Statement of EEO Policy
Total Page：16
File Type：pdf, Size：1020Kb
Lotus Los Angeles Corp. Annual EEO Public File Report for the period August 1, 2020-July 31, 2021 Statement of EEO Policy This EEO Public File Report is filed in compliance with Section 73.2080(c)(6) of the FCC’s 2002 EEO Rule. This Report has been prepared on behalf of the Station Employment Unit that is comprised of Station(s) KWKW 1330AM AND KFWB 980AM. Lotus Los Angeles Corp is an equal opportunity employer, is dedicated to providing broad outreach regarding job vacancies, and to ensure equal opportunity in employment and non- discrimination in all of its policies and practices, including the area of employment. We consider applicants for all positions without regard to race, color, religion, creed, gender, national origin, age, disability, marital or veteran status, sexual orientation, or any other legally protected status. The Recruitment Sources are identified by number and listed (with contact information) in the following pages. 0 Full-Time Vacancies Filled During Reporting Period August 1, 2020 through July 31, 2021 Full-Time Position Recruitment Sources Recruitment Source Total No. Interviewed Used for Successful from All Sources Applicant Total number of persons interviewed during applicable period:0 1 SUPPLEMENTAL RECRUITMENT MEASURES: In addition to direct job vacancy announcements and hiring procedures, we complied with the initiative outlined in the 2002 EEO Rule Sec. 73.2080(c)(2) regarding supplemental recruitment activities. For this reporting period we participated in or conducted the following: Activity/Description Date Staff Participant(s) Sponsor / Initiator James Kalmenson James Kalmenson, EEO Menu Option #14 - Provision of training to 8/1/2020- General Manager, Director management as to methods of ensuring equal 7/31/2021 EEO Director, Employment opportunity and preventing Yolanda Magana, discrimination. Business Manager, Juan Rodriguez, Every month Lotus Los Angeles Corp. is having its Program Director and EEO meetings in order to train its supervisors Rebecca Posen, constantly the importance of non-discrimination as it relates to hiring and in the workplace. KWKW and General Sales KFWB provide and share the best practices for Manager providing equal employment opportunities. Menu Option #14 - Provision of training to December Jay A. Levine, Virtual meetings management as to methods of ensuring 7-10, 2020 equal opportunity and preventing Sr. VP & Chief discrimination. Compliance Officer Due to the Covid-19 pandemic, the annual Lotus Communications Corp. mangers meeting was conducted virtually from Monday, December 7, 2020 through Thursday, December 10, 2020. Part of the corporate agenda was dedicated to our continuing effort to review and provide information and training to ensure equal opportunity and the prevention of discrimination. All station management personnel met with the Chief Compliance Officer. As part of the procedural review all menu options were examined to determine their effectiveness and how to proceed and enhance the individual station Outreach program. Since the pandemic greatly impacted the stations ability to participate in the usual in person events, much of the discussion centered around how to reach out to the community in theses unpredictable times. The stations are encouraged to create Outreach campaigns that reach a diverse and significant portion of the community they serve. How to use the virtual technology available was discussed and ideas were discussed that could be 2 implemented. Although, the FCC is now permitting broadcasters to meet their obligation to widely disseminate information about their job openings solely through the use of online recruitment sources Lotus requires stations to constantly review our recruitment lists and inform those organizations who wish to be notified of job openings. In addition, Lotus stations conduct monthly EEO meetings reinforcing their non-discrimination mission statement and provide an opportunity to discuss upcoming and future Outreach programs. Option #6: participation in job banks, internet From No Outreach – no No Internet and Job bank programs, and other programs designed to promote open positions no postings August outreach generally (i.e., that are not primarily hires during this time 2020 directed to providing notification of specific job due to Covid 19 vacancies); through KWKW/KFWB uses California Broadcasters July 2021 Association, Craigslist, , indeed, Southern California Broadcasters Association, UCLA Extension, California Lutheran website, KWKW/KFWB websites, Social Networks amongst other job banks and websites, job fairs and resources for all part time and full-time positions and vacancies. Option #1: participation in at least four job fairs by 10/14/20 Yolanda Magana- Virtual