Loading...
(A) The Affirmative Action Officer and the Director shall develop a procedure allowing city employees to make complaints concerning the failure of a department or appointing authority to meet its obligations under this subchapter. The complaints may also include allegations of retaliation against an employee because he or she attempted to enforce rights provided by this subchapter or any law or regulation protecting that person’s rights to equal employment opportunity, gave assistance or information to the Affirmative Action Officer or the Director or in any other manner sought to further the goals and purposes of the Affirmative Action Plan.
(B) This complaint procedure shall not be in denigration of any existing or subsequent right or procedure created by law, regulation, judicial interpretation or collective bargaining agreement in existence.
(C) If the Affirmative Action Officer finds that a department head or appointing authority has failed to meet his or her obligations under the Affirmative Action Plan or that a paid employee has been subjected to retaliation as described in § 37.28(A), he or she shall take immediate action to remedy the situation, including, but not limited to making a recommendation that the offending person be disciplined or discharged.
(D) The Affirmative Action Officer shall develop and institute a procedure by which any city employee may discuss the Affirmative Action Plan with his or her department head or the Affirmative Action Officer or propose ideas or recommendations for the attainment of Equal Employment Opportunity. These procedures shall be in writing and a copy shall be provided to each current and newly hired city employee. No person shall be penalized or retaliated against in any way because he or she utilized that procedure or because of his or her comments to the department head or Affirmative Action Officer.
(1985 Code, § 22-9-3-1(d)) (Ord. 16-1980, passed 9-2-1980)
(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)
Loading...