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Public Information

We manage our organization with a commitment to the values of trust and transparency. Below are documents that might be of interest to the public. To request information not contained here, please contact our CFO, Dawn Ariza .

FCC Public Inspection File

Public inspection files are a requirement of the Federal Communications Commission. All existing TV and radio stations in the U.S. are required to keep certain documents relating to the station’s operation and ownership in a file, in a place where members of the public may have free access to it. These files may be maintained on a computer database accessible to the public, or as paper files, which are usually kept at the main studio of the station in question, or elsewhere in the community of license, such as the local public library.

Our FCC Public Inspection file is available here .

Equal Employment Opportunity

2020 EEO Report – Initiatives
2020 EEO Report – Vacancies

Policies and Other Documents

2020 Local Content & Service Report
2019 Local Content & Service Report
2018 Local Content & Service Report

EEO Policy

Section 396(k)(11) of the Communications Act of 1934, 47 U.S.C. 396, et. seq., as amended, ("Act") provides that:

"(A) Funds may not be distributed pursuant to this subsection for any fiscal year to the licensee or permittee of any public broadcast station if such licensee or permittee--

"(i) fails to certify to the Corporation that such licensee or permittee complies with the Commission's regulations concerning equal employment opportunity as published under section 73.2080 of title 47, Code of Federal Regulations, or any successor regulations thereto; or

"(ii) fails to submit to the Corporation the report required by subparagraph (B) for the preceding calendar year.

"(B) A licensee or permittee of any public broadcast station with more than five full time employees is required to file annually with the Corporation a statistical report, consistent with reports required by Commission regulation, identifying by race and sex the number of employees in each of the following full-time and part-time job categories:

"(i) Officials and managers.

"(ii) Professionals.

"(iii) Technicians.

"(iv) Semiskilled operatives.

"(v) Skilled craft persons.

"(vi) Clerical and office personnel.

"(vii) Unskilled operatives.

"(viii) Service workers.

"(C) In addition, such report shall state the number of job openings occurring during the course of the year. Where the job openings were filled in accordance with the regulations described in subparagraph (A)(i), the report shall so certify, and where the job openings were not filled in accordance with such regulations, the report shall contain a statement providing reasons for noncompliance. The statistical report shall be available to the public at the central office and at every location where more than five full-time employees are regularly assigned to work."

Pursuant to Section 396(k)(11) of the Act, all licensees and permittees of public broadcasting stations that receive federally appropriated funds from CPB must certify to CPB that they comply with the above-referenced FCC regulations concerning equal employment opportunity.

KCET posts the following on its website at http://www.kcet.org/about/fcc-eeo-annual-reports: (i) the statistical information with respect to the categories set forth above in Section 396(k)(11) (B), and (ii) the number of job openings occurring during the course of the year and outreach initiatives KCET has pursued. For those members of the public unable or unwilling to use the Internet to access this information, all of said information posted at http://www.kcet.org/about/fcc-eeo-annual-reports shall be available for either : (i) viewing at a computer terminal located in KCET's Human Resources department, or (ii) subject to advance cash payment, requesting photocopies of said documentation. Photocopies may be obtained by: (i) writing to: KCET Legal Department, 2900 West Alameda Ave., Burbank, CA 91505; (ii) calling KCET Member and Viewer Services at (747) 201-5238; or (iii) coming in person to the station and asking for the General Counsel. The cost for copying documents shall be the current market price for photocopying. Copies may be picked up at KCET during normal business hours or, if requested, will be mailed to the requestor within seven (7) business days of the request.

Section 396(k)(11) of the Communications Act of 1934, 47 U.S.C. 396, et. seq., as amended, ("Act") provides that:

"(A) Funds may not be distributed pursuant to this subsection for any fiscal year to the licensee or permittee of any public broadcast station if such licensee or permittee--

"(i) fails to certify to the Corporation that such licensee or permittee complies with the Commission's regulations concerning equal employment opportunity as published under section 73.2080 of title 47, Code of Federal Regulations, or any successor regulations thereto; or

"(ii) fails to submit to the Corporation the report required by subparagraph (B) for the preceding calendar year.

"(B) A licensee or permittee of any public broadcast station with more than five full time employees is required to file annually with the Corporation a statistical report, consistent with reports required by Commission regulation, identifying by race and sex the number of employees in each of the following full-time and part-time job categories:

"(i) Officials and managers.

"(ii) Professionals.

"(iii) Technicians.

"(iv) Semiskilled operatives.

"(v) Skilled craft persons.

"(vi) Clerical and office personnel.

"(vii) Unskilled operatives.

"(viii) Service workers.

"(C) In addition, such report shall state the number of job openings occurring during the course of the year. Where the job openings were filled in accordance with the regulations described in subparagraph (A)(i), the report shall so certify, and where the job openings were not filled in accordance with such regulations, the report shall contain a statement providing reasons for noncompliance. The statistical report shall be available to the public at the central office and at every location where more than five full-time employees are regularly assigned to work."

Pursuant to Section 396(k)(11) of the Act, all licensees and permittees of public broadcasting stations that receive federally appropriated funds from CPB must certify to CPB that they comply with the above-referenced FCC regulations concerning equal employment opportunity.

