[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.