[HISTORY: Adopted by the Village Board of the Village of
Fox Crossing 7-13-2020 by Ord.
No. 200713-1.[1] Amendments noted where applicable.]
The purpose of this chapter is to formally state the policies
of the Village of Fox Crossing (hereinafter referred to as "Village")
on the issues of general employment, equal employment opportunity,
affirmative action, and sexual harassment; to outline the procedures
for the development, implementation, and review of the Village's Equal
Employment Opportunity (EEO)/Affirmative Action Plan (AAP); and to
set forth the procedures for resolving alleged acts of employment
discrimination.
The general employment policy of the Village shall be to identify
and employ well-qualified individuals to perform the tasks and functions
of the Village to the greatest benefit of the Village.
A.
The Civil Rights Act of 1964, Executive Order 11246, and Equal Employment
Opportunity Act of 1972, and Americans with Disabilities Act of 1990
provide the legal basis for equal employment opportunity to all without
regard to race, color, religion, sex, age, national origin, or disability
status. It is the policy of the Village to treat each person with
respect, dignity, and integrity due them as individuals and to prohibit
discrimination in all phases of the employer-employee relationship.
B.
The Village will prohibit discrimination against any person in recruitment,
examination, appointment, training, promotion, retention, discipline,
or any other aspect of personnel administration for reasons of political
or religious opinions or affiliations, because of race, color, national
origin, physical disability, age (except where specific age, sex,
physical requirements constitute a bona fide occupational qualification
necessary to properly and efficiently function on the job) or any
other non-merit factor.
C.
It is the responsibility of the Village to ensure the opportunity
for equal employment and to maintain a non-discrimination work environment.
The Village will monitor regularly the composition of its work
force and its service population area to determine if there exists
a disparity between the representation of minorities or women in the
work force in relationship to their representation in the service
population area. The term affirmative action shall mean those actions
appropriate to overcome the effects of past or present practices or
other barriers to equal employment opportunity.
A.
Sexual harassment is defined as unwelcome sexual advances, requests
for sexual favors, or other unwelcome verbal or physical conduct of
a sexual nature that takes place under any of the following circumstances:
(1)
When an individual's submission to such actions is made either explicitly
or implicitly a term or condition of that individual's employment;
or
(2)
When the individual's submission to or rejection of such conduct
is used as the basis for employment decisions affecting the individual;
or
(3)
When the conduct has the purpose or effect of unreasonably interfering
with an individual's work performance, or creating an intimidating,
hostile or offensive work environment.
B.
"Unwelcome verbal or physical conduct of a sexual nature" includes,
but is not limited to, the deliberate, repeated making of unsolicited
gestures or comments, or the deliberate, repeated display of offensive
sexually graphic materials which is not necessary for business purposes.
C.
The EEOAC guidelines state that employers have an "affirmative duty"
to prevent and eliminate sexual harassment and are responsible for
acts of sexual harassment by supervisory or other personnel.
D.
Any employee violating this sexual harassment policy will be subject
to disciplinary action. All employees are encouraged to report any
complaints to the Village Manager. All employees also have the right
to report any complaints through the grievance procedure.
E.
The Village is an Equal Employment Opportunity Employer committed
to the intent and spirit of this regulation and all applicable executive
orders, including all federal and state civil rights legislation.
A.
The Village Manager shall be responsible for the development, implementation,
and review of the Equal Employment Opportunity/Affirmative Action
Plan for the Village. Prior to implementation, this plan shall be
submitted by the Village Manager to the Village Board for review and
approval.
B.
Copies of the Department Equal Employment Opportunity/Affirmative
Action Plan shall be available, upon request, to all department heads,
employees, job applicants, and citizens or other individuals.
A.
The Village shall have an internal procedure for resolving alleged
acts of employment discrimination. Employees or job applicants shall
not be subject to retaliation or discrimination for having made a
complaint, testified, or assisted in any manner in this procedure.
B.
Employees. For all Village employees, all allegations of discrimination
are subject to the rules and regulations of the Village Personnel
Policy, and where appropriate, the Village Grievance Procedure.
C.
Job applicants. For all job applicants, allegations of discrimination
arising out of the job selection process for open job positions are
subject to the rules and regulations of the Village of Fox Crossing
Personnel Policy concerning recruitment.
