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14 CFR Ch. I (1–1–19 Edition) 

§ 152.411 

(2) Where testing or selection proce-

dures cannot be validated, discontinu-
ation of their use. 

(3) Where an insufficient flow of mi-

nority and female applicants (less than 
the percentage available) is indicated 
by the analysis required by paragraph 
(a)(4) of this section, good faith efforts 
to increase the flow of minority and fe-
male applicants through the following 
steps, as appropriate: 

(i) Development or reaffirmation of 

an equal opportunity policy and dis-
semination of that policy internally 
and externally. 

(ii) Contact with minority and wom-

en’s organizations, schools with pre-
dominant minority or female enroll-
ments, and other recruitment sources 
for minorities and women. 

(iii) Encouragement of State and 

local employment agencies, unions, 
and other recruiting sources to ensure 
that minorities and women have ample 
information on, and opportunity to 
apply for, vacancies and to participate 
in examinations. 

(iv) Participation in special employ-

ment programs such as Co-operative 
Education Programs with predomi-
nantly minority and women’s colleges, 
‘‘After School’’ or Work Study pro-
grams, and Summer Employment. 

(v) Participation in ‘‘Job Fairs.’’ 
(vi) Participation of minority and fe-

male employees in Career Days, Youth 
Motivation Programs, and counseling 
and related activities in the commu-
nity. 

(vii) Encouragement of minority and 

female employees to refer applicants. 

(viii) Motivation, training, and em-

ployment programs for minority and 
female hard-core unemployed. 

§ 152.411

Affirmative action steps. 

(a) Each grantee which is not de-

scribed in § 152.407(a) and is not subject 
to an affirmative action plan, regu-
latory goals and timetables, or other 
mechanism providing for short and 
long-range goals for equal employment 
opportunity, shall make good faith ef-
forts to recruit and hire minorities and 
women for its aviation workforce as 
vacancies occur, by taking the affirma-
tive action steps in § 152.409(b)(3), as 
follows: 

(1) If it has 15 or more employees in 

its aviation workforce or employed for 
aviation purposes, by taking the af-
firmative action steps in § 152.409(b)(3), 
as appropriate; or 

(2) If it has less than 15 employees in 

its aviation workforce or employed for 
aviation purposes, by taking the af-
firmative action steps in § 152.409(b)(3) 
(i) and (ii), as appropriate. 

(b) Except as provided in paragraph 

(c) of this section, each sponsor shall 
require each of its aviation related ac-
tivities on its airport, that is not sub-
ject to an affirmative action plan, reg-
ulatory goals and timetables, or other 
mechanism which provides short and 
long-range goals for equal employment 
opportunity, to take affirmative action 
steps and cause them to similarly re-
quire affirmative action steps of their 
covered suborganizations, as follows: 

(1) Each aviation related activity or 

covered suborganization with less than 
50 but more than 14 employees, must 
take the affirmative action steps enu-
merated in § 152.409(b)(3), as appro-
priate. 

(2) Each aviation related activity or 

covered suborganization with less than 
15 employees, must take the affirma-
tive action steps enumerated in 
§ 152.409(b)(3) (i) and (ii), as appropriate. 

(c) Each sponsor shall require each 

construction contractor, that has a 
contract of $10,000 or more on its air-
port and that is not subject to an af-
firmative action plan, regulatory goals 
or timetables, or other mechanism 
which provides short and long-range 
goals for equal employment oppor-
tunity, to take the following affirma-
tive action steps: 

(1) The contractor must establish and 

maintain a current list of minority and 
female recruitment sources; provide 
written notification to these recruit-
ment sources and to community orga-
nizations when employment opportuni-
ties are available; and maintain a 
record of each organization’s response. 

(2) The contractor must maintain a 

current file of the names, addresses, 
and telephone numbers of each minor-
ity and female walk-in applicant and 
each referral from a union, a recruit-
ment source, or community organiza-
tion and the action taken with respect 
to each individual. Where an individual 

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