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Employees loaned under authority of this article shall remain on the payroll of the lending department, office or bureau for the period of the loan, but shall conform to the hours and rules of the department, office or bureau to which they are loaned.
SECTION HISTORY
Added by Ord. No. 141,637, Eff. 3-25-71.
None of the provisions of this article shall limit or restrict the power of the Director of the Office of Administrative and Research Services or board of any department to issue instructions to their respective employees or to assign employees to other departments for training or other purposes for the benefit of the assigning department. Nor shall the provisions of this article limit or restrict the powers of the Mayor to transfer personnel under the provisions of Charter Section 233.
SECTION HISTORY
Added by Ord. No. 141,637, Eff. 3-25-71.
Amended by: In Entirety, Ord. No. 173,023, Eff. 2-13-00, Oper. 7-1-00; Ord. No. 173,308, Eff. 6-30-00, Oper. 7-1-00.
Each department, office or bureau who lends any of its employees pursuant to this article shall file a report each month with the Director of the Office of Administrative and Research Services stating the name of the employee loaned, the employee’s classification, the date and place of assignment or transfer and the duration of the loan.
SECTION HISTORY
Added by Ord. No. 141,637, Eff. 3-25-71.
Amended by: Ord. No. 152,752, Eff. 9-10-79; Ord. No. 173,308, Eff. 6-30-00, Oper. 7-1-00.
The City is dedicated to the goal of equal employment opportunity based on merit system principles, free of discrimination or harassment on the basis of race, color, national origin, ancestry, religion/creed, sex, disability, age, medical conditions (cancer), marital status, sexual orientation, retaliation for filing a claim of discrimination, or being afflicted or perceived as afflicted with Acquired Immune Deficiency Syndrome (AIDS) or the Human Immunovirus (HIV). The responsibilities of all City employees to ensure that the City provides an environment free of discrimination and harassment on these or any other non-work-related basis are set out in the City’s policies.
SECTION HISTORY
Added by Ord. No. 161,907, Eff. 2-22-87.
Amended by: Ord. No. 164,741, Eff. 5-27-89; Oper. 7-1-89.
Article and Section Repealed by Ord. No. 165,617, Eff. 4-21-90.
Article re-added and Section added by Ord. No. 170,391, Eff. 3-24-95.
All City departments shall comply with applicable federal and state anti-discrimination laws and with the City’s anti-discrimination laws (including, but not limited to Chapter IV, Article 12 of the Los Angeles Municipal Code) and the City’s policies and directives regarding discrimination and harassment in letter and in spirit. To that end, City departments are charged with:
(a) making decisions on employee selection, assignment, training, promotion, transfer, and discipline on work-related merit system principles;
(b) ensuring that all employees are familiar with the City’s policies and directives through orientation and training;
(c) establishing an internal discrimination and harassment complaint procedure which employees who believe they have a valid complaint may use in seeking timely, appropriate redress, and publicizing that procedure adequately;
(d) providing prompt remediation and training when necessary; and
(e) taking prompt and appropriate disciplinary action to punish noncompliance, including supervisory failure to ensure that City work environments are free from discrimination and harassment by other City employees or by patrons of City services and departments.
SECTION HISTORY
Added by Ord. No. 170,391, Eff. 3-24-95.
Amended by: 1st Unnumbered Para., Ord. No. 173,004, Eff. 2-3-00, Oper. 7-1-00.
All City departments shall designate one or more staff members as Equal Employment Opportunity counselors and shall ensure that such staff are thoroughly trained in the City’s policies and directives, as well as provided more general training in equal employment opportunity and affirmative action principles, so that they may effectively receive complaints of discrimination, counsel employees, investigate complaints, and carry out related responsibilities intended to foster nondiscrimination and eliminate harassment in the City’s workplaces.
SECTION HISTORY
Added by Ord. No. 170,391, Eff. 3-24-95.
The City Personnel Department shall foster the City’s nondiscrimination policy and ensure that it is adhered to in those functions which fall under its purview, including the recruitment, testing, screening, training, and position classification of applicants and employees.
SECTION HISTORY
Added by Ord. No. 170,391, Eff. 3-24-95.
The Personnel Department will promote a discrimination-free work environment by:
(a) providing training and assistance in the matters covered by the Article to City departments;
(b) adopting disciplinary policies which punish non-compliance;
(c) disseminating information on the City’s nondiscrimination, harassment-free work environment by all practicable means;
(d) investigating complaints of discrimination or harassment promptly and fully; and
(e) designating members of its staff to serve as special counselors for certain kinds of discrimination, as directed by the City Council and the Mayor.
SECTION HISTORY
Added by Ord. No. 170,391, Eff. 3-24-95.
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