WPCh 28B9H@ ZRomanRomanTimes New Roman (TT)Times New Roman (Bold) (TT)"5@^?(?SO_c(88?g(g(WOOOOOOOOOO((_g_GkOWSWSO[_,;WGc[WWWWOK_O_OSO888WO(OSKSK3KW,,S,WOSOCC;WG_OKG8 8_((((W,E(OWOOOOOOOOOOOwSKSKSKSKSK,,,,,,,,[WWOWOWOWO_W_W_W_W(KOOWSWOWOSKWOSSOOWWOOSKSKSKSKWWSK[K[O[[K[K_W_W,WWW,,,W;WSG,GE[W[WWW((WCWEOC((N((;S(GOOOS(OOOOKOOOOOO(((((((((((((((OOtOg\\GO\d*,KO.wROOn\CfxKxWlRx\]\cdIfIs`Wx\rriwgd((((((((((((((((((((((((((((((((?(?SO_c(88?g(g(WOOOOOOOOOO((_g_GkOWSWSO[_,;WGc[WWWWOK_O_OSO888WO(OSKSK3KW,,S,WOSOCC;WG_OKG8 8_(((((((((((((((((((((((((((((((((((KOOS,SWOOOOOOO,gOO(K;((OOOOOOGOOOOOOOSSSSS,,,,W[WWWWWOW____SSWOOOOOOwKKKKK,,,,OWOOOOOGOWWWWKSXPPS - PSt 4/4MOM 228 LPT1XPPSPS.WRSSX\  P6G;G"jP2 jt 3|KRomanTimes New Roman (TT)^!)22SN!!28!2222222222888,\HCCH=8HH!'H=YHH8HC8=HH^HH=!!/2!,2,2,!222N2222!'22H22,006!!!!()!22H,H,H,H,H,YCC,=,=,=,=,!!!!H2H2H2H2H2H2H2H2H2H2H,H2H2H2H2H282H2H,H,C,C,C,=,=,=,H2H2HH2H2H2H2(2!2!!!2'H2==)H2H2H2YHC!C)8'8'N#-2!,22222KK2LL2K!!,,2d!!22bd!,d!t!77778c<Technical 6Technical 63` hp x (#X` hp x (# X` hp x (#` hp x (#Technical 2Technical 24 Technical 3Technical 35 Technical 4Technical 46` hp x (#X` hp x (# X` hp x (#` hp x (#2ZG7l@8$@9$C:Mtoc 2toc 2;` hp x (#` !(#B` !(#B` hp x (#toc 3toc 3<` hp x (#` !(# ` !(# ` hp x (#toc 4toc 4=` hp x (# !(#  !(# ` hp x (#toc 5toc 5>` hp x (#h!(# h!(# ` hp x (#2W?6P@vTRARBTtoc 6toc 6?` hp x (#!(#!(#` hp x (#toc 7toc 7@ toc 8toc 8A` hp x (#!(#!(#` hp x (#toc 9toc 9B` hp x (#!(#B!(#B` hp x (#2^C8WDVYEt[Fv]index 1index 1C` hp x (#` !(# ` !(# ` hp x (#index 2index 2D` hp x (#` !(#B` !(#B` hp x (#toatoaE` hp x (#!(# !(# ` hp x (#captioncaptionF 2eGl:^Hr^@_XXb_Equation Caption_Equation CaptionG endnote referenceendnote referenceH "5@^2CRdd$CCdq2C28dddddddddd88qqqYzoCNzoozzC8C^dCYdYdYCdd88d8ddddCN8ddddY`(`l2CC!CCPRCddYYYYYYzYzYzYzYC8C8C8C8ddddddddddYdddddoddYYYYYzYzYzYddddddPdCdCCCdNdz8zRdddCRoNoNNF2[dCYddddd7>d<d<CCYYdCCddCYCdYzzzzCCCCqodYYYYYYYYYYY8888dddddddndddddddy.K8?XpK\  P@QP7PC2X XP\  P6QXP.7UC2XXU4  pQXy.C8*XpC\  P6QPCCddCYCdYzzzzCCCCqodYYYYYYYYYYY8888dddddddnddddddd2r@e@ i@JlZo"5@^2Coddȧ8CCdr2C28ddddddddddCCrrrdzNdzoȐC8CtdCdoYoYCdo8Co8odooYNCodddYO,Oh2CC!CCPRCdodddddȐYYYYYN8N8N8N8oddddooooddoddddzodddYYYYYYddddooPoNoNCNodo8RoodȐYYoNoNNF2ldCdddddd>400000000009>9+@04242079$4+<744440-909020!!!4002-2--42O4020(($4+90-+!!94)0400000000000G2-2-2-2-2-744040404094949494-004240402-40220044002-2-2-2-442-7-7077-7-94944444$42++)7474444(4)0(N$2+00020000-00000000t0>77+0c7<&&209<!!&>>400000000009>9+@04242079$4+<744440-909020!!!4002-2--42O4020(($4+90-+!!9-002240000000>00-$000000+0000000222224744444049999224000000G-----0400000+04444-2^&&209<!!&>>40000000002@y\ }f"5@^!)22SN!!28!2222222222888,\HCCH=8HH!'H=YHH8HC8=HH^HH=!!/2!,2,2,!222N2222!'22H22,006!!!!()!22H,H,H,H,H,YCC,=,=,=,=,!!!!H2H2H2H2H2H2H2H2H2H2H,H2H2H2H2H282H2H,H,C,C,C,=,=,=,H2H2HH2H2H2H2(2!2!!!2'H2==)H2H2H2YHC!C)8'8'N#-2!,22222KK2LL2K!!,,2d!!22bd!,d!t!77778c7to a staff letter of inquiry reveals that, during the period from October 1, 1993, to October 1,  xl1996, the stations had 118 fulltime hiring opportunities, 90 of which were for upperlevel  X- xpositions.U( @C yO-  #C\  P6QpP##X\  P6G;pP#Ѝx#C\  P6QpP#The relevant license term ended on October 1, 1996. According to the 1980 Census, the Cincinnati, Ohio xKentuckyIndiana Metropolitan Statistical Area, where the stations are located, had a 42.0% female and 11.8%  xminority (10.8% Black, 0.5% Hispanic, 0.4% Asian/Pacific Islander, and 0.1% American Indian) labor force. The  xKstations' 1990 Annual Employment Report lists 32 females (33.7%), five Blacks (5.3%), and two Asian/Pacific xwIslanders (2.1%) out of a fulltime staff of 95 employees, including 