[Approved 9-10-1992 by Ch. No. 2277]
[1]
Editor's Note: See also Sec. 7-110 of the
Charter.
An Affirmative Action Program for the City of
Pawtucket shall be added as follows:
A.
Goals shall be to:
(1)
Increase significantly the utilization of minorities
and women across organizational units of all City departments and
at all levels possible in job categories as vacancies occur.
(2)
Ensure equal job opportunities within City government
for all people regardless of race, color, creed, sex or national origin.
B.
Generally, the program shall:
(2)
Increase City government efforts to all department
levels to employ minorities and women in all job categories.
(3)
To arrive at a fair and equal percentage of minorities
and women employed in City government.
(4)
To increase training of existing minorities and women
to enable them to qualify for promotion on an equal basis with all
employees.
The Personnel Specialist will coordinate and
be responsible for implementation of the affirmative action plan and
will be assigned the following duties and responsibilities.
A.
Assist management in resolving problems relative to
any requirements or provisions of the affirmative action plan.
C.
Conduct periodic audits of hiring and promotion patterns
and techniques to ensure that provisions of the plan are being carried
out and the goals and objectives are being met.
D.
Making a periodic review of the affirmative action
plan and submitting recommendations for expansion, improvement or
modification of the plan where applicable.
E.
Serve as liaison between the City, minority organizations
and community action groups.
F.
Keep the Mayor of the City and City department management
informed of the latest developments in the equal employment opportunity
area.
G.
Hold regular discussions with department heads, supervisors
and employees to ensure that the affirmative action policies are being
followed.
H.
Provide analysis of all department activities to assure
affirmative action.
I.
Report in to the Mayor of the City on a regular basis
as to the progress in the implementation of the affirmative action
plan or modification of the plan.
J.
Complete and submit reports as required by the Federal
Equal Employment Opportunities Commission.
Department heads shall:
A.
Familiarize all elements of management and labor within
their respective departments with the intentions and provisions of
the affirmative action plan.
B.
Aggressively carry out the administration of the affirmative
action plan.
C.
Assist all levels of management within their departments
in the implementation of the affirmative action plan.
D.
Review their departments' employment practices to
determine programs under the affirmative action plan.
E.
Make appropriate budget requests to carry out the
provisions of the affirmative action plan.
F.
Report to the Mayor as requested concerning the effectiveness
of and progress under the affirmative action plan.
A.
All information relating to employment opportunities
will be posted and periodically inspected.
B.
Minority news media will be utilized when available
to publicize employment opportunities.
C.
The phrase "equal opportunity employer" will be included
in all advertisements for City employment.
D.
All recruitment sources will be advised of the City's
desire to employ minorities and women as vacancies occur.
E.
Existing employees will be encouraged to refer applicants
from minority and women's groups or organizations.
F.
Recruiting efforts will be established in schools
and colleges, including those with large minority enrollments.
G.
Photographs of minorities and women will be included
in any recruitment literature which contains photographs of employer
activity.
H.
Sex shall not be specified in any advertisement; "Equal
employment opportunity, m/f" shall be used when advertising.
I.
Tests will be administered which measure abilities,
aptitudes, specialized background knowledge and/or skills actually
required for the job.
J.
All tests shall be practical in nature and shall be
validated periodically.
K.
Existing community training programs will be utilized
to the greatest degree possible to provide employment for minorities,
women and disabled.
A.
Promotional opportunities will be publicized within
all City departments.
C.
Exceptional vocational achievements will be publicized
in local news media.
D.
All employees, especially minorities and women, will
be encouraged to seek promotional opportunities.
E.
Demotions, layoffs, transfers and terminations shall
be carried out to ensure that nondiscriminatory policies are administered,
without regard to race, color, creed, religion, age, sex or national
origin or disability.
A.
The affirmative action plan will be publicized via
interdepartmental media.
B.
Women and minorities will be represented in group
photographs and illustrations utilized by City departments.
C.
Department bulletin boards will be surveyed periodically
to ensure that affirmative action information is posted as required.
D.
All employees will be informed in writing of the commitment
by the City to equal employment opportunity.
E.
Information will be verbally communicated to department
heads and supervisors regarding the commitment of the City to equal
employment opportunity.
F.
An affirmative action orientation program will be
provided for all new employees.
A.
Personnel records will be established and maintained
to permit assessment of the City effort towards affirmative action
and equal employment opportunity.
B.
The Affirmative Action Coordinator will monitor records
of referral, placements, transfers, promotions and termination at
all levels of City government to ensure that the goals of the affirmative
action plan are met.
C.
All department heads will require reports as requested
from supervisory personnel as to the degree to which affirmative action
goals and progress are being met.
D.
All department heads will review reports with their
supervisory personnel.
E.
All reports, documents, complaints or modifications
pertaining to the affirmative action plan of the City will be forwarded
to the Affirmative Action Coordinator for evaluation, recommendation
and records maintenance.
A.
All records of the City pertaining to the affirmative
action program will be open to any and all persons.
B.
With the exception of federal auditors from the federal
or state equal employment opportunity agencies, a request, in writing,
will be required from any individual or organization wishing to examine
the files.
C.
No person or organization will be permitted to review
or examine any part of the affirmative action files pertaining to
disciplinary action against an employee without a duly signed and
notarized document of release executed by the employee to whom said
records pertain, except when required to do so by state and/or federal
law.