I. EMPLOYMENT POLICIES AND PRACTICES
SCTM will provide employment opportunities to qualified applicants regardless of race, color, religion, sex, national origin, age, disability, or military status.
To this end, SCTM employs the following techniques:
1. SCTM will seek active involvement with various organizations that are prepared to refer the kinds of applicants desired.
2. SCTM encourages all employees to participate in workshops and seminars designed for career and self development.
3. SCTM encourages all employees to continue to be a recruiting source by referring qualified minority, female, and disabled candidates.
B. Selection and Hiring Policies and Practices
1. It is SCTM policy that anyone interested in employment may submit an application for employment in response to an advertised position. The company and its managers will give proper consideration to such factors as education, experience, skills, advancement potential and character. All aspects of the selection process will be administered without regard to race, color, religion, sex, national origin, age, disability, or military status. Candidates for employment must possess the basic qualifications required to effectively perform the functions of the position.
2. Applications will be accepted in response to the placement of ads in local newspapers including minority publications (if available). They are valid for one year.
3. All applications will be accepted by administration and will be prescreened. Once prescreened, all applications will be reviewed by the respective department head. Those applicants selected for testing will be interviewed and ranked by the department head. Testing will be conducted depending upon the position to be filled. Following testing, interviews and completion of other requirements for the job, the highest ranking individual may be interviewed by the General Manager or designee. Upon agreement between the General Manager or designee and department head, a background check, drug test, and physical (if applicable) will be performed prior to a job offer being made by the respective department head.
4. If an offer of employment is made for a safety sensitive position, it will be contingent upon satisfactory results being obtained from a pre-employment background review. This review includes, but may not be limited to:
a) Motor Vehicle records
b) Criminal history
c) Drug testing
d) Federal Transportation Administration (FTA)/ Department of Transportation (DOT) required physical examination(s)
e) Prior employment history
5. A formal training program of at least one week will be held for new bus operators. Mechanic training is performed on a one-on-one basis with an experienced mechanic during the probationary period. Administrative staff will be training according to their job duties.
6. In accordance with Equal Employment Opportunity Commission guidelines, an applicant log will be maintained showing each applicant’s race or national origin and sex, based upon visual observation or through completion of a self-identification form. Applicants will be advised that the information is not being sought for employment decisions but rather to meet Federal record keeping requirements. Any applicant logs or self-identification forms will be kept in completely separate files and will have no bearing on any employment decision.