City of Hornell, NY
Steuben County
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Table of Contents
Table of Contents
[HISTORY: Adopted by the Common Council of the City of Hornell 10-9-1979. Amendments noted where applicable.]
GENERAL REFERENCES
Public records — See Ch. 235.

§ 7-1 Applicability.

This plan covers all departments under the jurisdiction of the Mayor of the City of Hornell and also applies to any contractors and subcontractors who are awarded bids for which the City of Hornell is responsible.

§ 7-2 Statement of policy.

A. 
The policy of the City of Hornell has always been to provide equal employment opportunity to all persons without regard to their race, color, religion, sex or national origin and to promote the full realization of equal employment opportunity through a positive continuing program.
B. 
The City of Hornell will continue to assure that applicants are recruited and hired and that employees are treated during employment without regard to their race, religion, sex, color or national origin. Equal opportunity and equal consideration will be afforded to all applicants and employees in personnel actions, which include recruiting and hiring, selection for training, promotion, fixing rates of pay, and if federal or state assistance is involved, such rates of pay will be according to the prevailing wage rates, transfers and layoffs or termination. It is our intention, in the implementation of this policy, to assure full employment opportunities for members of minority groups and to provide a framework for minority group recruiting, hiring and upgrading at all job levels.
C. 
Furthermore, it is our policy to coordinate the affirmative action program directed at seeking personnel from minority groups for employment with the City of Hornell and/or its contractors and subcontractors and to provide encouragement and direction to all employees to advance within the limits of each individual's capabilities.

§ 7-3 Communication of policy.

Our equal opportunity policy has been and will continue to be communicated to all relevant audiences within and outside the City of Hornell. These include nondiscrimination policy statements in our personnel manuals; the posting of equal employment opportunity posters on bulletin boards; recruitment advertisements in our local paper; personal contact with the office of SCEOP; contact with Project Reach to encourage the employment of migrant workers, whereby they can upgrade their level of earning; letters to the Seneca Nations Housing Authority of Salamanca, New York, advising them of contracts to be awarded that may afford employment to the Indian race they serve; and also close contact with union leaders to encourage their cooperation in apprentice hiring.

§ 7-4 Responsibility for implementation.

The Mayor of the City of Hornell has appointed a Personnel Officer who will be responsible for implementation of our affirmative action policy and will direct our equal employment opportunity program. His responsibilities will include:
A. 
Developing affirmative action programs.
B. 
Assisting in the identification of problem areas.
C. 
Assisting staff personnel in arriving at solutions to problems.
D. 
Auditing payrolls of all contractors to ensure correct payments to all employees.
E. 
Determining the degree to which the goals of the City of Hornell's program have been attained.
F. 
Serving as liaison between the city and minority organizations and community action groups.
G. 
Keeping the Mayor of the City of Hornell informed of all developments in the entire area of equal employment opportunity.

§ 7-5 Records and evaluation.

To assure progress and adherence to the stated objectives, the following recordkeeping has been established:
A. 
Job openings. A list of applicants will be kept for each job opening. An informal record, solely for statistical purposes, will be maintained to identify minority applicants where practical. If the minority applicant is not hired, the reason will be recorded.
B. 
Separation. A record of separations and the reasons for separation will be maintained, and minority group employees will be specifically identified. A thorough check will be made to ensure that discrimination did not enter into the separation.
C. 
Promotion. A record of promotions by employee name and category will be maintained, with minority employees specifically identified.