National Caucus and Center on Black Aging, Inc.

Policy Statements

Affirmative Action Policy

Political Action

Drug Free Policy

Affirmative Action Policy

The National Caucus and Center on Black Aging, Inc. affirms that it has enacted an Affirmative Action Plan that addresses itself to the realization of a democratic employment policy. To achieve this goal, NCBA will affirmatively implement the letter and spirit of the objectives set forth in, but not limited to, the following laws, Executive Orders and Regulations:

 Title VI of the Civil Rights Act of 1964 forbidding discrimination in federally assisted programs.

 Title VII of the Civil Rights Act of 1964 which forbids discrimination because of race, color, religion, sex, national origin, ancestry, marital status, age, or disability in all employment practices including hiring, promotions, compensation and other terms, privileges and conditions of employment.

 The Equal Pay Act of 1963 which covers all employees who are under the Fair Labor Standards Act. The Act forbids pay differential based on sex.

 The Age Discrimination Act which prohibits discrimination because of age against anyone between the ages of 40 and 70.

 Federal Executive Order 11373 which requires every agency receiving federal financial assistance to contain a clause against discrimination because of race, color, religion, sex, or national origin.

 Rehabilitation Act of 1973. Section 504 which prohibits discrimination and ensures access to services for the handicapped.

 Administration on Aging Program Instruction AoA Pl-75 II which mandates all grantees to develop affirmative action plans. Agencies, who are part of an “umbrella” agency, shall develop and implement an Affirmative Action Plan for the single organizational unit.      Preference for hiring shall be given to qualified older persons (subject to requirements of merit employment systems).

 Appendix – I

 The National Caucus and Center on Black Aging, Inc. implements this policy in the following manner:


All NCBA announcements reflect the fact that we are an equal opportunity employer. Notices of vacancies are sent to various associations representing  people in various protected classes.


NCBA provides employees with opportunities to participate in  outside training programs. In-house training is provided on an ongoing basis to elevate employees to higher positions. This training includes new career programs where persons 55 years of age and older are trained to enter new career fields. All employees are trained in Civil Rights requirements and the meaning of the 504 Act.


All employees are informed of forthcoming promotional job opportunities. All are given an equal chance to apply within an established time frame prior to outside recruitment.


Any employee found to be inadequate in the performance of his or her duties is counselled and given an opportunity to meet the standards  of the position. For those not meeting the standards, assistance is given in locating a position with other employers.


Preference is given to employers who have a labor force representative of the composition of the community labor market.

The overall goal of the National Caucus and Center on Black, Aging, Inc. is to ensure that its approximately 60-person administrative staff is housed in 10 administrative offices throughout the United States, its approximately 2,000 low-income senior enrollees who are in transition from subsidized employment to employment in the regular job market and the residents residing in its five (5) housing projects are completely aware of NCBA’s commitment to ensure nondiscrimination in the areas of race, color, creed, religion, national origin, ancestry, sex, marital status, handicap, and age in its work force.

 The policy is evaluated annually to measure its compliance in advocating Equal Employment Opportunity.

 The National Caucus and Center on Black Aging, Inc.



Political Action

Appendix – I



 NCBA/SEE Program enrollees and staff paid from federal funds may participate freely in the political process with the following exceptions:

 Engage in political activities (partisan or non-partisan) on the job; not at any time while in a paid status (sick leave, vacation, etc.)

 Present themselves as a spokesperson for NCBA or the Senior Environmental Program while engaged in partisan political activity; and, Enrollees who are assigned within federal agencies on federally-aided projects may have additional restrictions.

 Drug Free Policy

Appendix – II


  TO: All NCBA Employees/Supervisors/Enrollees/Program Participants

 From: Mr. Samuel J. Simmons, President

 FROM: SUBJECT: Alcohol/Drug Free Workplace

Date: March 27, 1989

 The National Caucus and Center on Black Aged, Inc., (NCBA), as of September 30, 1988 has enacted a policy of having an “Alcohol/Drug Free Workplace.”  This policy is applicable at all categories of NCBA employees. Supervisors must take a progressive, constructive attitude towards the implementation and the related discipline of this “Alcohol/Drug Free Workplace Policy. “Discipline is a positive, not punitive, concept. When supervisors encourage employee self-discipline, employees develop greater initiative, realizing that the primary responsibility for their behavior is their own. Self-discipline reinforces the personal self-respect of employees and contributes to the safety and stability of the workplace. This fact not withstanding, all NCBA employees must understand that NCBA will not tolerate Alcohol or Drug abuse in the workplace.


 NCBA recognizes that alcohol and drug abuse are serious health problems which can adversely affect an employee’s job performance as well as personal life. Both alcohol and drug abuse result in the altering of mood and consciousness by intoxication, stimulation, or sedation. In addition, alcohol and drug abuse can affect an employee’s ability to meet employment requirements. These conditions, when untreated, can cause deterioration of physical and mental health and can result in early death.


 NCBA’s definitions of Alcoholism and Drug Abuse are as follows:

  •  Alcoholism is a complex disease characterized by the uncontrolled use of alcohol.

  •  Drug use is the improper or illegal use of, or dependency on, drugs.

 NCBA has established a policy of formal assistance to help its employees in their efforts to recover from alcohol and drug abuse, thereby eliminating the harmful effects they may have on the individual’s employment and personal life. NCBA’s formal assistance policy is a progressive disciplinary approach designed to assist employees in recovering from alcoholism and drug abuse through evaluation, counseling and/or referral to outside experts.

Affirmative Program

Participation under our formal Alcohol/Drug Assistance policy is voluntary and will not jeopardize the employee’s job security or promotional opportunities. Although an employee’s voluntary participation under our Alcohol/Drug Assistance Policy will be given favorable consideration in disciplinary action, said voluntary participation does not prohibit disciplinary action for failure to meet acceptable standards of work performance, attendance, and/or conduct problems in the workplace.

Further, participation in Alcohol/Drug Assistance Policy does not shield an employee from discipline or prosecution for criminal activities.

 Pursuant to the Drug-Free Workplace Act of 1988,

45 CFR Part 74. Subpart F. published January 31. 1989.

 The National Caucus/Center on Black Aging, Inc. certifies that it will maintain a drug free workplace. NCBA employees and Program Participants are prohibited from manufacturing, distributing, dispensing, possessing, or using a controlled substance in its offices, or host agencies under penalty of termination.

 NCBA employees and program participants are required as a condition of employment and enrollment, to abide by the foregoing Drug-Free

Workplace policy and are further required to notify the Office of the President and Chief.

Appendix – III

 Executive Office of NCBA in writing of any drug statute convictions for a violation occurring during duty and non-duty hours at a work place, office or host agency of NCBA no later than five (5) calendar days after such conviction.

 NCBA will dutifully notify the appropriate Federal Agency of receiving written notice from the convicted employee, program participant or otherwise actual notice of such conviction within ten (10) calendar days.

NCBA further assures that within 30 days of receiving notice under the stipulations of this paragraph with respect to employees/participants who are so convicted, NCBA will take appropriate personnel action against an employee/program participant, up to and including termination; or requiring such employee/program participant to engage in NCBA’s formal Alcohol/Drug Assistance Policy.