There are three major federal laws and one executive order that delineate the legal requirements which companies must meet to comply with equal employment regulations. They are:
(a) Title VII of the Civil Rights Act of 1964;
(b) Equal Pay Act of 1963;
(c) Age Discrimination in Employment Act;
(d) Executive Order 11246.
State and local governments had previously been exempt from Title VII of the Civil Rights Act of 1964. In 1972, Title VII of the Civil Rights Act of 1964 was amended by the Equal Employment Act. By this act, public employment is subject to Title VII of the Civil Rights Act of 1964.
Affirmative action does not mean giving preferential treatment to minority groups or women. Reinforcement of merit employment concepts is the goal of this affirmative action plan, so that anyone may have the opportunity to enter this work force on the basis of open competition or to advance in this work force according to their relative abilities.
This plan accomplishes this goal in a positive and constructive manner by eliminating barriers which hinder equal employment opportunity such as inadequate advertising of job openings, inadequate opportunity for advancement, testing procedures which lack validity or unrealistic job requirements.
Therefore, the development, implementation and regular evaluation of this affirmative action plan is one way by which equal opportunity is provided to all residents.
(Ord. 909. Passed 12-8-92.)