This plan covers all departments under the jurisdiction of the Mayor
of the City of Hornell and also applies to any contractors and subcontractors
who are awarded bids for which the City of Hornell is responsible.
Our equal opportunity policy has been and will continue to be communicated
to all relevant audiences within and outside the City of Hornell. These include
nondiscrimination policy statements in our personnel manuals; the posting
of equal employment opportunity posters on bulletin boards; recruitment advertisements
in our local paper; personal contact with the office of SCEOP; contact with
Project Reach to encourage the employment of migrant workers, whereby they
can upgrade their level of earning; letters to the Seneca Nations Housing
Authority of Salamanca, New York, advising them of contracts to be awarded
that may afford employment to the Indian race they serve; and also close contact
with union leaders to encourage their cooperation in apprentice hiring.
The Mayor of the City of Hornell has appointed a Personnel Officer who
will be responsible for implementation of our affirmative action policy and
will direct our equal employment opportunity program. His responsibilities
will include:
A. Developing affirmative action programs.
B. Assisting in the identification of problem areas.
C. Assisting staff personnel in arriving at solutions to
problems.
D. Auditing payrolls of all contractors to ensure correct
payments to all employees.
E. Determining the degree to which the goals of the City
of Hornell's program have been attained.
F. Serving as liaison between the city and minority organizations
and community action groups.
G. Keeping the Mayor of the City of Hornell informed of
all developments in the entire area of equal employment opportunity.
To assure progress and adherence to the stated objectives, the following
recordkeeping has been established:
A. Job openings. A list of applicants will be kept for each
job opening. An informal record, solely for statistical purposes, will be
maintained to identify minority applicants where practical. If the minority
applicant is not hired, the reason will be recorded.
B. Separation. A record of separations and the reasons for
separation will be maintained, and minority group employees will be specifically
identified. A thorough check will be made to ensure that discrimination did
not enter into the separation.
C. Promotion. A record of promotions by employee name and
category will be maintained, with minority employees specifically identified.