[R.O. 2013 § 100.010; Ord. No. KK263 § 1, 10-13-1980]
A. 
It is, and the same shall be, the policy of the City of Lawson, Missouri:
1. 
To assure equal employment opportunity to all persons regardless of race, color, national origin, religion, political affiliation, age, sex or physical disability. In enacting and fulfilling this commitment to equal employment opportunity, the City accepts its legal and moral responsibility to uphold the Constitution of the United States of America and the Statutes enacted in accordance therewith, including, but not limited to, Title VI and Title VII of the Civil Rights Act of 1964; Title VIII of the Civil Rights Act of 1968; Section 109 of Title I of the Housing and Community Development Act of 1974; Executive Order 11063; Executive Order 11246, as amended by Executive Order 11375; Section 3 of the Housing and Urban Development Act of 1968; the Vocational Rehabilitation Act of 1973; the Revenue Sharing Act; the Age Discrimination Act of 1967; the Equal Pay Act of 1963; and the Statutes enacted by the State of Missouri, including, but not limited to, the Fair Employment Practices Act, the Public Accommodations Law and the Fair Housing Law.
2. 
To establish responsibility for and provide guidelines for implementation and conduct of the City of Lawson's affirmative action program.
3. 
To establish realistic program goals and to develop and maintain a vigorous recruitment program for the affirmative action program.
4. 
To evaluate personnel practices and selection processes to determine if they are discriminatory or place artificial barriers to the employment of minorities and women. Evaluations of all personnel procedures will include and emphasize the critical and unique employment problems faced by minorities and women.
5. 
To implement and maintain an informational program for City employees and the general public on the City's Affirmative Action Program.
6. 
To, as a long-range goal, achieve equitable representation of minorities and women at all job levels of City employment and in specific occupational areas that will be consistent with both population parity and/or available work force in order to establish an integrated and balanced work force throughout the City to meet effectively the needs of the citizens of Lawson.
[R.O. 2013 § 100.020; Ord. No. KK263 § 2, 10-13-1980]
A. 
The Mayor Of The City Of Lawson:
1. 
Shall be responsible for the administration of the City's Affirmative Action Plan.
2. 
Shall appoint a City Affirmative Action Officer to administer the provisions of the Affirmative Action Plan.
3. 
Will solicit support of the Employee's Council for the Affirmation Action Plan.
4. 
Will submit an annual report to the Board of Aldermen and the department heads on the status of the Affirmative Action Plan.
B. 
The Affirmative Action Officer:
1. 
Shall be responsible for the implementation of the Affirmative Action Plan.
2. 
Shall annually review and revise the Affirmative Action Plan.
3. 
Shall annually audit and evaluate the Affirmative Action Plan and prepare reports concerning the performance of the City, each department and its management personnel regarding the Affirmative Action Plan.
4. 
Shall set goals, timetables and procedures for implementation of the review and redesign of current personnel practices and correcting current under-utilization of minorities and women, if such is found to exist.
5. 
Shall assist and counsel department heads regarding their affirmative action responsibilities and in establishing realistic goals and guidelines essential to attainment of the objectives of the Affirmative Action Plan.
6. 
Shall confer with department heads to determine the basis for under-utilization of minorities and women and, if such exists, request and recommend corrective action.
7. 
Shall review recruitment, selection, testing and promotional practices and identify action that may be needed to eliminate discriminatory and artificial barriers.
8. 
Shall counsel minority and women employees on career planning and other employment matters.
9. 
Shall maintain a liaison with the Equal Employment Opportunity Commission, the Missouri Commission on Human Rights, and other government agencies and shall prepare and submit reports as required.
10. 
Shall be responsible for investigating allegations of discrimination against the City of Lawson.
C. 
The Department Heads:
1. 
Shall be responsible for all aspects of the Affirmative Action Plan as it applies to their departments.
2. 
Shall seek to ensure that the supervisors and staff fully understand the Affirmative Action Plan and promote a positive climate in his/her department concerning affirmative action.
3. 
Shall analyze their work force relative to utilization of minorities and women, and shall identify any obstacles which might bar members of these groups from employment or advancement at the department level.
4. 
Shall counsel and give assistance to minorities and women employees, particularly regarding promotional opportunities within his/her department.
[R.O. 2013 § 100.030; Ord. No. KK263 § 3, 10-13-1980]
A. 
All employees shall be informed in writing regarding the Affirmative Action Plan and its provisions.
