Image of Page 7 of the March 1982 issue of NYC DOC's Inside Out tabloid-size newsletter.

This web page's images and texts were extracted from that newsletter issue's Page 7.

The New York City Department of Correction wishes to reaffirm that it is determined to be in compliance with the City, State and Federal anti-discrimination laws as they relate to employment in this agency, consistent with the concept of merit in employment.

As Commissioner of the Department of Correction, I affirm that the policy stated herein and the Equal Employment Opportunity Program executed simultaneously herewith reflect this agency’s attitude and its intention, within the framework of the Civil Service Law, to:

BLUES STAR B. B. King and his fabled guitar, “Lucille,” brought the house down at the Correctional Institution for Women. THE INTERNATIONAL Dance Group of Ghana was a colorful and lively C.I.F.W. attraction for female inmates. “ONE MO’ TIME” CAST receives certificate of appreciation from HDM Warden Otis Bantum after performance as Village Gate owner Art D’Lugoff (second from left) and Commissioner of Distinguished Visitors Barbara Margolis (third from right) look on. NEW YORK JET players were a popular attraction at the Adolescent Center, where Offensive Tackle Marty Lyons pretended to be a quarterback as All-Pro Defender Joe Klecko gave pointers to inmate linemen. Webmaster Note: Click images for larger versions. Use browser's "back" option to return to this page.

1. Review all aspects of employment policies and practices as they relate to selection criteria, recruitment, hiring, promotion, transfer, disciplinary procedures, separations, benefits, agency sponsored training, educational tuition assistance and other terms and conditions of employment.
2. Determine whether any of the above practices and policies reflect past discrimination and are preventing women, minorities and/or the handicapped from entry into or advancement in employment in accordance with their skill and ability.
3. Recruit, hire and promote (all within the framework, of the Civil Service Law) all job classifications without regard to race, color, religion, sex, age or national origin.
4. Base decisions on employment so as to further the principles of equal employment opportunity.
5. Insure that promotion decisions are in accord with principles of equal employment opportunity.
6. Insure that all other personnel actions such as compensation benefits, transfers, terminations, agency sponsored training, educational tuition assistance, social and recreation programs, will be administered without regard to race, color, religion, sex, age or national origin.
7. Provide pursuant to the Vocational Rehabilitation Act of 1973, equal employment opportunity as set forth above to qualified disabled or handicapped persons.
8. Provide, pursuant to the Vietnam Era Veteran’s Readjustment Act of 1974, equal employment opportunity as set forth above, to those who are qualified disabled veterans or veterans of the Vietnam Era.

The Department of Correction will make pertinent portions of the Equal Employment Opportunity Program available to employees in the Department and will give copies to all new employees. I have appointed Carolyn Berry the agency EEO Officer. Ms. Berry has overall responsibility for the establishment, development and monitoring of the equal employment program and will be working with agency managerial and supervisory personnel on the program. She will be reporting to me, at least quarterly, on problems and progress in providing equal employment opportunity.

This endeavor, and the goal of achieving and maintaining equal employment opportunity for all persons, is of the highest priority for this agency and the City of New York. It has the full and positive support of the management of this administration.

BENJAMIN WARD
Commissioner

When Randall Eng was prosecuting accused murderers in Queens County, he didn’t much consider the Department of Correction’s role in the criminal justice system, unless perhaps the defendant was delivered late to court.

“The mission of the Department is much more complex than I could have imagined,” Eng says today, and he has reason to know. He is the new Inspector General at Correction after a year as Deputy IG/Departmental Advocate.

Randall Eng Webmaster Note: Click image for larger version. Use browser's "back" option to return to this page.

“I just didn’t realize all the dimensions that go into responsibility for the care, custody and transportation to court of so many thousands of inmates,” Eng concedes. “The problems involved in having to move so many inmates every day are just monumental.”

Eng, a 34-year-old resident of Queens, was admitted to the bar in 1973 after matriculating entirely within the City of New York—the public schools, Brooklyn Technical High School and St. John’s University Law School. He started at the Queens District Attorney’s office in 1972 and rose through the ranks under four DAs, Thomas Mackell, Michael Armstrong, Nicholas Ferraro and John Santucci, rising to bureau chief of the Supreme Court Trial Bureau in Long Island City after having tried more than 200 felony cases, many of them homicides.

He came to Correction in October, 1980 and helped ease a changeover in policy that now refers disciplinary matters to the City’s Office of Administrative Trials and Hearings (OATH) for adjudication, rather than settling or trying them within the department.

His work as Departmental Advocate was also something of a shock, Eng recalls. “We had two staff attorneys for a constituency of 4,000 uniformed officers

Continued on Page 8

Also visit on this site:

• Winter 1984 Inside Out issue.
• June 1985 Inside Out issue.