It is the public policy of the City of Middletown
to foster equal opportunity for all its citizens to obtain meaningful
employment and attain economic security without regard to race, color,
religion, age, sex, marital status, ancestry, national origin or physical
or mental disability. It is the responsibility of government to assure
that every individual is afforded an equal opportunity to enjoy a
full and productive life, and the failure to provide such equal opportunity,
whether because of discrimination, prejudice, intolerance or inadequate
education, training, housing or health care, not only threatens the
rights and privileges of our inhabitants but menaces the institutions
and foundations of a free democratic society and threatens the peace,
order, health, safety and general welfare of our inhabitants. In recognition
of its responsibility to take affirmative action, the City of Middletown
shall recruit, hire, train and promote persons in all job classifications
without regard to race, color, age, sex, marital status, religion,
ancestry, national origin or any physical or mental disability, except
in the case of a bona fide occupational qualification or need.
[Amended 8-2-1999]
The City of Middletown shall abide by the affirmative
action plan adopted by the Common Council by ordinance on July 6,
1982, and filed in the City/Town Clerk's office. Said plan shall be
reviewed each year at the regular July meeting of said Council. The
affirmative action plan shall be amended or reaffirmed, and the plan
as amended or reaffirmed shall be filed with the City/Town Clerk within
10 days after adoption by the Common Council.
The City of Middletown will not prohibit employment
of relatives in the municipal government, provided that neither relative
participates in making recommendations or decisions specifically affecting
the appointment, retention, work assignments, promotion, demotion,
salary, or working conditions of the other relative.
[Amended 5-2-2013 by Ord. No. 11-13]
A. The Director of Human Resources, with the assistance
of the AAO and Affirmative Action Monitoring Committee, will conduct
and/or coordinate a review of all job descriptions, minimum experience
and training requirements, job qualifications, and written and oral
tests to determine which have an adverse effect in the hiring of any
group on the basis of sex or race.
B. In conducting or coordinating the review, the Director
of Human Resources, with the assistance of the AAO and the Affirmative
Action Monitoring Committee, will analyze each job by actual tasks
performed and the skill levels needed to perform those tasks. If a
determination is made that a job description or set of qualifications
has an adverse effect on minorities or women and is not job related,
the Director of Human Resources will take the necessary steps on behalf
of the City to suspend further use of the qualifications.
C. The AAO and Affirmative Action Monitoring Committee
may make recommendations regarding the content of jobs and the impact
of qualifications for them.
D. In order to assure that the adverse effects of any
written tests used by the City are detected, the Director of Human
Resources, in consultation with the AAO, will maintain records of
the pass/fail grades by race and sex of all individuals who take the
tests. The AAO will advise the Mayor, the Director of Human Resources
and the Affirmative Action Monitoring Committee if any test appears
to have an adverse impact on minorities or women.
An equitable distribution of minorities and
women throughout all job classifications will be the result of initial
assignments and subsequent transfers, promotions, and training. To
assure that minorities and women are given access to all positions
in the City, the following practices and policies shall apply:
A. Initial referrals for job interviews in various departments
will be made with deliberate consideration of affirmative action goals.
B. All employees will be permitted to apply, through
transfers and promotions, for favorable positions in the City without
advance approval by, or notice to, the present supervisor.
C. All employees who apply and are not selected for such
positions will be so informed in writing.
D. The Director of Human Resources and the AAO, with
the assistance of the Affirmative Action Monitoring Committee, will
develop a program to provide advancement to all lower-level employees.
[Amended 5-2-2013 by Ord. No. 11-13]
E. In-service training, tuition reimbursement, and similar
programs will be reviewed periodically by the Affirmative Action Officer
and the Affirmative Action Monitoring Committee for possible improvements
to better achieve the purposes of this plan.
F. The Human Resources Division in the Office of the
General Counsel will develop and maintain specific career ladders
to assure that minorities and women will not be relegated to "dead-end"
jobs.
[Amended 5-2-2013 by Ord. No. 10-13]
[Amended 5-2-2013 by Ord. No. 10-13; 5-2-2013 by Ord. No. 11-13]
A. The Human Resources Division in the Office of the
General Counsel, under procedures developed by the Affirmative Action
Officer and the Director of Human Resources with the assistance of
the Affirmative Action Monitoring Committee, will maintain at least
the following records in support of this affirmative action plan:
(1) Applicant flow by race, sex, national origin and source
of applicants.
(2) Test scores and rankings on eligibility lists by race,
sex, and national origin.
(3) Hires by race, sex, and national origin.
(4) Initial placement after hired, department to which
assigned, and position by race, sex and national origin.
(5) Transfers and promotions by race, sex, and national
origin.
(6) Voluntary and involuntary terminations by race, sex,
and national origin.
B. Exit interviews. Exit interviews will be conducted
of all employees leaving the employ of the City of Middletown to determine
the reason(s) for leaving.
C. The Affirmative Action Officer, the Director of Human
Resources and the Affirmative Action Monitoring Committee will review
all of the above records at least quarterly to assure compliance with
this plan, and if compliance is not being obtained, the Affirmative
Action Officer, the Director of Human Resources and the Affirmative
Action Monitoring Committee shall recommend to the Mayor the action
necessary to bring the plan into compliance.
D. All appropriate reports on affirmative action will
be circulated to all supervisory and managerial personnel. The Affirmative
Action Officer will make personal contact with each department head
whose department appears to have significant deficiencies in affirmative
action, seek explanations for the deficiencies, and offer assistance
in overcoming them where appropriate.