[Adopted 6-13-2001 by Ord. No. 14-2001]
A.
The City of Linwood is an equal opportunity employer.
It is our policy and practice that all employees will be treated without
regard to race; color; religion; sex; age; national origin; ancestry;
marital status; physical or mental handicap or disability, assuming
the employee can perform all of the essential job functions with or
without reasonable accommodation; unfavorable discharge from military
service; or citizenship status. This policy of nondiscrimination applies
to all privileges or conditions of employment including recruitment,
hiring, promotion, renewal of employment, selection for training or
apprenticeship, discharge, discipline, tenure or terms.
B.
The City strives to employ and promote the best-qualified
person for each job while valuing and promoting diversity within its
workforce. In this spirit, it will comply with all applicable federal
and state laws regulating employment decisions. These include, but
are not limited to, advertising, recruiting, hiring, placement, promotion,
transfer, demotion, compensation, training, layoff or termination,
participation in social and recreational functions, and use of employee
facilities.
C.
The City likewise extends the benefits of equal employment
opportunity to qualified disabled persons in all aspects of the employment
relationship. Further, the City affirms that it will provide reasonable
accommodation to the known physical or mental limitations of any qualified
disabled employee or applicant.
D.
City policy prohibits harassment due to race, color,
religion, sex, pregnancy, national origin, ancestry, citizenship,
age, marital status, disability, veteran status, sexual orientation,
or any other basis protected by law. This means that no employee will
be ridiculed, belittled, or embarrassed by jokes, slurs and comments;
subject to intimidating, abusive, or offensive comments, touching
or gestures; or excluded from work-related activities for any of the
reasons stated above.
E.
This policy applies to all employees at all levels
in all departments of the City. Any employee who in any way harasses
a fellow employee, a customer, or any other person may be subject
to immediate termination. All employees shall make themselves familiar
with the City's Sexual Harassment Policy.
A.
The City of Linwood will not discriminate against
a person because he or she has opposed any unlawful employment practice,
or filed a charge, or participated in any action under Title VII or
any other antidiscrimination law.
B.
Examples of retaliatory discrimination which are prohibited
include disciplining and/or discharging an employee for filing or
threatening to file a charge of discrimination, or refusing to hire
an individual solely because a reference check reveals that he or
she may have filed a discrimination charge against a former employer.
A.
The City of Linwood believes that workforce diversity
is essential to the City's growth and long-term success. By valuing
and managing diversity at work, the City can leverage the skills,
knowledge, and abilities of all employees to increase employee and
public satisfaction.
B.
Diversity includes all the differences that define
each employee as a unique individual; age, culture, disability, education,
ethnicity, experiences, gender, language, race, religion, and sexual
orientation are just a few of the differences that employees and independent
contractors bring into the workplace. Correspondingly, managing diversity
at work is a process of inclusion; it is a means of achieving superior
individual and group performance by recognizing and celebrating each
employee's unique contribution toward meeting the City's business
and public objectives.
A.
The City of Linwood is committed to treating all employees
with respect and fairness. To demonstrate City commitment, it guarantees
the right of every employee:
(1)
To voice a complaint or concern;
(2)
To be heard in an atmosphere of respect and cooperation;
(3)
To have the complaint acknowledged by a member of
management in a timely way;
(4)
To have the complaint acknowledged by successively
higher levels of management if the employee and independent contractor
are not satisfied with the response or do not receive it in the appropriate
time frame; and
(5)
To have no fear of retaliation for presenting a complaint
or concern.
B.
The City also acknowledges that certain employees
are members of a bargaining unit. The City and the employees are subject
to the terms and conditions of all applicable collective bargaining
agreements.
