[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.
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.
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.
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.
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.
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.
