[Approved 9-10-1992 by Ch. No. 2277]
[1]
Editor's Note: See also Sec. 7-110 of the Charter.
An Affirmative Action Program for the City of Pawtucket shall be added as follows:
A. 
Goals shall be to:
(1) 
Increase significantly the utilization of minorities and women across organizational units of all City departments and at all levels possible in job categories as vacancies occur.
(2) 
Ensure equal job opportunities within City government for all people regardless of race, color, creed, sex or national origin.
B. 
Generally, the program shall:
(1) 
Comply with all phases of the Rhode Island Equal Opportunity Plan to ensure that minorities and women are informed of the City's desire and policy to implement equal employment opportunity at all levels of City government.[1]
[1]
Editor's Note: See R.I.G.L. § 28-5-1.
(2) 
Increase City government efforts to all department levels to employ minorities and women in all job categories.
(3) 
To arrive at a fair and equal percentage of minorities and women employed in City government.
(4) 
To increase training of existing minorities and women to enable them to qualify for promotion on an equal basis with all employees.
C. 
Categories.
(1) 
Professionals:
(a) 
To establish a balance of minorities and women at all levels of City government.
(b) 
To increase the utilization of minorities and women within this category, as available applicants can be recruited, certified or developed.
(2) 
Technicians:
(a) 
To establish the equal utilization of minorities and women in all City departments.
(b) 
Establish training opportunities for minorities and women to assist them in qualification for employment and promotion.
(3) 
Office and clerical:
(a) 
Increase efforts to utilize minorities and women in employment.
(b) 
Upgrade personnel training.
(c) 
Establish wider recruitment sources for minorities and women.
The Personnel Specialist will coordinate and be responsible for implementation of the affirmative action plan and will be assigned the following duties and responsibilities.
A. 
Assist management in resolving problems relative to any requirements or provisions of the affirmative action plan.
B. 
Develop and implement audit and reporting system designed to:
(1) 
Continually measure the effectiveness of the affirmative action plan.
(2) 
Point out deficiencies and need for remedial action.
(3) 
Determine degree to which goals and objectives are being reached.
C. 
Conduct periodic audits of hiring and promotion patterns and techniques to ensure that provisions of the plan are being carried out and the goals and objectives are being met.
D. 
Making a periodic review of the affirmative action plan and submitting recommendations for expansion, improvement or modification of the plan where applicable.
E. 
Serve as liaison between the City, minority organizations and community action groups.
F. 
Keep the Mayor of the City and City department management informed of the latest developments in the equal employment opportunity area.
G. 
Hold regular discussions with department heads, supervisors and employees to ensure that the affirmative action policies are being followed.
H. 
Provide analysis of all department activities to assure affirmative action.
I. 
Report in to the Mayor of the City on a regular basis as to the progress in the implementation of the affirmative action plan or modification of the plan.
J. 
Complete and submit reports as required by the Federal Equal Employment Opportunities Commission.
Department heads shall:
A. 
Familiarize all elements of management and labor within their respective departments with the intentions and provisions of the affirmative action plan.
B. 
Aggressively carry out the administration of the affirmative action plan.
C. 
Assist all levels of management within their departments in the implementation of the affirmative action plan.
D. 
Review their departments' employment practices to determine programs under the affirmative action plan.
E. 
Make appropriate budget requests to carry out the provisions of the affirmative action plan.
F. 
Report to the Mayor as requested concerning the effectiveness of and progress under the affirmative action plan.
A. 
All information relating to employment opportunities will be posted and periodically inspected.
B. 
Minority news media will be utilized when available to publicize employment opportunities.
C. 
The phrase "equal opportunity employer" will be included in all advertisements for City employment.
D. 
All recruitment sources will be advised of the City's desire to employ minorities and women as vacancies occur.
E. 
Existing employees will be encouraged to refer applicants from minority and women's groups or organizations.
F. 
Recruiting efforts will be established in schools and colleges, including those with large minority enrollments.
G. 
Photographs of minorities and women will be included in any recruitment literature which contains photographs of employer activity.
H. 
Sex shall not be specified in any advertisement; "Equal employment opportunity, m/f" shall be used when advertising.
I. 
Tests will be administered which measure abilities, aptitudes, specialized background knowledge and/or skills actually required for the job.
J. 
All tests shall be practical in nature and shall be validated periodically.
K. 
Existing community training programs will be utilized to the greatest degree possible to provide employment for minorities, women and disabled.
A. 
Promotional opportunities will be publicized within all City departments.
B. 
Programs will be established to provide for the following:
(1) 
Listing of job vacancies.
(2) 
Equal opportunity for all employees to apply for promotion.
(3) 
Fair and equal selection standards.
(4) 
Pointing out deficiencies and need for remedial action.
C. 
Exceptional vocational achievements will be publicized in local news media.
D. 
All employees, especially minorities and women, will be encouraged to seek promotional opportunities.
E. 
Demotions, layoffs, transfers and terminations shall be carried out to ensure that nondiscriminatory policies are administered, without regard to race, color, creed, religion, age, sex or national origin or disability.
A. 
The City will assure equal pay for equal work regardless of sex, race, creed or national origin.
B. 
A continuing review of jobs will be conducted to ensure that compensation for work performed will not be discriminatory.[1]
[1]
Editor's Note: Amended at time of adoption of Code; see Ch. 1, General Provisions, Art. I.
C. 
Fringe benefits will be afforded on an equal basis for all employees.
D. 
All job classifications will be reviewed on an annual basis to ensure adequate compensation for work performed.
A. 
The affirmative action plan will be publicized via interdepartmental media.
B. 
Women and minorities will be represented in group photographs and illustrations utilized by City departments.
C. 
Department bulletin boards will be surveyed periodically to ensure that affirmative action information is posted as required.
D. 
All employees will be informed in writing of the commitment by the City to equal employment opportunity.
E. 
Information will be verbally communicated to department heads and supervisors regarding the commitment of the City to equal employment opportunity.
F. 
An affirmative action orientation program will be provided for all new employees.
A. 
Personnel records will be established and maintained to permit assessment of the City effort towards affirmative action and equal employment opportunity.
B. 
The Affirmative Action Coordinator will monitor records of referral, placements, transfers, promotions and termination at all levels of City government to ensure that the goals of the affirmative action plan are met.
C. 
All department heads will require reports as requested from supervisory personnel as to the degree to which affirmative action goals and progress are being met.
D. 
All department heads will review reports with their supervisory personnel.
E. 
All reports, documents, complaints or modifications pertaining to the affirmative action plan of the City will be forwarded to the Affirmative Action Coordinator for evaluation, recommendation and records maintenance.
A. 
All records of the City pertaining to the affirmative action program will be open to any and all persons.
B. 
With the exception of federal auditors from the federal or state equal employment opportunity agencies, a request, in writing, will be required from any individual or organization wishing to examine the files.
C. 
No person or organization will be permitted to review or examine any part of the affirmative action files pertaining to disciplinary action against an employee without a duly signed and notarized document of release executed by the employee to whom said records pertain, except when required to do so by state and/or federal law.