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EEO /AA Policy and Plan 3. Maintain a current file of the names, addresses and telephone number of each minority and females off - the - street applicant and minority or female referrals from a recruitment source or community organization and of what action was taken with respect to each such individual. The Company does not presently have any unionized employees or collective bargaining agreements and, thus, does not solicit or receive referrals from unions. Should a union refer women or minorities, the company will maintain a record of such referral. 4. The Company does not have any unionized employees or any collective bargaining agreements. However, should it become applicable, the Company will provide immediate written notification to the Director when the union or unions with which we have a collective bargaining agreement have not referred to us a minority person or woman sent by us, or when we have other information that the union referral process has impeded our efforts to meet our obligations. S. Develop on- the -job training opportunities and /or participate in training programs for the area which expressly include minorities and women, including upgrading programs and apprenticeship and trainee programs relevant to the Company's employment needs, especially those programs funded or approved by the Department of Labor. We shall provide notice of these programs to the sources complied under "2" above. 6. Disseminate the company EEO policy notice by providing notice to training programs and requesting their cooperation in assisting us in meeting our EEO obligations; by including it in any policy manual; by publicizing it in the company newspaper, annual report, etc.; by specific review of the policy with all management personnel and with all minority and female employees at least once a year; and by posting the company EEO policy as appropriate at its office location and other locations accessible to all employees at each location where construction work is performed. 7. Review, at least annually, the Company's EEO policy and affirmative action obligations under these specifications with all employees having any responsibility for hiring, assignment, layoff, termination or other employment decisions including specific review of these items with onsite supervisory personnel such as Superintendents, General Foremen, etc. prior to the initiation of construction work at any job site. A written record shall be made and maintained identifying the time and place of these meetings, persons attending, subject matter discussed and disposition of the subject matter. 8. Disseminate the Company EEO policy externally by including it in any advertising in the new media, specifically including minority and female news media and proving written notification to and discussing the company EEO policy with other contractors and subcontractors with whom the company does or anticipates doing business.