B. 
A special meeting of the Employees' Council shall be held to discuss the program and answer questions and said Council shall be kept apprised of amendments, alterations or changes in said Plan.
C. 
All department heads shall receive in writing a memorandum informing them of their general responsibilities regarding the Affirmative Action Plan, and such supplementary memoranda as shall be necessary to keep them apprised of any amendments, alterations or changes in said Plan.
D. 
Equal employment opportunity posters and employer policy statements, along with any policy change notices regarding the program, shall be posted in each department.
E. 
Summary reports on affirmative action performance shall be annually distributed to all employees.
F. 
Every employee shall be informed of the person to whom questions can be directed and whose counsel may be sought regarding the program.
G. 
Every employee shall be informed of the existence and operation of the internal grievance procedures set up under the personnel policy manual for handling complaints of discrimination.
H. 
All employment advertisements shall contain the words: "An Equal Opportunity - Affirmative Action Employer."
I. 
Employment application forms shall contain the following clause:
"The City of Lawson is an equal opportunity employer and shall not discriminate against an employee or applicant for employment because of race, color, religion, sex, age, marital status, national origin, or physical disability unless based upon a bona fide occupational qualification necessary to proper and efficient functioning in the job, nor shall any other non-merit factors enter into the determination of eligibility for an existing position. If you believe you have been discriminated against, you should notify the City's Affirmative Action Officer, the Equal Employment Commission or the Missouri Commission on Human Rights."
J. 
A notification letter shall be sent to employment sources and minority organizations within the City of Lawson informing them of our affirmative action program and asking for their active cooperation. The letter shall also state that the sources shall be promptly notified of all job openings.
K. 
Establishment of an aggressive recruitment program to attract minorities and women is primarily the responsibility of the personnel office. The Affirmative Action Officer, and each department head, will support this effort as it relates to their individual needs. Methods utilized in carrying out recruitment efforts shall be expanded to include, but not limited to, the following:
1. 
Maintain a mailing list and periodically send information to minority organizations; women's groups; governmental agencies; educational institutions at the academic and vocational level; and other related agencies that exist within the City of Lawson and direct themselves to the employment of minorities and women.
2. 
Develop and maintain a list of prominent locations in the minority community for the posting of job announcements.
3. 
Establish cooperative working relationships with the Manpower Program operating within the community.
4. 
Efforts to hire minority and women employees for temporary positions shall be made to encourage their interest in regular employment with the City.
5. 
Recruitment outside of the local area shall be made to solicit applications from minorities and women. This will be particularly true in the case of recruiting any professional or managerial applicants.
L. 
Positional classifications/position descriptions shall be reviewed, and revised where appropriate, to assure reflection of current duties and responsibilities.
M. 
Position specifications shall be reviewed to assure they are related to job content and are set at the minimum level needed for entrance into the job; i.e., factors such as height, weight, education levels, previous work experience or other standards, shall be realistically related to job requirements.
N. 
Efforts shall be made to ensure that all tests and other selection criteria shall be validated according to generally accepted professional standards as specified in Federal guidelines on selection to assure that they are job related and culturally unbiased.
O. 
Where appropriate, tests other than written varieties shall be used. Performance testing shall be encouraged. Overall written tests shall be deemphasized; written tests shall be used as only one (1) of many factors in the selection process and decision. Retesting shall be permitted as soon as candidates can show reasonable effort to prepare themselves for such a retest.
P. 
Application blanks and employer records shall be reviewed and revised to ensure all questions not related to job performance or which operate to the detriment of minorities and women are eliminated.
Q. 
To ensure uniformity, a standard interview form shall be used. Action taken as a result of the interview shall be specifically recorded on this form and focused on job-related factors only.
R. 
Required equal opportunity notices, along with information regarding the Affirmative Action Plan, shall be conspicuously displayed in all offices where tests and interviews are conducted. In addition, an equal employment opportunity clause such as those referred to previously shall be included on all application blanks and employee records.
S. 
Selection for promotion shall conform to all the practices in the preceding provisions. Where feasible, training shall be set up to enhance promotability of minorities and women. The financial assistance for training shall be used to encourage women and minorities to receive required educational training. Records shall be kept indicating the movement of minorities and women within the City's personnel system relative to promotion, job assignments, layoff and recall. In every instance, written explanations for rejection of minorities and women shall be required and systematically recorded. Exit interviews will be conducted in the case of voluntary resignations of minorities and women to see if any factors under our control are responsible. A written record of any such factors disclosed shall be made.
