ALISON STOKER AND LISA SCHLAIS
Equal Employment Opportunity
Americollect, Inc.
 Established in 1964, Americollect is bonded and
licensed by the Department of Financial
Institutions as a collection agency.
 Current president Kenlyn T. Gretz purchased
Americollect in 1999
 Starting with 12 employees, Kenlyn aggressively
grew Americollect, consistently adding between 4
and 8 employees per quarter.
Vision Statement
 Americollect Vision Statement
 At AMERICOLLECT we join together in one goal: to be the MOST
RESPECTED COLLECTION AGENCY by our clients, consumers and
peers.
 We reach this goal by:






Working Hard
Being Fair and Ethical
Developing Knowledgeable Employees
Reacting Timely and Anticipating Needs
Bringing Value to Those We Encounter
Together We Can
Mission Statement
 Americollect partners with our clients to collect their
accounts as quickly and professionally as possible while
maintaining and building our client’s reputation and
following the rules that guide us.
 Americollect partners with our employees to help them
grow as individuals and give them an opportunity for a
rewarding career in the collection industry.
 Americollect partners with consumers in collections to help
them organize and prioritize their credit life and money
management. Americollect must always understand the
consumers to be successful.
Organizational Chart
President
Team
Development
and Benefits
Manager
Network
Administrator
Programmer
Vice President
Sales Manager
Call Center
Process
Manager
Sales Team
Collector
Team Leader
Insurance
Team Leader
Legal Team
Leader
Extended
Business
Office Team
Leader
Support Team
Leader
Insurance
Team
Legal Team
EBO Team
Support Team
Collectors
EEO Laws

Title VII of the Civil Rights Act of 1964 (Title VII)

Equal Pay Act of 1963 (EPA)

Age Discrimination in Employment Act of 1967 (ADEA)

Title I and Title V of the Americans with Disabilities Act of 1990, as amended (ADA)

Sections 501 and 505 of the Rehabilitation Act of 1973

Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA)

Civil Rights Act of 1991
EEO Policy
 Americollect is an Equal Opportunity Employer that does not discriminate
against any person based on race, color, national origin, sex, age, religion,
disability, genetic information, sexual orientation or gender identity or any
other characteristic protected by state or federal law in any personnel
decision.
 Similarly, all salaries, wages, insurance programs and social or recreational
programs will be administered in conformity with this policy.
 Affirmative Action Program has been prepared for this facility. It contains
goals, actions and timetables which relate to equal opportunity in all
personnel actions.
 The Team Benefits Coordinator will have the responsibility of coordinating,
planning, implementing and administering Equal Employment Opportunity
program as well as maintaining an audit and preparing reports as needed.
The President will be responsible for the auditing of this policy.
Purpose
 To preserve an employment environment free from
illegal discrimination.
Authorization
 Team Benefit Coordinator has authority to create,
implement and administer
 President has authority to audit yearly reports

Note: Vice President will take authority for audit in the event
the President is not available
Scope
 This policy applies to all employees.
Procedures
 Create Affirmative Action Plan
 Administered by Team Benefits Coordinator
 Balance AAP software
 Cost Savings
Affirmative Action Software one time cost $750.00
 EEOC vs Olsten Staffing Services cost of settlement $75,000.00
 EEOC vs Ready Mix cost of settlement $400,000.00


Based on industry statistics and local demographics
 Training for all employees including team leads
and upper management
Training Plan
 All personnel involved in the recruitment,
screening, selection, promotion, disciplinary, and
related processes shall be trained to ensure that the
commitments in the company’s Affirmative Action
Program are implemented.
 Leadership Meetings
 Selecting/Interviewing/Hiring the most qualified
candidate for position
Affirmative Action Training for Leaders
 See handout
Diversity Training for All Employees
 Focus: Awareness of conscious and unconscious
biases towards minorities.
 Goal:



Enhance understanding of human differences
Increasing awareness of cultural differences and
commonalities
Building skills in confronting inappropriate language and
behavior
Retraining and Updating
 Review previous year’s goal results
 Modification of procedures to meet next year’s goals
 Management is advised annually of their
responsibilities under the company’s AAP for
qualified individuals (Minorities, Females,
Individuals with disabilities and qualified protected
veterans) and of their obligations.
Retraining Obligations of Leaders
1. Review the company’s Affirmative Action policy for qualified minorities,
females, and individuals with disabilities and qualified protected veterans
with subordinate team leads to ensure that they are aware of the policy
and understand their obligation to comply with it in all personnel actions
2. Assist in the identification of problem areas, formulate solutions, and
establish departmental goals and objectives when necessary
3. Review the qualifications of all applicants and employees to ensure
qualified individuals are treated in a nondiscriminatory manner when hire,
promotion, transfer, and termination actions occur; and
4. Review all employees’ performance to ensure that non-discrimination is
adhered to in all personnel activities.
Updating Policies and Practices
 The Affirmative Action Program is reviewed and
updated as necessary. If there are any significant
changes in procedures, rights or benefits as a
result of the annual updating, those changes will
be communicated to employees and applicants
for employment.



Posters in common areas
Email
“Policy Tuesday”
Measure for Success
 Based on our goals set for our Affirmative Action
Plan, we need to analyze our hiring and retention
results

Did we meet our goal?
 In not, how do we improve?
 Internal recruiting policies and procedures
 External recruiting policies and procedures
Organizational Responsibility for Compliance
The development of the AAP for individuals with
disabilities and qualified protected veterans,
policy statements, personnel policies and
procedures, internal and external
communication of the policy, and monitoring the
effectiveness of these actions;
Keeping management informed of equal
opportunity progress and problems within the
company through, at a minimum, periodic
reports;
Reviewing all personnel actions, policies, and
procedures to ensure compliance with
Americollect’s Affirmative Action obligations;
Providing managers with a copy of the AAP for
Qualified Individuals with Disabilities and
Qualified Protected Veterans and reviewing the
program with them on an annual basis to ensure
knowledge of their responsibilities for
implementation of the program;
Reviewing the qualifications of all applicants and
employees to ensure qualified individuals are
treated in a nondiscriminatory manner when
hiring, promotion, transfer and termination
actions occur;
Reviewing the company’s AAP for qualified
individuals with disabilities and qualified
protected veterans with all managers and
supervisors at all levels to ensure that the policy
is understood and is followed in all personnel
activities;
Assisting in the identification of problem areas
and the development of solutions to those
problems;
Auditing the contents of company bulletin
boards annually to ensure that compliance
information is posted and is up-to-date;
Monitoring the effectiveness of the program on
a continuing basis through the development and
implementation of an internal audit- and
reporting- system that measures the
effectiveness of the program.
Serving as a liaison between Americollect and
enforcement agencies; and
Serving as a liaison between Americollect and
organizations for individuals with disabilities
and protected veterans
Sources
 Manitowoc Company EEO Policy
 Manitowoc Affirmative Action Training
 www.americollect.com
 http://www.eeoc.gov/eeoc/newsroom/release/3-18-10a.cfm
 http://www1.eeoc.gov/eeoc/newsroom/release/7-15





11.cfm?renderforprint=1
www.dol.gov
www.lbl.gov/Workplace/HumanResources/html/...Action/AAP.pdf
http://quickfacts.census.gov/qfd/states/55/55117.html
http://quickfacts.census.gov/qfd/states/55/55071.html
http://quickfacts.census.gov/qfd/states/55/55009.html
http://www.eeoc.gov/facts/qanda.html
 http://www.pacttraining.com/pact/pdf/devdivprograms.pdf