KCET posts the following on its website at http://www.kcet.org/about/fcc-eeo-annual-reports: (i) the statistical information with respect to the categories set forth above in Section 396(k)(11) (B), and (ii) the number of job openings occurring during the course of the year and outreach initiatives KCET has pursued. For those members of the public unable or unwilling to use the Internet to access this information, all of said information posted at http://www.kcet.org/about/fcc-eeo-annual-reports shall be available for either : (i) viewing at a computer terminal located in KCET's Human Resources department, or (ii) subject to advance cash payment, requesting photocopies of said documentation. Photocopies may be obtained by: (i) writing to: KCET Legal Department, 2900 West Alameda Ave., Burbank, CA 91505; (ii) calling KCET Member and Viewer Services at (747) 201-5238; or (iii) coming in person to the station and asking for the General Counsel. The cost for copying documents shall be the current market price for photocopying. Copies may be picked up at KCET during normal business hours or, if requested, will be mailed to the requestor within seven (7) business days of the request.

Diversity Policy

KCET is committed to ensuring that its workforce and governing boards reflect the richness of the diversity found in the communities it serves. At its heart, diversity speaks to the range of viewpoints, ideas and creative energy that comes from a variety of individuals and institutions. Often this diversity is a result of different cultures, histories, races, ethnicities, genders, sexual orientation, abilities, age, national origins, religions, creeds, colors and veteran status.

EEO, Affirmative Action, and Diversity Policy Statement

KCET is an equal opportunity employer and provides equal opportunity in employment for all qualified persons. KCET makes employment decisions including, but not limited to, recruiting, hiring, promotion, demotion, training, compensation, benefits, disciplinary actions, and terminations on the basis of merit. Employment decisions are based on an individual's qualifications as they relate to the job under consideration. Employment decisions will be based on the principles of equal employment opportunity and with the intent to further KCET's commitment to affirmative action, diversity and equal employment.

KCET will take affirmative action to ensure that qualified minority group individuals, females, disabled, or qualified protected veterans are introduced into the workforce, encouraged to apply for promotion, and considered as promotional opportunities arise. KCET values and actively promotes a diverse workforce.

The policy prohibits unlawful discrimination based on gender (which includes pregnancy, childbirth, or related medical conditions, the actual gender of the individual or the identity, appearance or behavior of an individual, whether or not that identity, appearance, or behavior is different from that traditionally associated with the individual's gender or birth), sexual orientation, race, color, creed, religion, national origin, citizenship, ancestry, pregnancy, age, marital status, registered domestic partner status, medical condition (which includes genetic characteristics), physical or mental disability, status as a veteran or special disabled veteran, or any other consideration made unlawful by applicable federal, state or local laws, ordinances or regulations. KCET also prohibits unlawful discrimination based on the perception that anyone has any of those characteristics, or is associated with a person who has or is perceived as having any of those characteristics. All such discrimination is unlawful.

KCET is committed to diversity and compliance with all applicable laws providing equal employment opportunities. This commitment applies to all persons involved in KCET's operations, including KCET's Board of Directors and Community Advisory Board, and prohibits unlawful discrimination by any employee of KCET, including supervisors, co-workers, and subordinates. KCET managers and supervisors take affirmative action to ensure adherence to diversity and equal employment opportunity practices and to provide appropriate training of personnel in their areas of responsibility. The implementation of this policy requires the understanding and cooperation of all employees, supervisors, and managers.

To comply with applicable laws ensuring equal employment opportunities to qualified individuals with a disability, we will make a good faith effort to provide reasonable accommodations for the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or an employee unless undue hardship would result. Any applicant or employee who believes he or she requires an accommodation in order to perform the essential functions of the job should contact the EEO and Diversity Officer and request such an accommodation. The individual with the disability should specify what accommodation he or she needs to perform the job. KCET will analyze the situation, engage in an interactive process with the employee, and respond to the employee's request.

KCET encourages any employee with questions or concerns about equal employment opportunity or discrimination in the workplace to bring these issues to the attention of KCET in writing to your supervisor, KCET's Human Resources Department, or the EEO and Diversity Officer. If these individuals are not available, or in the event you believe that one of these individuals has engaged in inappropriate behavior in violation of this policy, submit a complaint to any other supervisor as soon as possible. Supervisors must report any and all conduct of which they are made aware which violates, or may violate, this policy to myself or other upper-level managers, as appropriate. Your complaint should be specific and should include the names of the individuals and witnesses involved. We will promptly undertake an effective, thorough, and objective investigation and attempt to resolve the situation.

If we determine that unlawful discrimination or a violation of this policy has occurred, effective remedial action will be taken commensurate with the severity of the offense, up to and including termination. Appropriate action also will be taken to deter any future discrimination.

There will be no retaliation against any employee who brings a complaint under the equal employment opportunity policy or who assists in investigating such a complaint, even if the investigation produces insufficient evidence that there has been a violation, or if the charges cannot be proven. Employees and applicants for employment are protected from coercion, intimidation, interference or discrimination for filing a complaint or assisting in an investigation concerning unlawful discrimination.

Employees and applicants are encouraged to identify their race and gender, as well as for employees, their qualified protected veteran status. This self-identification is strictly voluntary, confidential, and will not result in retaliation of any sort.

In furtherance of KCET's policy regarding equal employment opportunity, affirmative action, and diversity, KCET has developed a written Affirmative Action Program which sets forth the policies, practices, and procedures which the company is committed to applying to ensure that its policies of non-discrimination, affirmative action, and diversity are accomplished. This Affirmative Action Program is available for inspection by any employee or applicant for employment upon request, during normal business hours. Any questions should be directed to me, your supervisor, or June M. Baldwin, EEO and Diversity Officer.