T. 
The City shall provide for training programs and support career education programs which provide academic and job skills to their permanent employees as outlined in the personnel policy manual. Whenever the City sponsors any training activity, special attention and consideration shall be given to securing the participation of minorities and women. Supervisory training programs shall be conducted with the objective of improving supervisory skills relative to working with minorities and women employees. Records shall be maintained as to the numbers and percentages of minorities and women applying for and participating in all training programs. We shall encourage educational institutions and other agencies to develop meaningful training programs relevant to employment with the City, so as to increase the numbers of qualified minorities and women in the labor force.
U. 
The facilities currently available to employees shall be examined to ascertain if they in any way discriminate on the basis of race, color, national origin, religion, political affiliation, age, sex, or physical disability.
V. 
All complaints of alleged discrimination shall be processed by the guidelines established in Ordinance adopted by the City of Lawson on October 13, 1980.
[R.O. 2013 § 100.040; Ord. No. KK263 § 4, 10-13-1980]
A. 
The Affirmative Action Officer shall institute procedures to assure that the employment policies and practices of the contractors and suppliers who do business with the City of Lawson are in compliance with non-discrimination and affirmative action requirements as provided for by Federal and State laws.
1. 
All construction and non-construction contracts entered into by the City of Lawson, which are Federally assisted construction and non-construction contracts and subcontracts on a Community Development Block Grant, shall contain a provision wherein the contractor or subcontractor certifies that all relevant portions of Section 109 of Title I of the "Housing and Community Development Act of 1974" will be complied with.
2. 
All construction and non-construction contracts with fifty (50) or more employees and a contract of fifty thousand dollars ($50,000.00) or more, entered into by the City of Lawson, which are Federally assisted construction and non-construction contracts and subcontracts, shall contain a provision wherein the contractor or subcontractor certifies that all relevant portions of Executive Order 11246, as amended by Executive Order 11375, will be complied with.
3. 
The provisions of Paragraphs (1) through (7), Section 202, of Executive Order 11246, as amended by Executive Order 11375, shall be included in every request for Federal funds, unless exempted by Section 204. Such provisions shall be binding on all contractors and subcontractors as required by Section 301.
4. 
Suppliers and contractors who fail to comply with non-discrimination and affirmative action requirements shall be subject to sanctions as outlined in Federal guidelines.
5. 
All City contracts and purchase orders shall include an equal employment opportunity and non-discrimination clause. Any modification of the equal employment opportunity clause shall be put in writing and made a part of the original contract.
6. 
The City shall make an affirmative effort to locate and utilize minority contractors and suppliers within the City of Lawson.
7. 
Bidding and purchasing procedures shall be examined to ensure that minority contractors and suppliers, within the City of Lawson may be able to bid competitively.
8. 
The Mayor of the City of Lawson shall designate a person responsible for contract compliance and minority business enterprise activities.
9. 
No person in the City of Lawson shall; on the grounds of race, color, national origin, religion, political affiliation, age, sex, or physical disability; be excluded from participation in, be denied the benefits of, or be subject to discrimination under any program or activity receiving Federal financial assistance.
[R.O. 2013 § 100.050; Ord. No. KK263 § 5, 10-13-1980]
A. 
Within sixty (60) days after the adoption of the Affirmative Action Plan, a profile of the City's work force will be completed by the Affirmative Action Officer, which will analyze the number of employees by job classification, race, sex, type of employment, etc., to assess current utilization patterns for minorities and women.
B. 
Within sixty (60) days after the adoption of the Affirmative Action Plan, an internal survey will be completed by Affirmative Action Officer to reflect the utilization of handicapped and older workers.
C. 
Within sixty (60) days after the adoption of the Affirmative Action Plan, a survey of the relevant labor market area will be completed by the Affirmative Action Officer in terms of population, composition, skills present, availability for employment and the availability of minorities and women with skills and qualifications as they relate to the City's manpower needs.
D. 
Within ninety (90) days after the adoption of the Affirmative Action Plan, a study of the City's future manpower needs, based on expected rates of attrition and employment growth projections, will be completed by the Affirmative Action Officer.
E. 
Within one hundred twenty (120) days after the adoption of the Affirmative Action Plan, a study of the training capabilities of area educational institutions shall be completed by the Affirmative Action Officer as a first step toward increasing the availability of qualified minorities and women.