Federal Communications Commission
Washington, D.C. 20554
OMB 3060-1033
September 2003
FCC 396-C
FOR FCC USE ONLY
Multi-Channel Video Program Distributor EEO Program Annual Report

Read INSTRUCTIONS Before Filling Out Form

FOR COMMISSION USE ONLY
FILE NO.

B396 - 20130911ACB
SECTION I IDENTIFYING INFORMATION
A. Name of  Operator:
RESERVE LONG DISTANCE D/B/A RESERVE TELECOMMUNICATIONS
MSO Name:
B. Employment Unit's Mailing Address
PO DRAWER T

City
RESERVE
State
LA
Zip Code
70084-0519
E-Mail Address (if available) 
FCC Registration Number:
0009873712
Emp. Unit ID # 11116
Application Purpose
New Program Report
Amendment to Program Report
Supplemental Investigation Sheet (SIS) Attached
C. County and State in which unit's employment office is located
ST JOHN PARISH, LA
D. Category of Respondent (check applicable box)

Fewer than six (6) full-time employees during the selected payroll period: Complete Sections I, II and V
Six (6) or more full-time employees during the selected payroll period: Complete ALL sections of the Form 396-C and the Supplemental Investigation Sheet, if attached

E. Pay Period Covered by this Report (inclusive dates) 8/7/2013 THROUGH 8/20/2013
F. Attachments: (See "Exhibit" buttons, below.)

SECTION II COMMUNITY INFORMATION

System Communities Comprising Local Employment Unit
Ident No.
Name of Community
Location (State)
Type

Review the list of communities served on the previous year's submission and attach as Exhibit A any additions or deletions, using the format noted above. NOTE: APPLICABLE ONLY TO CABLE OPERATORS AND NOT TO OTHER MVPD UNITS.

[Exhibit 1]



SECTION III EEO POLICY AND PROGRAM REQUIREMENTS

Check YES or NO to each of the following questions. If answer to any question below is NO, attach as Exhibit B an explanation.
[Exhibit 2]

1.
Have you complied with the outreach provisions of the FCC's MPVD Equal Employment Opportunity Rule, 47 C.F.R. Section 76.75(b), during the twelve month period prior to filing this form?
Yes No
2. Do you disseminate widely your EEO Program to job applicants, employees, and those with whom you regularly do business? Yes No
3. Do you contact organizations, media, educational institutions, and other potential sources of applicants for referrals whenever job vacancies are available in your organization? Yes No
4. Do you undertake to offer promotions to positions of greater responsibility in a nondiscriminatory manner? Yes No
5. To the extent possible, do you seek out entrepreneurs in a nondiscriminatory manner and encourage them to conduct business with all parts of your organization? Yes No
6. Do you analyze the results of your efforts to recruit, hire, promote, and use services in a nondiscriminatory manner and use these results to evaluate and improve your EEO program? Yes No
7. Do you define the responsibility of each level of management to ensure a positive application and vigorous enforcement of your policy of equal employment opportunity and maintain a procedure to review and control managerial and supervisory performance? Yes No
8. Do you conduct a continuing program to exclude every form of prejudice or discrimination based upon race, color, religion, national origin, age, or sex from your personnel policies and practices and working conditions? Yes No
9. Do you conduct a continuing review of job structure and employment practices and maintain positive recruitment training, job design, and other measures needed to ensure genuine equality of opportunity to participate fully in all organizational units,occupations, and levels of responsibility? Yes No

SECTION IV ADDITIONAL INFORMATION

You may provide as Exhibit C any additional information that you believe might be useful in evaluating your efforts to comply with the Commission's EEO provisions. There is no requirement to provide additional data or information.
[Exhibit 3]



SECTION V CERTIFICATION

This report must be certified as follows:
A.   By the individual owning the reporting system if individually owned;
B.   By a partner, if a partnership; or
C.   By an officer, if a corporation or association.

I certify that to the best of my knowledge, information and belief, all statements contained in this report are true and correct.

