City of Crisfield, MD
Somerset County
By using eCode360 you agree to be legally bound by the Terms of Use. If you do not agree to the Terms of Use, please do not use eCode360.
Table of Contents
Table of Contents
[HISTORY: Adopted by the Mayor and Council of the City of Crisfield 3-9-1983. Amendments noted where applicable.]
A. 
Purpose of plan. The purpose of the Equal Employment and Affirmative Action Plan of the City of Crisfield, Maryland, (hereinafter referred to as the "city") is to prescribe the application of key policies and procedures to assure the right of all persons to work and to advance on the basis of ability. This plan has been developed for the following purposes:
(1) 
To achieve the full use and equal treatment of minority groups and women at all levels and in all sectors of the work force.
(2) 
To ensure compliance with applicable equal employment laws and government regulations.
(3) 
To set forth mandatory steps to be taken at all city job sites to maintain the existence of equal employment and affirmative action policies throughout the city.
B. 
Statement of policies.
(1) 
Affirmative action. The City Council, Mayor and all department heads of the city will affirmatively implement the policies and procedures in this plan with regard to women, minorities and protected class individuals and will regard those policies and procedures as City of Crisfield contract requirements.
(2) 
Equal employment. The city employment policy is to make no distinctions in treatment, hiring or advancement of applicants or employees on the basis of race, religion, color, sex, age, national origin, handicap status, Vietnam era or disabled veteran status or on any other basis prohibited by law.
A. 
Internal. The city will communicate to supervisory personnel this plan and its equal employment and affirmative action policies through the following procedures:
(1) 
Upon request, the city will give a copy of this plan to any employee or applicant for employment.
(2) 
The existence and requirements of the plan will be communicated to all employees, from time to time, through such internal channels as may be appropriate.
(3) 
Implementation of the plan will be discussed among management in personnel planning matters.
(4) 
As necessary, the Clerk will meet with each supervisor to give them assistance in implementing the plan.
(5) 
Posters and policies relevant to the plan will be displayed in conspicuous places where employees are located and particularly in employment areas.
B. 
External. The city will communicate the plan and the statement of policies to the public by the following procedures:
(1) 
Recruiting sources, when used, will be informed of the basic aims of the plan and the statement of policies and will be requested to include minorities and females in their referrals.
(2) 
Advertisements for employment, when used, will be placed in news media chosen to reach all qualified applicants, including minorities and women. All employment advertisements will contain the phrase "An Equal Opportunity Employer" pursuant to this plan.
(3) 
The city's recruitment and hiring practices will include:
(a) 
The avoidance of any help-wanted advertising in sex-segregated columns in newspapers or other publications.
(b) 
The avoidance in recruitment letters or other materials of any reference to male or female or any indication of preferences for men or women in certain jobs.
A. 
Responsibility. The City Council has the overall responsibility for the policies included in the plan. The Mayor of the city has the primary responsibility for the successful implementation of the plan. The Clerk is designated the city's Equal Opportunity Officer, with delegated responsibility for program planning, direction and operation.
B. 
Duties of the Equal Opportunity Officer. Duties of the Equal Opportunity Officer shall be as follows:
(1) 
To manage, coordinate, supervise and integrate day-to-day operations and activities in implementing the plan at all offices of the city.
(2) 
To develop programs and policies for securing compliance at all city locations with equal employment opportunity and affirmative action policies of the city.
(3) 
To direct compliance reviews and investigations of complaints of discrimination.
(4) 
To prepare and issue statistical data and evaluation of progress to measure the success of the program and to identify areas where minorities and women are underutilized.
A. 
Utilization analysis. The purpose of the utilization analysis is to identify job classifications within the city's work force in which minorities and women are being underutilized. The utilization analysis will include an examination of the city's work force and a comparison of the availability of minorities and women in the job classification and geographic areas where the city can recruit. In determining if minorities and women are underutilized in any of the city's job classifications, the Clerk shall evaluate the following factors:
(1) 
The number and proportional minority and female populations in the area of and surrounding the city.
