No employee or applicant for employment shall be subject to discrimination because of race, color, religion, national origin, sex, age, or disability. 

Coos Bay Public Schools complies with the Immigration Reform and Control Act of 1986 as amended, and the Americans with Disabilities Act of 1991. 

Coos Bay Public Schools is an Equal Opportunity Employer and provides a Drug Free and Alcohol Free Workplace.  Drug testing may be a requirement for employment. 

Speech/Hearing impaired persons may contact the District for assistance through the Oregon Telecommunications Relay Service at 1-800-735-2900.

Applications and job descriptions can be found at this link. 

EQUAL OPPORTUNITY EMPLOYMENT STATEMENT

It is the policy of Coos Bay School District (CBSD), KMHS-AM, KMHS-FM and K286CR (KMHS) to provide equal employment opportunity to all qualified individuals without regard to their race, color, religion, national origin, gender or age in all personnel actions including recruitment, evaluation, selection, promotion, compensation, training and termination.

It is also the policy of CBSD to promote the realization of equal employment opportunity through a positive, continuing program of specific practices designed to ensure the full realization of equal employment opportunity without regard to race, color, religion, national origin, gender or age.

KMHS, to ensure conformance with the Rules and Regulations of the Federal Communications Commission (See Appendix FCC Rules- Part 73.2080), has adopted an Equal Employment Opportunity Program, which includes the following elements:

E.E.O. - Equal Employment Opportunity

POLICY IMPLEMENTATION

The CBSD Human Resources Director and KMHS Manager are responsible for the administration and implementation of CBSD Equal Employment Opportunity Policies.

It is also the responsibility of all persons making employment decisions with respect to recruitment, evaluation, selection, promotion, compensation, training and termination of employees to ensure the policy and procedures are adhered to and that no one is discriminated against in these decisions because of race, color, religion, national origin, gender or age.

Employment is not merely defined as the hiring of employees.  Included human resource practices, such as:  recruitment, evaluation, promotion, compensation, training and termination.  Therefore, anyone responsible for any aspect of the employment of station personnel is responsible for implementing our E.E.O. Program.  This includes those who hire, as well as those who supervise.

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POLICY DISSEMINATION

       To assure that all members of the staff are cognizant of our equal employment opportunity policy and their individual responsibilities in carrying out this policy, the following communication efforts are made:

The pre-employment application form contains a notice informing prospective employees that discrimination based on race, color, religion, national origin, gender or age is prohibited.  If an applicant believes he or she has been the victim of discrimination, the applicant may notify the Federal Communications Commission, the Equal Opportunity Commission, or WorkSource Oregon, 990 S 2nd St, Coos Bay, OR 97420, or call (541) 756-8459.

Notices of the Employment Laws are posted at CBSD buildings informing employees

and applicants that CBSD is an Equal Opportunity Employer and of an individual’s right to notify appropriate agencies if the individual believes he or she is the victim of discrimination.                                                                             

All “help wanted” advertisements, Vacancy Announcement letters and other media   

include a notice that CBSD & KMHS is an Equal Opportunity Employer.

CBSD Human Resources Manager is kept familiar with federal, state and local E.E.O. laws applicable to our schools and stations, by subscribing to E.E.O. related labor law publications.

A bulletin reminding employees of the district’s E.E.O. Policy and Program, and asking for their help in recruiting, hiring and promoting consistent with the policy and program of CBSD is posted alongside labor law publications.

RECRUITMENT

To ensure compliance with the Equal Opportunity Employment Policy and nondiscriminatory consideration of minorities and women in filling vacant positions, CBSD utilizes broad outreach.  The following recruitment procedures will be followed:

A Vacancy Request Form is completed to initiate the search. If the vacancy is due to a newly created full-time (30 hours or more) position, the form must clearly state the reason for the new position. (See Exhibit I)

A written job description defining the “essential” and “non-essential” functions and minimum qualifications, including education, experience, licenses, certifications and special  skills/abilities must be developed or updated for the vacant position. (See Exhibit II)

All “help wanted” advertisements, vacancy announcement communications or general posting must be based on the job description specified above. (See Exhibits III and IV).  

Advertisements and web postings must include the phrase “Equal Opportunity Employer” or E.O.E. at the end of the notice. 

Notification of KMHS vacant positions will be forwarded to BCS (Broadcast Compliance Services) (see EXHIBIT V), minority and women’s organizations, local community groups and print media.  Only professional employment services, including Work Source  Oregon, Coos Bay, which refers job candidates without regard to their race, color, religion, national origin, gender or age, will be considered.  

In addition KMHS will air job vacancies  (See Exhibit VI)

Whenever possible, CBSD will allow a minimum of five working days for resource organizations to respond to vacancy notices.

A central resume file will be maintained by the Human Resources Manager. Files will      

consist of unsolicited mailed, emailed resumes or walk-in applications by category, i.e. unskilled, skilled, professional, technical, office/clerical, sales and managerial.  Applications will be purged from the file every six months.  

The recruiting team is responsible for maintaining a file for each vacant position during the recruitment period.  

The Human Resources Manager will maintain a master vacancy file and merge all relevant documents once the vacancy is filled.

Unsolicited resumes or walk-in applications are forwarded to the appropriate department chair or administrator for review and assessment, then on to the appropriate manager to notify them of their status.

The administrator is responsible for the recruitment of candidates and utilizes the Applicant Evaluation Sheet to ensure compliance with the E.E.O. policy. (See Exhibit VII) 

HIRING SUMMARY

The Applicant Summary for Job Vacancy will document compliance with the E.E.O. policy in the recruitment and selection of employees.  It also provides adherence to information required by the E.E.O.C. on the annual Public File Report required by the Federal Communications Commission and at License Renewal. (See Exhibit VIII)

The hiring summary documents the “good faith” efforts implemented by CBSD for an effective E.E.O. program that provides employment opportunities to all qualified candidates as follows:

The hiring summary must be completed in its entirety in order to enter data for reporting to recruitment resource organizations contacted for referrals.  A copy of the vacancy announcement must be attached.

If you are not sure of the candidate’s race or ethnicity, DO NOT ask them to identify their affiliation.  Use your own discretion through personal observation of the candidate.

The master file will contain the original resumes or pre-employment application forms for each applicant. Only the candidate selected will have a copied version of the resume or application form.

All applicants interviewed must complete and sign a pre-employment CBSD Application Form (See Exhibit XI). Employment Reference Checks (See Exhibit IX) or Personal Reference Checks (See Exhibit X) will not be performed without a signed pre-employment application granting authorization. 

The completed Applicant Summary For Job Vacancy and all relevant documents are due within two days from the date an employment offer is accepted by the selected candidate. All documents must be submitted to the Human Resources Manager.

JOB PERFORMANCE REVIEW POLICY

It is the practice of management to review annually employee job performance, leadership and personal characteristics as an overall determination in decision making when examining pay, promotions etc., in order to offer promotions of qualified minorities and women in a nondiscriminatory fashion to positions of greater responsibility.