Signed
Title
VICE PRESIDENT - CFO
Date
09/11/2013
Name of Respondent
SCOTT SMALL
Telephone No. (include area code)
9855361326

WILLFUL FALSE STATEMENTS ON THIS FORM ARE PUNISHABLE BY FINE AND/OR IMPRISONMENT (U.S. CODE, TITLE 18, SECTION 1001), AND/OR REVOCATION OF ANY STATION LICENSE OR CONSTRUCTION PERMIT (U.S. CODE, TITLE 47, SECTION 312(a)(1)), AND/OR FORFEITURE (U.S. CODE, TITLE 47, SECTION 503).



FORM FCC 396-C - SUPPLEMENTAL INVESTIGATION SHEET

Part I Employee Job Descriptions

Give brief job descriptions for employees in the job categories specified below. The number specified in the box indicates the number of different job descriptions that are to be submitted for each category. Job descriptions should include the position title and a brief description of the major duties and responsibilities of the individual(s) in the position.

1.
Officials and Managers
 
[Exhibit 4]
2.
Professionals

 

[Exhibit 5]
3.
Technicians
 1
[Exhibit 6]
4. Sales Workers
 
[Exhibit 7]
5.
Office and Clerical
 
[Exhibit 8]
6.
Craft Workers (skilled)
 
[Exhibit 9]
7.
Operatives (semi-skilled)
 
[Exhibit 10]
8.
Laborers (unskilled)
 
[Exhibit 11]
9.
Service Workers
 
[Exhibit 12]

Part II Inquiries Concerning EEO Program and Practices

Submit responses to the inquiries indicated by a "check" Responses should be brief, but must provide sufficient information to describe the employment unit's activity and efforts in the area of inquiry.

1.
Describe the employment unit's efforts to comply with the outreach provisions of 47 C.F.R. Section 76.75(b).
[Exhibit 13]
2.
Describe the employment unit's efforts to disseminate widely its equal employment opportunity program to job applicants, employees, and those with whom it regularly does business.
[Exhibit 14]
3.
Name the organizations, media, educational institutions, and other recruitment sources used to attract applicants whenever job vacancies become available.
[Exhibit 15]
4.
Explain the employment unit's efforts to promote in a nondiscriminatory manner to positions of greater responsibility.
[Exhibit 16]
5.
Describe the employment unit's efforts to encourage entrepreneurs to conduct business in a nondiscriminatory manner with all parts of its operation and provide an analysis of the results of those efforts.
[Exhibit 17]
6.
Report the findings of the employment unit's analysis of its efforts to recruit, hire and promote in a nondiscriminatory manner and explain any difficulties encountered in implementing its EEO program.
[Exhibit 18]
7.
Describe the responsibility of each level of the employment unit's management with respect to application and enforcement of its EEO policy and explain the procedure for review and control of managerial and supervisory performance.
[Exhibit 19]
8.
Describe the manner in which the employment unit conducts its continuing review of job structure and employment practices.
[Exhibit 20]
9.
Other Inquiries:
[Exhibit 21]

Part III EEO Public File Report

Attach a copy of the EEO public file report from the previous year. Cable entities are required to place annually such information as is required by 47 C.F.R. Section 76.1702 in their public files.

[Exhibit 22]

EMP UNIT ID: 11116
MSO NAME:
 