19 females (23.8%), four Blacks (5.0%), and two  xAsian/PacificIslanders (2.5%) out of 80 employees in upperlevel positions. The stations' 1991 report lists 31  xfemales (33.7%), two Blacks (2.2%), and two Asian/PacificIslanders (2.2%) out a fulltime staff of 92 employees,  xKincluding 20 females (25.3%), one Black (1.3%), and two Asian/PacificIslanders (2.5%) out of 79 employees in  xupperlevel positions. The stations' 1992 report lists 30 females (32.6%), four Blacks (4.3%), and two Asian/Pacific xIslanders (2.2%) out of a fulltime staff of 92 employees, including 20 females (25.0%), three Blacks (3.8%), and two Asian/PacificIslanders (2.5%) out of 80 employees in upperlevel positions.   xThe Commission began using 1990 labor force statistics for license renewal applications filed after May 31,"W%0*&&%"  yO- x1993, and for 1993 Annual Employment Reports. See "EEO Branch to Use 1990 Census Data," Public Notice  x#32651 (April 12, 1993). According to the 1990 Census Data, the Cincinnati, OhioKentuckyIndiana Metropolitan  x[Statistical Area, where the stations are located, has a 46.5% female and 12.1% minority (10.7% Black, 0.5%  xHispanic, 0.8% Asian/PacificIslander, and 0.1% American Indian) labor force. The stations' 1993 Annual  xEmployment Report lists 42 females (35.0%), six Blacks (5.0%), and two Asian/PacificIslanders (1.7%) out of a  xJfulltime staff of 120 employees, including 25 females (25.8%), four Blacks (4.1%), and two Asian/PacificIslanders  x(2.1%) out of 97 employees in upperlevel positions. The stations' 1994 report lists 44 females (36.1%), four Blacks  x(3.3%), and two Asian/PacificIslanders (1.6%) out of a fulltime staff of 122 employees, including 25 females  x(25.3%), four Blacks (4.0%), and two Asian/PacificIslanders (2.0%) out of 99 employees in upperlevel positions.  xFurther, on its 1994 Annual Employment Report, the licensee indicated that the report included employees from  xStations WLW(AM), WEBNFM, WCKY(AM), and employees of Jacor's timebrokerage of WPPTFM (a station  xwhich the licensee later acquired on May 2, 1995, and is currently known as WOFXFM). In a staff letter of inquiry,  xwe requested information regarding employees included in the licensee's 1994 and 1995 Annual Employment Reports  xas part of a timebrokerage agreement for WPPTFM. In response to our letter, the licensee states that "[t]hese  xemployees were erroneously included in [its] 1994 report because the time brokerage agreement, although in effect  xat the time the report was filed, was not in effect for the relevant payroll period." We note that the licensee did not  xxfile an amended 1994 report, and, therefore, the licensee's 1994 employment data herein do not reflect amended  xfigures. The stations' 1995 report lists 61 females (37.4%), seven Blacks (4.3%), and two Asian/PacificIslanders  x(1.2%) out of a fulltime staff of 163 employees, including 36 females (26.5%), six Blacks (4.4%), and two  xxAsian/PacificIslanders (1.5%) out of 136 employees in upperlevel positions. The stations' 1996 report lists 67  x.females (38.1%), eight Blacks (4.5%), and two Asian/PacificIslanders (1.1%) out of a fulltime staff of 176  xemployees, including 39 females (26.5%), seven Blacks (4.8%), and two Asian/PacificIslanders (1.4%) out of 147 employees in upperlevel positions. U The licensee recruited for 109 (92.4%) of the 118 fulltime positions. In its response"0*&&ttt"  xto a staff letter of inquiry, the licensee reports that, between October 1, 1993 to October 1, 1996,  X- x-it contacted 22 recruitment sources,C yO"-#C\  P6QpP#Ѝx#X\  P6G;pP##C\  P6QpP#One of these sources was added in 1994, and three