(2) 
The size and proportion of the minority and female unemployment work force in the area of and surrounding the city.
(3) 
The general availability of minorities and women having requisite skills in an area in which the city can recruit.
(4) 
The minorities and women employed by the city with the requisite skills for the job classifications involved.
(5) 
The number and percentage of minorities and women applying for employment.
B. 
Work force analysis. The Clerk will develop an analysis of job titles and job classifications held by minorities and women which shall include a listing of each job title, including the wage rate or salary range, as it appears on city payroll records, ranked from the lowest paid to the highest paid.
C. 
Identification of problem areas. The Clerk will be responsible for the periodic analysis of the entire employment process in order to identify problem areas. Among the subjects covered will be:
(1) 
The recruitment process.
(2) 
Concentration of women and minorities in various job titles and job classifications.
(3) 
Selection standards and procedures.
(4) 
Transfer and promotion policies.
(5) 
Administration and validity of tests, if any, for employment and promotional purposes.
(6) 
Upward mobility systems, promotions and training.
(7) 
Terminations and disciplinary actions.
The final process in the utilization and work force analysis is the formulation of goals for employment of minorities and women. The city will use the following process in establishing goals: A goal will be established when the percentage of total minorities and women in a department within the city is lower than the total percentage of minorities and women available within the surrounding labor market area.
A. 
Recruitment. The city will actively seek minorities and women from the locale for employment as employment opportunities are available. The following techniques will be used to ensure that personnel practices of the city are not discriminatory:
(1) 
The city will analyze and review recruitment procedures for each job title to identify and eliminate discriminatory barriers.
(2) 
The city will establish objective measures to analyze and monitor the recruitment process. These shall include applicant records, including, for each job applicant, name, race, sex, referral source, date of application, position applied for, applicable skills and whether a job offer was made.
(3) 
Prior to filling any position for which goals have been established, the Clerk will review the number of minority and women applicants who applied for the position.
(4) 
Recruitment sources will be utilized to ensure that the city is making contact with recruitment sources that provide the widest range of applicants in the locale.
B. 
Selection standards and procedures. The city will carefully review and evaluate every step of its hiring process to ensure that the job requirements, hiring standards and methods of selection and placement do not discriminate, but instead contribute toward the goals of this plan.
C. 
Upward mobility, promotions; training. In order to assure the absence of discrimination against the employment of minorities and women in all positions, the city will review all practices, both formal and informal, affecting promotions and training opportunities to ensure that minorities and women are promoted and given any available training opportunities. The following records and procedures will be used, developed and implemented in order to ensure compliance:
(1) 
The number and percentage of minorities and women in any training programs for employees of the city.
(2) 
Employees will be informed of all job opportunities.
D. 
Layoffs; discharge; demotion; disciplinary action. The standards for deciding when an employee will be terminated, demoted or disciplined will be the same for all employees of the city and will not be applied differently for minorities and women. The city will keep a record of all terminations, layoffs and demotions, indicating name, date and reason.
The city will monitor and review appropriate records and reports to ensure a policy of equal opportunity and to ensure compliance with city goals.
A. 
The city recognizes its responsibilities in the area of equal opportunity and affirmative action with respect to contractors, consultants and companies that supply materials and services to our city to ensure that the local population has adequate opportunity to participate in the public procurement process.
B. 
The city will establish policies and procedures that will enable local and minority business enterprises to be considered fairly as contractors and suppliers under city contracts.
It is the policy of this city to provide equal employment opportunity in all employment practices, including but not limited to recruitment, advertising, hiring, layoff, rate of pay, training, termination, demotion, transfer, fringe benefits and use of facilities without discrimination because of race, color, sex, age, religion, national origin, handicapped status, Vietnam era or disabled veteran status or on any other basis prohibited by law. This plan will be updated and revised to reflect experience, changes in laws and regulations and better understanding of effective approaches that will assure equal employment opportunities for all.