This article shall be known and may be cited
as the "Personnel Management Ordinance of the City of Evanston, Wyoming."
For the purpose of this article, the following
terms, phrases, words and their derivations shall have the meaning
given herein. When not inconsistent with the context, words used in
the present tense include the future, words used in the plural number
include the singular, words in the singular number include the plural.
The word "shall" is always mandatory and not merely directory.
CITY
The City of Evanston, Wyoming.
CITY COUNCIL
The council or governing body of the City of Evanston, Wyoming,
including the mayor.
DEPARTMENT
The several organizational units of the city through which
its services and programs are performed
DEPARTMENT HEAD
The appointed person who has direct supervision and responsibility
for any City department.
EMPLOYEE
A full-time employee of the City.
PERSONNEL ADMINISTRATOR
The clerk/employee of the City of Evanston, whose duty is
to administer the personnel ordinances and regulations and policies
of the City council.
The City shall adhere to the spirit of Title
VII of the Civil Rights Act of 1964 and the Age Discrimination in
Employment Act of 1967 as amended. These following items shall assure
full compliance with these laws:
A. All employees and applicants for employment are afforded
equal opportunities based upon their qualifications without regard
to race, color, sex, religion, national origin, political affiliation,
age, veteran's status or physical handicap, except where the same
constitute a bona fide occupational qualification. The foregoing applies
in all decisions relating to personnel, including recruitment, selection,
training, placement, compensation, discipline, promotion, transfer,
demotion, layoff and termination.
B. All solicitation or advertisements for employment
will comply with this section and shall include the phrase "an equal
opportunity employer."
C. Private and public employment agencies will be advised
to routinely refer applicants without regard to age, sex, race, religion,
color, national origin, veteran's status, political affiliation or
physical handicap.
D. All positions will be open to any individual based
solely on that individual's qualifications and ability.
E. The selection of employees to be trained for a job
will be based upon their qualifications and the skills required for
the job.
F. Every department head will provide equal pay for equal
work and insure that individual compensation is based solely upon
the job held and the merit of the individual within the job. Employees
will have the latitude to move from job to job, progressing within
the approved salary ranges without regard to any criteria other than
qualifications, merit and performance.
G. The City will not segregate any work facility, unit
or function based upon race, color, sex, religion, political affiliation,
national origin, age, veteran's status or physical handicap.
H. Language that may offend the dignity of any employee
is prohibited. Verbal abuse, racial/ethnic jokes, religious or age-related
slurs or harassment which depend upon the use of degrading cultural
comments or sex role stereotypes violate this policy. Offending employees
are subject to disciplinary action, including discharge.
I. Employees are encouraged to file an internal EEO discrimination
complaint if they feel they have experienced discrimination. The objective
of this process is to resolve complaints of the discrimination fairly
and informally within the City while maintaining the dignity of all
concerned. Employees may file these complaints without fear of retaliation.
J. Department heads and supervisors are evaluated in
the annual performance review on their results in complying with this
equal employment opportunity policy.
K. This policy will be incorporated in manuals, employee
handbooks and publications.
L. The personnel administrator will provide information
to department heads and supervisors and are available for consultation
on a potential equal opportunity or affirmative action program problems.
M. The personnel administrator shall be available for
employee counseling. Employees who feel they may have experienced
discrimination because of race, color, sex, national origin, political
affiliation, age, religion, physical handicap or veteran's status
may contact the personnel administrator. Every employee contact will
be treated confidentially.
N. No department head or supervisor is to retaliate against
an employee who requests equal employment opportunity counseling from
the City.
It is the intent of the City council to provide
a framework by this article from which policies and procedures for
employees may be drawn. To that end, the City council authorizes a
formal employee policy and procedure manual to be adopted consistent
with this article, which manual may from time-to-time be modified
or otherwise amended by resolution of the council.