station personnel who have substantial and 4/29/21 Business Manage responsibility in the making of hiring decisions; Yolana Magana/Business Manager attended virtual Job Fairs offered by El Clasificado on October 14, 2020 from 12p-4pm and on 4/29/21 from 10a-1p. These virtual job fairs offered ways of contacting candidates for possible future openings in the Radio Industry. Fairs offered our radio sites for Candidates to send us their resumes. No virtual interviews were done during these job fairs Option #8: Provision of training to management as 8/27, 2020 Yolanda Magana, Webminar to methods of ensuring equal employment from 9a- Business Manager opportunity and preventing discrimination 11am Yolanda Magana-Business Manager attended a Virtual work shop on Thursday, August 27, 2020 where Attorneys address significant changes due to Covid and Employment Law Updates. The Impact 3 of Covid-19 has changed the workplace for the foreseeable future that employees cannot ignore, Learned news wage law updates, workplace privacy updates and learned on the complicated reasonable accommodation issues employers are facing dealing with Pandemic. Seminar is a growing opportunity for Business Managers. Option #8: Provision of training to management as 11/18/2020 Yolanda Magana Webminar presented by to methods of ensuring equal employment Business Manager Welu opportunity and preventing discrimination Yolanda Magana-Business Manager attended a 1 day Webminar work shop and understands Employment Law Updates on November 18, 2020. Event covered the issues, laws, practices and what California business need to understand on the upcoming labor laws when hiring and firing employees. This seminar is a growing opportunity for Business Managers. Option #9: Establishment of a mentoring program 8/1/20- Jim Kalmenson KWKW/KFWB Internal for station personnel 7/31/2021 Training Jim Kalmenson continued coaching and training - Rebecca Posen as in her growing position as Sales Manager. Training consists of sales strategies, sales presentations and Sales team work Option #14: Provision of training to management March 2021 Melissa Frederick HR Lotus Corp training as to methods of ensuring equal employment Director and opportunity and preventing discrimination Employers Group A Mandatory Prevention Harassment Course Training Harassment was assigned to all Lotus employees Lotus is committed to providing a positive work environment that recognizes and respects all employees. On Line Training portal was offered by Employers Group and a completion certificate was given upon completion of the course with a passing score of quiz given at end of each module. Course was given during March 2021 Feb 18, Jim Kalmenson/ VP California Broadcasters Menu Option #14 - Provision of training to 2021 General Manager Association management as to methods of ensuring equal Employment opportunity and preventing discrimination. Jim Kalmenson attended a seminar offered by CBA 4 on Thursday February 18, 2021 and trained management level personnel on compliance with FCC requirements and EEO rules that apply to all broadcast station employment policies and career employment opportunities. Option #9: Establishment of a mentoring program 8/1/20- Juan Rodriguez/ KWKW KFWB Internal for station personnel 7/31/2021 Program Director Training Juan Rodriguez on going training to Programming personnel. Making sure all on air properties are conducted in a professional way servicing the public Menu Option 5: Establishment of an internship program 8/1-2020- KWKW/KFWB . designed to assist members of the community to acquire 7/31/2021 Program Director skills needed for broadcast employment. KWKW/KFWB &continue to assist Intern and help a university student whose major is in communication to learn necessary basic skills for broadcast employment. 5 RECRUITMENT SOURCES: • Designates an entity requesting notification. Recruitment Source: Name, Address, Contact Total Number Full-time Positions for Person, Telephone Number Interviewees Which This Source Provided by Was Utilized Source During Period # # Source 1 *Actors Work Program 0 On Air Talent/Board Phyllis Friedman Operator 5757 Wilshire Blvd. #400 Account Executive L.A., CA 90036 323-933-9244 323-933-7615 fax [email protected] www.actorsfund.org 2 *Asian American Drug Abuse 0 On Air Talent/Board Dean Nakinishi Operator 2900 Crenshaw Blvd. Account Executive Los Angeles, CA. 90016 [email protected] www.aadapinc.org 323-293-6284 323-295-4075 fax 3 *Asian American Study Center / UCLA 0 On Air Talent/Board Meg Operator 3230 Campbell Hall Account Executive L.A., CA 90024 310-825-2974 310-206-9844 fax [email protected] www.aasc.ucla.edu 4 *Asian Rehab Service Center 0 On Air Talent/Board Tom Chung Operator 1701 E. Washington Blvd. Account Executive Los Angeles, CA. 90021 www.asianrehab.org