were added in 1995. which included several minority and women's organizations,  xcolleges, and employment agencies. In addition, the licensee states that it advertised most of its  X- xopenings in the Cincinnati Enquirer, a general circulation newspaper, and the Cincinnati Herald,  xwhich the licensee describes as a weekly newspaper targeted to the city's Black community. The  xLlicensee also received numerous referrals from its staff and clients. The licensee asserts that it  xannounced over 90 percent of its job openings to a variety of minority and female organizations  xand that it participated in several career fairs which were specifically designed to attract minority  xcandidates. The licensee states that it did not follow the "usual recruitment procedures" for nine  xopenings because most of them were for talent or management positions for which the stations  x>identified a single person, usually through an employee referral or prior experience with the  X -licensee, who the licensee claims "was uniquely qualified to fill the position." C yO -#X\  P6G;pP#эx#C\  P6QpP#One of these hirees was a minority who was hired for an upperlevel position.  X - ` x6.` ` The licensee provided applicant and interview data for the majority of its hiring  xopportunities, but could not locate data with respect to four hiring opportunities, asserting that  xxfiles with respect to those hiring opportunities are "missing." The licensee also could not provide  xLthe referral source relied upon by some of its applicants and hirees and, in a few instances, did"0*&&ttL"  xnot have information about the race or national origin of some of its applicants. For those  xZpositions for which recruitment efforts were made, the licensee's inquiry response reveals that the  xstations received a total of 2,276 applicants overall, including 220 (9.7%) minorities. Specifically  x]with respect to upperlevel positions, the licensee reports that it received a total of 1,503  xapplicants, including 111 (7.4%) minorities. The licensee interviewed a total of 912 applicants  x overall, including 138 (15.1%) minorities. Of that total, 673 applicants, including 85 (12.6%)  xminorities, were interviewed for upperlevel positions. The licensee had only 88 (62 upperlevel)  xapplicant and interview pools because multiple hires were made from 13 of these pools.  xMinorities were present in 66 of 88 (75%) applicant pools overall, and in 41 of 62 (66%)  xapplicant pools for upperlevel positions. Minorities were present in 56 of 88 (64%) interview  x\pools overall, and in 36 of 62 (58%) interview pools for upperlevel positions. The licensee  xjreports that it hired 11 minorities (9.3%) overall, including four minorities (4.4%) for upperlevel positions.  X - ` x7.` ` For 109 successful applicants, for positions where the licensee recruited, the record  xreveals that they were referred by the following sources: staff referral or "friend" (55);  X- xCincinnati Enquirer (15); internal posting (7); mailin (6); client referral (5); callin (5); Radio  Xy- x& Records (3); Associated Press (2); J.M. Peters Service (1); Inside Radio (1); Cincinnati Herald  xL(1); Urban League (1); rehire (1); and both the GCRBA Career Fair and the Urban League listed  xKby the same applicant. The licensee did not know the recruitment source for five hirees, although  xrecruitment efforts were made for these positions. For 10 of the 11 successful minority  xapplicants, the record reveals that they were referred by the following sources: staff referral (2);  X- xCincinnati Enquirer (2); Cincinnati Herald (1); Urban League (1); internal posting (1); "friend"  x(1); GCRBA Career Fair/Urban League (1); and J.M. Peters Service (1). No recruitment efforts were made with respect to one minority hire for an upperlevel position.  