(a) Nondiscrimination. In compliance with Title VII of the Civil Rights Act of 1964 as amended by the Equal Employment Act of 1972, as well as Section 504 of the 1973 Rehabilitation Act, amended in 1976 by Title 3, it is the policy of the City:
(1) To carry out all programs and activities in such manner that no person shall, on the grounds of race, color, national origin, religion, sex or handicap, be excluded from participation in, be denied the benefits of, or be subjected to discrimination with respect to such programs or activities.
(b) Employment, Personnel and Program Practices.
(1) The City prohibits discrimination because of race, color, national origin, religion, sex or handicap in all aspects of its personnel policies, working conditions and relationship with employees and applicants for employment, as well as to provide equal access to all programs in order to promote a continuing affirmative action program by the City.
(2) The City shall put forth every effort to see that contractors and subcontractors who perform work for the City shall comply with all federal, state and equal employment opportunity policies when applicable.
(3) The City Manager shall serve as the Equal Employment Opportunity (EEO) officer and will coordinate the City equal employment opportunity efforts. It shall be the duty of the EEO officer to provide advice, conduct initial investigations and to seek conciliation of employee discriminatory complaints.
(c) Grievance Hearing Committee. The following procedure is established for the grievant:
(1) The grievant shall, within five days within the action, submit such complaint in writing to the EEO officer.
(2) The grievant shall request a hearing through the EEO officer, and shall select the first member of the hearing committee.
(3) The City shall select the second member.
(4) These two members shall select the third member who becomes the chairperson.
(5) The hearing committee will weigh the evidence presented before it; prepare finding of facts, conclusions of law, and a decision, including appropriate corrective action, if any, to effectuate the City's policy established by the affirmative action program.
(6) The decision of the hearing committee shall be final.
(d) Program Implementation.
(1) The City Manager shall direct the implementation of the affirmative action program to promote equal opportunity in every aspect of the employment policy and practice, including but not limited to: employment, upgrading, demotion or transfer, recruitment or recruitment advertising, layoff or termination, rate of pay or other forms of compensation, and selection for training, including workshops, seminars and schooling. This implementation shall include, but not be limited to the following:
A. A notice of the City's policy on nondiscrimination in employment shall be posted on bulletin boards in all City buildings so as to come to the attention of all employees.
B. Notification of employment opportunities, new positions, vacancies, promotion possibilities and training opportunities shall be posted on bulletin boards in all City buildings so as to come to the attention of all employees.
C. Newspaper advertisements and other public announcements of employment opportunities placed by or on behalf of the City shall state that the City is an equal opportunity employer.
D. The name of the Equal Opportunity Employment officer shall be posted on bulletin boards in all City buildings.
E. Place employment advertisements in appropriate newspapers.
F. Systematic contacts will be made with minority and human relations organizations to encourage referral of qualified minority applicants to the City, and maintain records of such responses.
G. The City shall make every effort to promote after-school, summer and vacation employment to minorities.
H. The City shall continually inventory and evaluate all minority personnel for promotion opportunities and encourage minority employees to seek such opportunities.
I. The City shall insure that seniority practices, job classification, and the like, do not have a discriminatory effect.
J. The City shall develop and maintain records as related to aspects of this affirmative action program such as recruitment, employment, hiring, promotions, and the like.
(Ord. 20-04. Passed 2-23-04.)
POSITION CLASSIFICATION AND COMPENSATION PLANS