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(A) The Affirmative Action Officer shall distribute a copy of the Affirmative Action Plan to all current and newly hired city employees. Each department shall conspicuously post a copy of the Affirmative Action Plan on its bulletin board.
(B) The Affirmative Action Officer shall distribute a copy of the Affirmative Action Plan to the news media and community organizations concerned with the attainment of equal employment opportunity.
(C) The Affirmative Action Officer shall institute workshops at which all city employees who have any involvement in making personnel decisions shall be given training concerning the substance of the Affirmative Action Plan.
(D) Each department head shall hold periodic meetings which shall be attended by all department employees to explain the Affirmative Action Plan and to develop good employee attitudes towards equal employment opportunity.
(1985 Code, § 22-9-3-1(e)) (Ord. 16-1980, passed 9-2-1980)
(A) The Affirmative Action Officer shall list each job classification in rank from the lowest paid to the highest paid classification within each department, including pay ranges, and all supervisors for each job, listed in order of supervising authority.
(B) The Affirmative Action Officer, in conjunction with the Director and the City Attorney’s office, shall develop job descriptions for each job classification listed under division (A) of this section. These descriptions shall reflect the actual duties of incumbents and shall be based primarily on the descriptions of actual duties.
(C) The Affirmative Action Officer and the Director shall, based on the analysis described in division (B) of this section, determine whether the following conditions exist regarding any or all job classifications:
(1) Persons performing substantially the same type of work, whether in the same department or in different departments, are paid according to the same wage or salary range scale;
(2) The job classifications are sufficiently broad or discrete so that persons working within a single job classification, whether in the same department or in different departments, are performing substantially the same type or level of duties.
(D) If the Affirmative Action Officer and the Director determine that the city personnel system is characterized by any of the traits listed in division (C) of this section, the Affirmative Action Officer and the Director shall work with the Mayor to rectify those conditions, subject to the limitations of state law.
(1985 Code, § 22-9-3-1(f)) (Ord. 16-1980, passed 9-2-1980)
(A) The Affirmative Action Officer shall be responsible for collecting data on the make-up of the work force by race and sex.
(B) The Affirmative Action Officer shall undertake a semiannual analysis of which job classifications within each department are underutilized as to minorities, females, handicapped persons or persons over 40 years of age. If the Affirmative Action Officer determines that a job classification within a department has such a small population that consideration of that classification within the department by itself is not justified for the purpose of this subchapter, he or she may combine the populations of several classifications within one or more departments, as long as the duties and levels or responsibility of the combined classifications are substantially similar.
(C) In determining whether any job classification within a department is underutilized as to any special segment group, the Affirmative Action Officer shall consider at least all of the following factors when the data regarding those factors is available:
(1) The special segment group population of the labor area surrounding and including the city;
(2) The size of the special segment group unemployment force on the labor area surrounding the city;
(3) The percentage of the special segment group work force as compared with the total work force in the reasonable recruiting area;
(4) The general availability of persons on the special segment group having requisite skills in the reasonable recruiting area, when data regarding that factor is available;
(5) The availability of persons in the special segment group having requisite skills in an area in which the city can reasonably recruit;
(6) The availability of promotable and transferable persons within the special segment group within the work force employed by the city;
(7) The existence of training institutions capable of training persons in the requisite skills;
(8) The degree of training which the city is reasonably able to undertake as to means of making all job classifications available to persons in the special segment group.
(D) The Affirmative Action Officer shall provide each department head with a list of all underutilized jobs within his or her department.
(E) The Affirmative Action Officer shall utilize the information provided to him or her to maintain a current list of underutilized jobs between semiannual analysis.
(F) The Affirmative Action Officer and the Director shall establish semiannual quantitative, attainable goals for hiring and promotion for each job classification on each department which is determined to be underutilized for any special segment group by the Affirmative Action Officer as a result of his or her semiannual utilization analysis. These goals shall be formulated so that if they are met, each classification in each department shall be fully utilized for each special segment group by January 16, 1985.
(G) The results of the utilization analysis and the goals set shall be presented by the Director to a regular Council meeting.
(1985 Code, § 22-9-3-1(g)) (Ord. 16-1980, passed 9-2-1980)
(A) The Affirmative Action Officer shall circulate notices of all job openings and training opportunities to each department head, who will in turn have each employee initial the notice indicating he or she has been properly notified. Notices are to be returned by department heads to the Affirmative Action Officer.
(B) The Affirmative Action Officer and the Director shall take action to increase the participation of special segment group persons on boards or committees concerned with promotions, grievances and hiring.
(C) Any department head who intends to subject any employee to involuntary separation and disciplinary action shall inform the Affirmative Action Officer of the intended action and the detailed reasons for it. The Affirmative Action Officer shall review that intended action and the justification asserted for it and shall make an independent determination of whether that action is justified. If the Affirmative Action Officer finds that the action is not justified, he or she shall submit reasons for reconsideration to the Mayor and the department head. The decision of the Mayor will be final.
(D) The Affirmative Action Officer and each department head shall assure that physical facilities, job placement and work are assigned on a non- discriminatory and non-segregated basis.
(E) Each department head shall designate employees with appropriate abilities as training counselors to help new employees adjust to the work environment.
(1985 Code, § 22-9-3-1(h)) (Ord. 16-1980, passed 9-2-1980)
(A) The Personnel Director and the Affirmative Action Officer shall, based on the job descriptions established under § 37.30, establish or review the qualifications required for each new job classification and the selection criteria used in choosing employees for each job classification from the applicants for employment.
(B) The Personnel Director and the Coordinator shall determine which qualification requirements and selection criteria for all job qualifications and selection criteria, other than licenses or certifications which are required by law to perform any classification and any requirements necessary to obtain those licenses and certificates tend to adversely affect underutilized persons. These determinations shall be based on census data gathered by the United States Bureau of the Census, prior experience of the city in hiring employees or other reliable sources.
(C) The Personnel Director and the Affirmative Action Officer shall eliminate each job qualification or selection criterion identified as tending to exclude a special segment group, unless it can be demonstrated that:
(1) The qualification or criterion is necessary for the safe and efficient performance of the job; and
(2) There are no other qualifications or criterion which could be substituted for it which would also tend to predict that an applicant would perform the job safely and efficiently and which would tend to exclude fewer persons in the special segment group.
(D) When tests are used for selection, promotion or other decisions relating to a potential employee or existing employee, those tests shall be validated EEOC approved tests. These tests shall be administrated relative to EEOC guidelines.
(1985 Code, § 22-9-3-1(i)) (Ord. 16-1980, passed 9-2-1980)
The city shall not impose an arbitrary time during pregnancy at which a woman must terminate her employment with the city or begin her maternity leave. The date which that action will be taken shall be determined by the city’s disability leave policy or by a statement from the employee’s attending physician.
(1985 Code, § 22-9-3-1(j)) (Ord. 16-1980, passed 9-2-1980)
(A) The Affirmative Action Officer and the Director shall review the application forms for professional and nonprofessional positions to identify artificial barriers and revise all applications to remove those barriers.
(B) All portions of applications concerning qualifications or selection criteria found to be defective pursuant to § 37.33 shall be removed.
(1985 Code, § 22-9-3-1(k)) (Ord. 16-1980, passed 9-2-1980)
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