SUBP_language_2026_-_No_SUBP_Goal.pdf
PDF 298 KB Posted
- Attached to
- BID-MCC-Plumbing/Pipefitter/Mechanical Services
- Solicitation number
- 0000004237
- Issued by
- Hennepin County, Minnesota
About this file
This document is a Notice of Civil Rights Rules and Regulations issued by the City of Minneapolis Department of Civil Rights (MDCR) that outlines mandatory compliance requirements for all contractors entering into agreements with the City. The notice establishes non-discrimination requirements in hiring and employment practices based on protected characteristics including race, color, creed, religion, ancestry, national origin, sex, sexual orientation, gender identity, disability, age, marital status, familial status, and public assistance status. Contractors must affirm equal opportunity or affirmative action employer status in all employment solicitations and advertisements. Contractors entering into contracts exceeding $100,000 must obtain MDCR-approved Affirmative Action Plans prior to contract execution. Additionally, contractors should make good faith efforts to achieve the City's aspirational construction workforce goals of 20% female participation and 32% minority participation. For contracts valued at $50,000 or greater, certified payroll reporting may be required through MDCR-specified software systems. All contractors must post civil rights notices in conspicuous locations accessible to employees and job applicants and provide notice to trade and labor unions or worker representatives.
The Small and Underutilized Business Program (SUBP) applies to contracts exceeding $175,000 and is designed to provide equal opportunities to Minority-Owned Business Enterprises (MBEs) and Women-Owned Business Enterprises (WBEs) in the City's contracting marketplace. This specific contract contains no SUBP goals; however, contractors are encouraged to afford MBEs and WBEs full and fair competition opportunities on subcontracting activities. The SUBP recognizes only MBEs and WBEs certified through the Central Certification Program (CERT), and certified business directories are available online. Additional compliance requirements apply when contracts involve prevailing wage obligations for construction projects or trigger HUD Section 3 applicability, requiring contractors to direct employment and economic activities to low-income persons to the greatest extent feasible. All contractors are subject to pre-award compliance reviews by MDCR, and reporting may be required based on applicable programs and MDCR-designated software systems.
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Other files
| File | Type | Posted |
|---|---|---|
| Prevailing_wage_rates.pdf | ||
| How_to_Submit_a_Bid_Guide.pdf | ||
| Responsible_Contractor_A1_A2_combined.pdf | ||
| Bid_Form_Event_4237.xlsx | XLSX spreadsheet | |
| Specifications_Event_4237.pdf | ||
| BID-MCC-Plumbing_Pipefitter_Mechanical_Services.pdf | ||
| Call_for_Bids_Event_4237.pdf |
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Text version
Notice of Civil Rights Rules and Regulations
This notice advises City of Minneapolis contractors of their commitments under Minneapolis Code of Ordinances section 139.50. All contractors must comply with all provisions of Minneapolis Code of Ordinances Title 7 and with all rules and regulations issued by the Minneapolis Department of Civil Rights (“MDCR”) director. Contractors will be subject to a pre-award compliance review. Failure to cooperate may result in denial of contract award.
1. Non-Discrimination: The contractor will not discriminate against any employee or applicant for employment because of race, color, creed, religion, ancestry, national origin, sex, sexual orientation, gender identity, disability, age (over the age of 18), marital status, familial status, or status with regard to a public assistance program. The contractor will take affirmative action to ensure that all employment practices are free of such discrimination. Such employment practices include but are not limited to the following: Hiring, upgrading, demotion, transfer, recruitment or recruitment advertising, layoff, termination, rates of pay or other forms of compensation, and selection for training, including apprenticeship.
2. Equal Employment Opportunity/Affirmative Action Employer: The contractor will, in all solicitations or advertisements for employees placed by or on behalf of the contractor, state that it is an equal opportunity or affirmative action employer.
3. Affirmative Action Plan: The contractor must have an Affirmative Action Plan approved by MDCR before it may enter into a contract over $100,000 with the City.
4. Small and Underutilized Business Program (SUBP): When applicable, the contractor must comply with the SUBP program, including, but not limited to, making a good faith effort to meet the Minority-Owned Business Enterprises and Women-Owned Business Enterprises goals established on City funded contracts and development projects.
5. Employment Goals: The contractor should make a good faith effort to meet the City’s aspirational construction workforce goals of 20% female participation and 32% minority participation
6. Prevailing Wage: When applicable, the contractor must comply with prevailing wage laws on City construction and development projects. For contracts greater than or equal to $50,000, contractors, and subcontractors may be required to submit Certified Payroll Reports, via any software systems specified by
MDCR.
7. HUD Section 3: When applicable, the contractor must comply with Section 3 of the Housing and Urban Development Act of 1968, as amended. Contractors must incorporate the Section 3 Clause into all subcontracts and to the greatest extent feasible, ensure that employment and other economic activities be directed to low-income persons.
8. Posting Requirement: The contractor must provide this notice to its trade and labor union or representative of workers and must post the notice in conspicuous places available to employees and applicants for employment.
9. Reporting: Reporting may be required in accordance with any of the above-mentioned programs via any software systems specified by MDCR.
350 S. Fifth St. – Room
TEL 612.673.3000
City of Minneapolis Small & Underutilized Business Program (SUBP) Requirements
I. Overview The City of Minneapolis’ policy is to provide equal opportunities to all businesses, with an effort to redress discrimination in the City’s marketplace and in public contracting against Minority-Owned Business Enterprises (MBEs) and Women-Owned Business Enterprises (WBEs). The SUBP, as detailed in the Minneapolis Code of Ordinances Chapter 423.40, applies to contracts in excess of $175,000. SUBP goals are set on contracts based on project scope, subcontracting opportunities, and availability of qualified MBEs/WBEs.
II. SUBP Goals There are no SUBP goals on this contract. However, if there are subcontracting opportunities, Contractor is encouraged to afford MBEs and WBEs full and fair opportunities to compete on this contract and resulting subcontracts.
III. Certified MBEs/WBEs The SUBP only recognizes MBEs/WBEs certified through the Central Certification Program (CERT). To locate certified MBEs/WBEs, please visit the CERT online directory at:
https://cert.smwbe.com/FrontEnd/searchcertifieddirectory.asp https://cert.smwbe.com/FrontEnd/searchcertifieddirectory.asp
File details come from the government source that posted it. Updated .