X- ` x8.` ` In its petition, Rainbow contends that the stations' EEO program "appears to be  x>a failure." Rainbow points out that only one of the 29 upperlevel jobs at the stations filled  x?during the renewal year period, May 1, 1995, to April 30, 1996, was filled with a minority.  xRainbow asserts that the fact that the stations could find only three qualified minority applicants out of a total of 158 during this period suggests discrimination in the selection process.  X - ` x9.` ` In its opposition, Jacor contends that it has made "a substantial and consistent  xeffort" to attract and hire minority candidates. Jacor asserts that it refers essentially all of its job  xopenings to minority organizations and has developed personal recruiting contacts with at least  xthree of these organizations. It points out that the stations' minority employment is at 58% of  x{parity, in excess of the Commission's processing guidelines, and that for the year ending  xSeptember 30, 1996, of a total of 41 job openings, the stations hired six minorities, a rate equal  xto 121% of parity. It acknowledges that none of the six minority candidates hired during the  xjrenewal year period was hired for an upperlevel position, but points out that one minority was  xsubsequently promoted to an upperlevel position. Jacor denies that it engaged in any  xdiscrimination in its employment practices at the stations and contends that Rainbow has not"Q%0*&&tt $"  xjpresented any substantial or material question of fact which would warrant a hearing or further inquiry.  X- ` Ax 10.` ` In its reply, Rainbow points out that with respect to 12 hiring opportunities at the  x.stations, no minorities applied, none was interviewed, and no minority or female organizations  xwere listed as referral sources, suggesting that none was contacted. Rainbow contends that  xyalthough the licensee "is an equal opportunity employer for bottom five category positions," it  xdoes not appear that the licensee has engaged in meaningful recruitment with respect to upper x>level positions, adding that Jacor's frequent use of wordofmouth recruitment resulted in a disproportionate number of White hirees.  X - ` Qx 11.` ` In its comments on the licensee's response to a staff letter of inquiry, Rainbow  xcommended the licensee for "maintaining good records." Rainbow further comments that the  x\nature of the discrimination it initially alleged in its petition is further elucidated by the data  xprovided by the licensee. Since its review of additional information provided by the licensee,  xRainbow now concludes that the "record exculpates Jacor in some respects and inculpates Jacor  xin other respects." Rainbow maintains, nonetheless, that the record still shows that the licensee  x"disregarded its EEO responsibilities" during the review period and practiced "intentional  x-discrimination" through the recruitment process. Rainbow states that its analysis of the stations'  xemployment record suggests the following conclusions: (1) that wordofmouth recruitment  x"operates adversely to minorities for sales positions which accounted for 51(43.2%) of the 118  xhires" (noting that only two sales hires were minorities); (2) that wordofmouth recruitees in all  x job categories "had a fast track to the interview room"; (3) that "among the wordofmouth  xrecruitees, White and minority applicants were treated equally"; (4) that the licensee "appears to  xgive minority applicants from nontraditional sources a fair chance to prove their qualifications";  xand (5) that "[e]xtensive optingout of EEO recruitment has been permitted for nearly half of top  x=four category positions, evidently to the detriment of opportunities for minority employment."  