[Ord. of 2-20-1979, § II]
The City manager shall be the equal employment opportunity officer
for the City. He shall be responsible for formulating a written affirmative
action plan for the City and for implementing the provisions contains
therein. Other duties may include, but are not limited to, the following:
(1) Dissemination of current legal information affecting affirmative
action to the departments and the supervisory staff.
(2) Maintenance of records of personnel transactions in order to comply
with state and federal requirements.
(3) Counseling of department heads regarding their affirmative action
responsibilities.
(4) Preparation of such reports as may be required for use by state and
federal agencies.
(5) Initiation of corrective action where any unlawful employment practices
are noted.
(6) Audit and evaluation of the affirmative action plan on an annual
basis.
[Ord. of 2-20-1979, § III]
(a) The recruiting, training, hiring, and promotion for all job classifications
in all departments will be accomplished without regard to race, creed,
color, sex, marital status, national origin, ancestry, age, or physical
handicap except where sex or age is a bona fide occupational qualification.
All employment decisions will be based solely on capacity, preference,
and ability in accordance with the principles of equal employment
opportunity. Only valid requirements will be utilized in the determination
of promotion considerations.
(b) All personnel actions such as compensation, benefits, transfers,
layoffs, return from layoff, termination, training, educational assistance,
and leave will be administered without regard to race, creed, color,
sex, marital status, national origin, ancestry, age, or physical handicap
except where sex or age is a bona fide occupational qualification.
[Ord. of 2-20-1979, § IV]
(a) Internal dissemination.
(1)
The City manager will issue a written statement to all department
heads affirming the policy set forth in this article and announcing
a personal commitment to its implementation.
(2)
The equal employment opportunity policy will be appended to
the administrative personnel code of the City.
(3)
All personnel with the responsibility of recruiting, screening,
hiring and promotion of applicants or employees will be issued written
guidelines providing for uniform procedures for compliance with the
equal employment opportunity policy.
(b) External dissemination.
(1)
A copy of the affirmative action plan will be forwarded to any
public or private employment agencies whenever the City requests applicant
referrals.
(2)
All contractors, suppliers, etc., doing business with the City
will be made cognizant of the existence of the equal employment opportunity
policy.
(3)
Notice of the equal employment opportunity policy will be sent
to any secondary school, college or university placement service which
desires information on available job openings in the City.
(4)
All advertisements for job openings not filled within will to
be placed in local newspapers of general circulation with the statement
"An Equal Opportunity Employer" in the advertisement.
[Ord. of 2-20-1979, § VI]
The goals and objectives of this article are as follows:
(1) Develop job descriptions which are germane in terms of actual work
performed. It is the responsibility of the City manager to ensure
that these are developed during fiscal year 1979-1980.
(2) Eliminate any discrimination which may be resulting from current
personnel practice, guarding against such occurrences in the future,
and providing a system for achieving these results.
(3) In order to give minimum consideration to all individuals whose talents
may be used by the City, current employees will be considered when
openings become available.
(4) Advertising for job openings will be done in-house whenever practicable
before undertaking outside search in order to provide better opportunity
for advancement through transfer and promotion to current employees
of the City.
(5) Qualified or qualifiable women will be encouraged to seek positions
in categories where they are currently underutilized.
(6) A discussion of the equal opportunity policy will be integrated in
any orientation briefing provided to new employees.
[Ord. of 2-20-1979, § VII]
The following grievance procedure is established with respect
to complaints of discrimination:
(1) The employee shall discuss the grievance with his or her immediate
supervisor. If the difficulty is not resolved at that level, the employee
may discuss the grievance directly with his or her department head.
If the grievance is not resolved by discussions with the department
head, the employee may then request to discuss the grievance with
the City's affirmative action officer. This request must be in writing
to establish the date presented.
(2) Within 10 days of the receipt of such a request, the affirmative
action officer will hold a meeting to discuss the matter with the
employee and the department head.
(3) If the meeting fails to resolve the issue, the aggrieved employee
may, within five working days from the meeting between the employee,
the department head and the affirmative action officer, request in
writing a meeting between the employee, the department head, the affirmative
action officer and the City council. Such meeting shall be held in
executive session unless all parties agree that the meeting be open
to the public.
(4) The City council shall discuss the grievance at its first regularly
scheduled meeting following receipt of the written request. The decision
of the City council shall be final as pertaining to the City. If still
not satisfied that the grievance has been adequately addressed, the
employee may file a complaint with the state human rights commission.
[Ord. of 2-20-1979, § VIII]
(a) The City shall maintain such records as are needed for completion
of the state and local government information report (EEO-4) as well
as such records of personnel transactions as are needed to monitor
and evaluate its recruitment, selection, promotion and upgrading progress
according to function, job category, race, sex and pay range.
(b) The City will carefully review its annual EEO-4 reports, together
with such data on applicants for employment and candidates for promotion
or transfer, at such times as necessary to properly evaluate program
effectiveness. The City council may act on any recommendation from
the City manager that requires further action as, in its judgment,
will best advance and enforce its policy of equal employment opportunity.