OPR NAME: RESERVE LONG DISTANCE D/B/A RESERVE TELECOMMUNICATIONS

Approved by OMB
3060-1033



Exhibits
Exhibit 1
Description:
COMMUNITY INFORMATION

LA0596 RESERVE LOUISIANA UNINCORPORATED COMMONLY KNOWN AS

Attachment 1


Exhibit 6
Description:
TECHNICIAN JOB DESCRIPTIONS

INSTALLATION SERVICES TECHNICIAN
DESCRIPTION: SUPPORT THE GROWTH OF THE SYSTEM BY ASSURING THE QUALITY PERFORMANCE OF THE INSTALLATION AND TECHNICAL SERVICES OF ALL RESERVE TELECOMMUNICATIONS PRODUCTS. ENSURE THE QUALITY OF SERVICES PROVIDED TO END USERS MEETS OR EXCEEDS ESTABLISHED STANDARDS. COORDINATE WITH ALL FUNCTIONAL DEPARTMENTS (BOTH CORPORATE AND SYSTEM) REGARDING THE OPTIMIZATION OF OVERALL BUSINESS EFFORTS.
DUTIES:
1. INSTALLS, DISCONNECTS, TROUBLESHOOT VIDEO, HIGH SPEED INTERNET SERVICES, AND TELEPHONY SERVICES.
2. DRIVES COMPANY VEHICLE BETWEEN OFFICE, WAREHOUSE, AND WORK SITES AND MAINTAINS COMPANY VEHICLE.
3. EDUCATES CUSTOMERS REGARDING THEIR EXISTING AND NEW SERVICES AND INFORMS THEM ABOUT OTHER RESERVE TELECOMMUNICATIONS SERVICES AND SELLS ADDITIONAL SERVICES TO CUSTOMERS.
4. COMPLIES WITH ALL SAFETY PROCEDURES AND POLICIES.
5. PLANS DAILY ROUTE, REQUISITIONS EQUIPMENT AND SUPPLIES AND STOCKS VEHICLE.
6. RESOLVES CUSTOMER COMPLAINTS.
7. ENSURE QUALITY OF PROCESSES, PROGRAMS, AND CUSTOMER SATISFACTION.

PLANT & CONSTRUCTION TECHNICIAN
DESCRIPTION: RESPONSIBLE FOR THE PROVISIONING, INSTALLATION, SETUP, TEST, AND MAINTENANCE OF TELEPHONY, COMMERCIAL NETWORK, HFC, CATV AND OTHER EQUIPMENT ASSOCIATED WITH PLANT FACILITIES AND DISTRIBUTIONS SYSTEMS.
DUTIES:
1. PERFORMS ON-DEMAND AND PREVENTATIVE MAINTENANCE ON DISTRIBUTIVE NETWORKS.
2. MAINTENANCE AND REPAIR OF VOICE, DATA, TELEPHONY, AND VIDEO COMMUNICATIONS SYSTEMS AT REMOTE STATIONS AND SITES INCLUDING CUSTOMER PREMISES.
3. PERFORMS AMP SWEEPS, CHECKING FOR FORWARD AND RETURN SIGNAL TRANSMISSION.
4. AUDIT, INSPECTION, AND DOCUMENTATION OF THE INSTALLATION OF FIBER OPTIC TRANSMISSION EQUIPMENT.
5. AUDITS, INSPECTS, AND DOCUMENTS WORK FOLLOWING OUTSIDE PLANT REPAIRS, OUTAGES OR FAILURES.


Attachment 6


Exhibit 16
Description:
EFFORTS TO PROMOTE IN A NONDISCRIMINATORY MANNER

ALL EMPLOYEES WITHIN A DEPARTMENT RECEIVE EQUAL TRAINING AND ASSISTANCE. WHEN PROMOTIONS BECOME AVAILABLE, ALL EMPLOYEES ARE CONSIDERED FOR THE POSITION. UPPER MANAGEMENT IS CONSULTED BEFORE THE FINAL DECISION IS MADE TO ENSURE THAT THERE IS NO DISCRIMINATION AND THAT ALL EMPLOYEES HAVE BEEN EQUALLY CONSIDERED.

Attachment 16


Exhibit 19
Description:
QUESTION #7

EACH MEMBER OF THE MANAGEMENT TEAM IS RESPONSIBLE AND HELD ACCOUNTABLE FOR ENFORCING OUR EEO POLICY. THE EEO POLICY IS PRESENTED TO NEW HIRES THROUGH OUR NEW EMPLOYEE PACKET AND APPLICATION. EMPLOYMENT DECISIONS ARE MADE JOINTLY BY DEPARTMENTAL MANAGEMENT AND SENIOR MANAGEMENT.

Attachment 19


Exhibit 20
Description:
QUESTION #8

AS POSITIONS BECOME AVAILABLE, THE JOB DESCRIPTIONS ARE REVIEWED BY SENIOR MANAGEMENT AND DEPARTMENTAL MANAGEMENT PRIOR TO POSTING THE POSITION OPENING.

THE JOB AND COMPENSATION STRUCTURE IS EVALUATED ON AN ANNUAL BASIS TO ENSURE THAT EMPLOYEES ARE TREATED IN A FAIR AND NON-DISCRIMINATORY MANNER.


Attachment 20