[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.
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:
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.