xRainbow contends that the licensee's failure to take remedial steps to improve minority  xZrecruitment for its upperlevel vacancies, coupled with the "heavy use of wordofmouth contacts  x=generating exclusively White applicants for sales positions," is suggestive of a discriminatory intent, thus warranting a hearing.  X - ` x 12.` ` Our review of the stations' record raises no substantial and material questions of  xfact warranting designation for hearing and that grant of the renewal applications for Stations  xWLW(AM), WCKY(AM), and WOFXFM would be consistent with Section 309(k) of the  X- xCommunications Act of 1934, 47 U.S.C.  309(k). See Astroline. However, we will not take  xaction on Station WEBNFM's license renewal application at this time because of other pending  xmatters not related to EEO compliance. Furthermore, no specific evidence of actual  xdiscrimination has been alleged, and we find no indication of employment discrimination from  xthe record. The record reveals that the licensee recruited, attracted, interviewed, and hired  x/minority applicants during the review period. Although a significant number of successful  XQ%- x.applicants were hired through informal means of recruitment (i.e., through staff referrals, client"Q%0*&&tt $"  x0referrals, or "friends"), the record reflects that this method of recruitment produced four  X- xsuccessful minority hires.C yOb-#X\  P6G;pP#эx#C\  P6QpP#Three minorities were hired through staff referrals and one minority was hired through a "friend." Thus, it is not evidence of discrimination in this case. Moreover, in  xaddition to informal recruitment, the licensee conducted recruitment with general sources and minorityspecific organizations.  X- ` Rx 13.` ` Rainbow alleges employment discrimination specifically with respect to the  xzstations' hires for sales positions. As we have previously stated, however, the Commission  xifocuses on efforts concerning overall positions as well as upperlevel positions, taken as a group,  XH- xyand not on individual job categories. In re Applications of Southern Skies Corp. and Arkansas  X1- xSkies Corp. for Renewal of Licenses of Station KMVKFM, Benton, Arkansas, 11 FCC Rcd  X - x19176, 1918019181 (1996).u XC yO# -  #X\  P6G;pP#Ѝx#C\  P6QpP#See Fox Television Stations, Inc., 8 FCC Rcd 5341, 5357 n.73 (1993); WWORTV, Inc., 6 FCC Rcd 6569,  yO -6574 (1991); Carolina Christian Broadcasting, Inc., 3 FCC Rcd 1907, 1909 (1988).u In any event, the record reveals that the stations' 51 hirees for sales  xLpositions included two minorities. The record further reveals that there were a total of 38 such  xapplicant and interview pools, and that multiple hires were made from nine of these pools.  x.Minorities were present in 25 (66%) of the applicant pools and 22 (58%) of the interview pools  x for sales positions. We find that the stations' overall record, which reflects employment of  xminorities in a variety of jobs, including jobs in the upperlevel categories, raises no question of  xdiscrimination. Therefore, after consideration of the entire record, we find that renewal of the licenses for Stations WLW(AM), WCKY(AM), and WOFXFM is in the public interest.  XK- ` Px 14.