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KEYMARKET STATIONS EQUAL EMPLOYMENT OPPORTUNITY PLAN

Keymarket recognizes that diversity in expression will only be achieved through a workforce comprising individuals of diverse ages, gender, cultural background and values.  Therefore equal opportunity for all persons is an intergral part of Keymarket stations.

Keymarket accepts that particular circumstances prevent some groups in society from competing equally.  As an employer, it is committed to eliminate and ensure the continued absence from within its structure any source of direct or indirect discrimination on the basis of factors not related to work performance, including race, color, national or ethnic origin, nationality, sex, marital status, pregnancy, trans-sexuality, age, sexual preference, status as a parent, political conviction, religious belief, social origin or impairment.  It has a continuing obligation under FCC legislation to impliment an Equal Employment Opportunity Plan.

Keymarket also accepts that, by recognizing diversity as a potential asset, it will be in a better place to create a culture where all staff have equal opportunity for advancement and where every employee is respected as an individual.  To this end, policies, procedures and programs have been implimented to promote equality of opportunity and the value of human diveristy through Keymarket Stations EEO Plan.

Advetising Contracts - Keymarket, its affiliates and their Radio Stations do not and shall not discriminate in any way on the basis of race or gender, respecting their advertising practices.

 

Recruitment - To ensure non-discrimination and to foster full consideration in filling job vacancies, we utilize the following recruitment procedures:

1.  To maintain written and oral communication with a variety of organizations to encourage the referral of qualified applicants. Those organizations would be local colleges and universities, vocational/technical trade schools, local branches of the NAACP, Women in Business, and state employment agencies.

2.  Establish and offer internship programs in conjunction with educational institutions to individuals seeking to acquire skills necessary for broadcast employment.

3.  Listing job opportunities in a job bank on the station's web site.

4.  Participation in general outreach through the efforts of activites sponsored by community or education groups such as career days, job fairs, workshops or similar activities.

5.  Participation in shadowing programs directed at students desiring to pursue a career in broadcasting.

Outreach Review - Based on information derived from applicants attracted through our recruitment methods, we will demonstrate that the information is reaching a wide diverisity of indivduals.

Record Keeping - We will collect and keep on file (a) listings of all full-time jobs filled, identified by job title; (b) the recruitment source used to fill each vacancy, identified by address, contact person and telephone number;  (c) dated copies of all advertisements, letters, e-mails, faxes used to fill each vacancy; (d) data reflecting the recruitment source for each full-time job filled.  We will analyze this information to determine that we are attaining our goal of reaching the entire community we serve.

Reporting - An annual report will be placed in our public file and on our web site containing the above information of record.

WOGI EEO Report 2014

WOGG EEO Report 2014

WOGH EEO Report 2014

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