EEO
WLOK Equal Employment
Opportunity Program
General Policy
​
It is the policy of WLOK radio not to discriminate in its employment and personnel practices, to provide equal employment opportunity to all qualified applicants, without regard to race, color, creed, national origin, sex or age, in all matters, including recruitment, evaluation, selection, promotion, compensation, training and termination. Discriminatory employment practices are specifically prohibited by the Federal Communications Commission. If you believe your equal employment rights have been violated, you may contact the FCC in Washington, DC 20554, or other appropriate state or local EEOC offices.
​
Responsibility for Implementation
The General Manager of WLOK Radio will be responsible for the administration and implementation of our Equal Opportunity Program. When an employment position becomes available at WLOK Radio, it is essential that certain guidelines be followed each and every time we seek to fill a position. It is also the duty of the department head over the position being filled to follow the procedures outlined herein.
​
In addition to the actual hiring procedures to be followed as a basis for soliciting employment, there are other requirements of the WLOK Equal Opportunity Program, which need to take place throughout each calendar year.
​
Each department head will read and follow the procedures outlined herein in each instance when soliciting for a position of employment with WLOK.
After fulfilling all of the obligations outlined herein, the General Manager will then review the procedure and, if all requirements have been satisfied, grant permission for the department head to proceed with the actual hiring.
​
PROCEDURE
A. The General Manager will conduct a meeting at least twice per year with all department heads to review hiring procedures, job structure, employment practices and recruitment.
B. All employees will be given a copy of our EEO Program.
C. Notices are posted, in easy view, in the main office of the radio station, informing applicants and employees that this station is an Equal Opportunity Employer and of their right to notify an appropriate EEO local, state or federal agency if they believe they have been victims of discrimination.
D. A statement regarding our Equal Employment Opportunity policy will be posted on our station’s website.
E. Our Annual EEO Public File Report will be placed in the Public Inspection File and a posting on our website will be made notifying the public that the file is available for public inspection during regular business hours.
F. In an effort to insure that no segment of the community is inadvertently omitted from recruitment efforts and in order to accomplish broad outreach in the community, the following notice will be posted on our station website, broadcast on-air and advertised in the classified section of at least one local newspaper.
“Radio station WLOK is looking for organizations that regularly distribute information about employment opportunities to job applicants or have job applications to refer. If your organization would like to receive notification of job vacancies at our station, please notify:”
​
General Manager
c/o WLOK Radio
363 South 2nd St.
Memphis Tennessee 38103
​
RECRUITMENT
In order to insure that information concerning each full-time vacancy is widely disseminated, we will engage in the following recruitment practices:
A. Air a minimum of 40 announcements on WLOK advertising the opening with instructions on how to apply.
B. Contact a minimum of two area educational institutions for “job opening” posting opportunities.
C. Provide job vacancy notifications to any and all organizations that have requested such notice.
Each calendar year the following must be implemented and documented by the administrative staff:
A. participation in a minimum of 2 job fairs.
B. Establishment of an intern program through one of our local educational institutions. Program should be of such length that appropriate credit be given to student/intern for participation.
In order to insure there are no unlawful forms of prejudice or discrimination regarding our employment practice, personnel policies and working conditions, our EEO Program will be reviewed annually, utilizing input from our recruitment sources and employees.
The General Manager shall be responsible for providing training for management level personnel with respect to methods of ensuring equal employment opportunity and preventing discrimination.