` ` While we grant renewal of the stations' licenses, nevertheless, we are troubled by  xseveral findings. First, the stations failed to recruit for nine vacancies. Although the stations  xrecruited for most of its vacancies (92.4%), we remind the licensee that, under our EEO Rule,  x47 C.F.R.  73.2080, broadcast stations have an obligation to recruit actively for all of their  xvacancies. Second, the licensee failed to maintain complete records of its recruitment efforts.  x-Jacor reports that files for four hirees were "missing"; that it could not provide the referral source  xfor some of its applicants and hirees; and that, in a few instances, it could not provide  xjinformation about the race or national origin of its applicants and interviewees. We remind the  xlicensee of the importance of maintaining complete records of its recruitment efforts to ensure  X|- x adequate selfassessment of the stations' EEO program. See 47 C.F.R.  73.2080(b) and (c).  xThird, it does not appear that the licensee engaged in meaningful selfassessment of its program.  x In this regard, we are troubled that a significant number of the stations' hires [63 out of 109  X7- x!(57.8%)], for which recruitment efforts were made, resulted from staff or client referrals. 7C yO"-  #X\  P6G;pP#эx#C\  P6QpP#See In re Applications of Davidson County Broadcasting Company, Inc. for Renewal of Licenses for  yO`#- xStations WLXN(AM)/WWGLFM, Lexington, North Carolina, 12 FCC Rcd 3375, 3383 (1997) (held that licensee  xfailed to selfassess adequately the effectiveness of its recruitment sources in eliciting qualified minority applicants  xas evidenced, in part, by the fact that stations' hires for a majority of vacancies were referred by informal means such  yO%- xas "word of mouth"), petition for recon. pending; see also Eagle Radio, Inc., 9 FCC Rcd 836, 854856 (1994);"%0*&&%"  yO-Commonwealth Broadcasting of Northern California, 9 FCC Rcd 2108, 21122113 (1994). "7X 0*&&tt{"  xLAlthough three minority hires (all for lowerlevel positions) were referred by the stations' staff,  x.the stations' use of such informal recruitment was generally unproductive in yielding qualified  x\minority applicants, especially for upperlevel positions. Under the EEO Rule, licensees are  xrequired to engage in a continuous program of positive efforts to attract a diverse pool of  xqualified applicants for vacancies as they occur and to avoid use of recruitment techniques that  xNhave the effect of discriminating against qualified minority groups or females. While we  xrecognize that staff referrals can often be a productive source of qualified minority applicants,  xthe heavy use of such recruitment techniques has also been held to be an improper practice if it  XH- xoperates to the detriment of minority and women applicants. See Triple R, Inc., 42 RR 2d 907  x(1979). It appears that the licensee failed to selfassess its program adequately by not  xrecognizing the ineffectiveness of its informal recruitment methods and by not varying or using  xother traditional outside recruitment sources, especially minorityspecific sources, in order to  xattract qualified minority applicants. Accordingly, given our findings herein, while we grant  xrenewal of the licenses for Stations WLW(AM), WCKY(AM), and WOFXFM, we admonish the  xjlicensee for failing to recruit for all vacancies as required under our EEO Rule. Furthermore, we  x<impose reporting conditions in order to monitor the licensee's selfassessment efforts and recordkeeping practices.  Xb- III. ORDERING CLAUSES ă  X4- ` x15.` ` Accordingly, IT IS ORDERED that the petition to deny filed by the National  xRainbow Coalition concerning the renewal applications for Stations WLW(AM)/WEBNFM/  X-WCKY(AM)/WOFXFM IS DENIED .  X- ` x16.