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ARTICLE II. CONTRACT POSITIONS
ARTICLE III. AFFIRMATIVE ACTION PLAN
(A) The affirmative action policy of the city is to promote equal employment opportunity; to prohibit discrimination in city employment on account of race, color, religion, national origin, sex, age or disability not related to performance of the job; and to bring about a fair representation and utilization of females and minorities on all levels of city employment.
(B) The city will advise all employees and applicants for employment of this policy, will make known to the public that employment opportunities are available on the basis of individual ability, and will encourage all persons who are employed by the city to strive for advancement on that basis.
(Res., 6-28-88)
The city will take affirmative action to ensure that applicants are recruited and employed, and that employees are treated during their employment, without regard to race, color, religion, sex, national origin, age or disability not related to ability to perform the job; and that affirmative action shall include all terms and conditions of employment such as: hiring, placement, upgrading, demotion, transfer, layoff and termination. (Res., 6-28-88)
(A) The city has determined that the labor market in which it operates is Madison County, Kentucky. The latest reliable data that shows the utilization of females and minorities by job category is the 1980 general census.
(B) The number of women and minorities employed by the city in each job category was compared with those available in the workforce of the community. The percentage of such employees in the community was multiplied by the total city employees in each job category to determine the number required for fair selection.
(C) The city examined each category in which the number of females and minorities were fewer than the number required for fair selection. Appropriate goals for women and for minorities were established to bring the city's utilization to a level comparable to the community workforce. Timetables were based on the anticipated annual job openings in each category. Where a disparity exists between the percentage of a protected group in the community population and the percentage in the community workforce, the goals are adjusted to overcome this disparity. The goal of fair utilization of minorities and females in each category is to be met within the next five (5) years through the personnel policies established by this plan without discrimination of any kind. The maintenance of this policy will be a continuing effort.
(Res., 6-28-88)
It is understood that implementation of this policy is an on-going process which will make the plan a viable, effective document:
(A) Responsibility. The city administrator/coordinator shall be responsible for implementation of the plan and shall have authority to require department heads to furnish information necessary to keep current forms and reports.
(B) Duties. The administrator/coordinator shall disseminate the city's equal employment opportunity policy as set forth in the affirmative action plan; maintain current job classifications and minimum requirements based on the tasks to be performed by each position, an updated workforce analysis, an applicant flow chart and job roster; and prepare a consolidated report for the entire city government.
(C) Reports. The administrator/coordinator shall monitor the operation of this plan and shall prepare a consolidated annual progress report together with indications of problem areas and recommendations for solutions for the city council.
(Res., 6-28-88)
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