0 0 2 0 0 6 , 6 1 1
,
Technical 80 20 4 83 17 0 5 1 0 0 3 4 0 1 1 5 1
Clerical 40 60 7 96 13 1 23 3 36 0 0 8 0 0 1 21 1
, 1
, .
Craftsmen 87 13 11 100 0 11 18 0 2 0 13 0 0 2 0 16 1 1
Protective Service Workers 85 15 5 100 0 9 53 0 5 15 0 0 8 0 4 8 2 2 1
,
Otner Service Workers 91 9 17 100 0 13 8 _ 0 1 _ 0 9 4 0 2 2 7 1
T
. .
,
, Total City Workforce 75 25 10 102 34 14 92 5 3' 1 1 30 2 2
Data Source 1980 Census EEO Special File, U.S. Department of Commerce, Bureau of the Census.
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 annual 'salaries for the period ending November, 1983. Part-time
and temporary employees are not included. A breakdown has been made for
male caucasian, female caucasian, minority male and minority female
Line 9 indicates 67.8% of the total work forces are male caucasian, 22 0%
are female caucasian, 7.3% are male minorities, and 2.9% are female minorities
Line 10 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 summarizes by department number, percent and average salary of male
and female employees Line 8 shows that the average annual salary for each
regular full-time employee is $23,154 Seventy-five percent (75%) of the work-
force is male, wHo averages $25,124 annually Twenty-five percent (25%),of
the workforce is female for which the average annual salary is $17,244
In order for the oercentage 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, 6-a, and 6-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 and City Attorney,
who are males and two females with office and clerical responsibilities
Line 4 and 4-a Engineering and Public Works The female employees i„,n these
divisions have stenographic and clerical responsibilities.
Comments on Chart III
Chart III summarizes by department, the 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 annual salary for
regular full-time employees is $23,154 Eighty-nine percent (89%) of the
workforce is caucasian who averages $23,375 annually 10 3% of the workforce
is minority employees for which the average salary is $21,233 annually. Over
20% 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 underrepresented by
minorities.
Line 4. Public Works. Indicates that 10% of the workforce is minority
Line 4-a. Engineering Minority pay is low because the position has clerical
and stenographic responsibilities.
Line 6-a and 6 1 1):11 Police and Fire. Indicates that 9% of the combined work-
force is minority (4 in Police Department and 2 in Fire 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 November, 1983. The balance of the chart
attempts to forecast changes during 1984, 1985 and 1986 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 the next three (3)
years. Presumably, these new hires will provide the openings by which the
City will attempt to achieve its affirmative action goals
)
Comments on Chart V
,1
3
Chart V shows the relationship of the occupations of employed persons )n the
City of Pasco's'recruiting area (Benton and Franklin Counties) and the City's
workforce by job category.
The "Protective Ctegory Service Workers" includes Police Officers and Firefighters
"Other Service Workers" are groundsmen.
The 1980 Census 00, Special File, U.S. Department of Commerce, Bureau of
the Census, for Richland-Kennewick-Pasco, Washington (SMSA 6740), Occupations
(514) by race and sex is used to compute the percentages for male, female,
and minorities in the labor market.
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EMPLOYMENT SOURCES
Police Community Relations
Mildred Scales
205 South Wehe
Pasco, Washington 99301
545-3454
1
National Organization for Women
1912 Mahan
Richland, Washington 99352
946-0367
League of Women Voters
655 Lynwood Loop
Richland, Washington 99352
943-3916
1
1
Washington State Human
Rights Commission
205 South Wehe
Pasco, Washington 99301
(Mary Delvin) ,
!
FACTS
2803 E. Cherry
Seattle, Washington 98122
(206) 324-0552
National Association for the
Advancement of Colored People
P.O Box 582
Pasco, Washington 99301
946-5997
MEDIUM
P.O. Box 22047
Seattle, Washington 98122
(206) 323-3070
Employment Security
N. 5th & W. Court Streets
Pasco, Washington 99301
Attn: Maime Masters
545-2265 0
Community Affirmative Action Program
Perry Blackwell, Director
P.O Box 807
Pasco, Washington 99301
547-1638
MINORITY CONTRACTORS
LACLO Construction
P.O. Box 2646
Pasco, Washington 99302
547-2055
Norwood Construction
122 West Lewis 1
Pasco, Washingtoh 99301
547-5340
George Gant, Excavation
436 South Elm
Pasco, Washington 99301
547-5228
Tommy Steel & Salvage
Sandblasting/Painting
904 S Oregon
Pasco, Washington 99301
547-1221
General
General
Spec ialt
General