` ` IT IS FURTHER ORDERED that the renewal applications filed by Jacor  X- x0Broadcasting Corporation for Stations WLW(AM), WCKY(AM), and WOFXFM ARE  X-GRANTED . , XC yO-  M#X\  P6G;pP#эx#C\  P6QpP#We will not take action on Station WEBNFM's license renewal application at this time because of other pending matters not related to EEO compliance. ,  X|- `  x17.` ` IT IS FURTHER ORDERED that Jacor Broadcasting Corporation IS  Xe- xjADMONISHED for failing to recruit for nine vacancies, in violation of the Commission's EEO Rule, 47 C.F.R. 73.2080.  X - ` _ x 18.` ` IT IS FURTHER ORDERED that the licensee of Stations WLW(AM)/WEBNFM/WCKY(AM)/WOFXFM comply with the EEO reporting conditions specified herein.  X- ` _x19.` ` IT IS FURTHER ORDERED that the licensee of Stations WLW(AM)/WEBN xNFM/WCKY(AM)/WOFXFM submit to the Commission an original and one copy of the"  0*&&tt" following information on June 1, 1998, June 1, 1999, and June 1, 2000:  X- ` px(a)` ` Two lists divided by fulltime and parttime vacancies during the 12 months  xpreceding May 1, 1998, for the first report, May 1, 1999, for the second report, and May 1, 2000,  x]for the third report, indicating the job title and FCC job category, date of hire, the race or  xnational origin, sex and the referral source of each applicant and interviewee for each job and  xthe race or national origin and sex of the person hired. These lists should also note which  X_-recruitment sources were contacted;A ( _C yO-#X\  P6G;pP##X\  P6G;pP#эx#C\  P6QpP#Such a list might start:  yOh -x1)` ` News Director: Officials and Managers; Fulltime x` `  yO -x` ` 3 Applicants:1 White female@hA.W.R.T.  yO -x` `  1 Hispanic male@hNational Hispanic Media Coalition  yO -x` `  1 Black female @hUrban League  yOP-x` ` 2 Interviewees:1 White female@hA.W.R.T  yO-x` `  1 Hispanic male@hNational Hispanic Media Coalition x` `  Sources contacted: Local Newspaper, A.W.R.T., National Hispanic Media Coalition, and Urban league  yO8-Selected: Hispanic male (08/18/97); National Hispanic Media CoalitionA  X1- ` x(b)` ` A list of employees as of the May 1, 1998, payroll period for the first report, May  x1, 1999, payroll period for the second report, and May 1, 2000, payroll period for the third  xzreport, by job title and FCC job category indicating fulltime or parttime status (ranked from highest paid classification), date of hire, sex and race or national origin; and  X - ` x(c)` ` Details concerning the stations' efforts to recruit minorities and women for each  xkposition filled during the 12 months preceding May 1, 1998, for the first report, May 1, 1999,  xfor the second report, and May 1, 2000, for the third report, including identification of sources  xkused and indicating whether any of the applicants declined actual offers of employment. In  x/addition, the licensee may submit any relevant information with regard to the stations' EEO performance and efforts thereunder.  X- ` x20.` ` IT IS FURTHER ORDERED that Jacor Broadcasting Corporation's request that  xthe first column (the job titles for each position) of Attachment "B" of its inquiry response be  X- x@accorded confidentiality IS GRANTED pursuant to Sections 0.457 and 0.459 of the Commission's Rules.  X- ` `x21. ` ` IT IS FURTHER ORDERED that copies of this Memorandum Opinion and  X- xyOrder be sent to the licensee of Stations WLW(AM)/WEBNFM/WCKY(AM)/WOFXFM and to the National Rainbow Coalition by Certified Mail Return Receipt Requested. "| 0*&&tt"Ԍ X- ` `x22. ` ` The reports are to be filed with the Acting Secretary of the Commission for the attention of the Mass Media Bureau's EEO Branch.  X-  Xv-Ԋx` `  hhFEDERAL COMMUNICATIONS COMMISSION  X -x` `  hhWilliam F. Caton x` `  hhActing Secretary