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§ 23.022 WORKFORCE ANALYSIS
   (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)
§ 23.023 IMPLEMENTATION
   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)
§ 23.024 GRIEVANCE PROCEDURE
   Any employee who believes he has been adversely affected by an act or decision of the supervisory or managerial personnel of the city and that the act or decision was based on race, color, sex, religion, national origin or disability shall have the right to process a complaint or grievance in accordance with the following procedures:
   (A)   An employee who has a grievance regarding his employment by the city may discuss the grievance with his supervisor.
   (B)   If, following discussion, the decision of the supervisor regarding the grievance does not satisfy the employee, he may discuss it with the administrator/coordinator.
   (C)   If the decision of the administrator/coordinator does not satisfy the employee, he may request a hearing. The decision of the council regarding the grievance shall be final.
   (D)   In thus discussing the grievance, the employee may designate any person of his choice to appear with him and participate in the discussion. The council may require the supervisor to participate in the discussion of the grievance when it is brought before the council.
   (E)   Any prospective employee or applicant for employment who is denied employment with the city and believes that denial was based in whole or in part on the race, religion, sex, age or physical condition of the applicant may file a written complaint with the administrator/coordinator who shall make every effort to resolve the matter impartially and expeditiously. The appeal procedure above is also available to the grievant.
(Res., 6-28-88)