Table of Contents: Chapter 1
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102 EQUAL EMPLOYMENT OPPORTUNITY
102.1 Policy Statement
It is the policy of the City to provide equal opportunity in employment for all qualified individuals and to prohibit discrimination, harassment, and retaliation in employment on the basis of race, color, religion, gender, national origin, age, disability, marital status, veteran status, political or religious opinions
or affiliations.
Reasonable efforts will be made to accommodate the impairments of qualified individuals with disabilities and individuals' religious practices and observances, unless undue hardship to the City would result, to the extent required by law.
This policy applies to all terms, conditions, and privileges of employment within the City. In furtherance of its equal employment opportunity policy, the Personnel Officer shall direct recruiting efforts toward educational institutions, publications, and newspapers with enrollment/circulation predominantly to racial and ethnic
minorities and females.
102.2 Definitions
Minority shall mean persons of any recognized ethnic categories: not categorized as "white" or "Caucasian" by the equal employment opportunity commission.
102.3 Selection Standards
The Personnel Officer shall review all position descriptions within the City classification system to ensure requirements contained therein are job related and do not present unreasonable barriers for entry by minority or female applicants.
The Personnel Officer shall review all selection and promotion examinations to ensure that they do not have a discriminating effect on minority and female applicants or present minority and female employees.
The Personnel Officer, or other official designated by the Personnel Officer, will facilitate oral review panels for selection or promotion to guard against inquiries which might have discriminating effects.
102.4 Recruitment and Advertising
The Personnel Officer will be responsible for directing recruiting efforts toward educational training institutions with a predominant minority enrollment. S/he shall also be responsible for advertising for applicants in a manner most likely to reflect the City's affirmative desire to attract minority and women applicants. This will include advertising in publications and newspapers having a circulation among minorities and women.
102.5 Affirmative Action
The Personnel Officer will work with Department Directors and supervisors in the following areas:
Schedule programs to ensure that persons involved in selection and promotion are aware and skillful in implementing an affirmative action program. Review each department with attention given to the number of minorities and women employed as well as identifying the types of positions held (supervisory and upper level versus entry). This information will be compiled at least once a year and reported to the City Manager. The Personnel Officer will take measures to ensure that maximum opportunities are afforded to minorities and women for training and educational programs.
102.6 Citizenship
Federal law requires employers to obtain proof of citizenship or legal immigration status prior to hiring an employee. All new employees must provide documents that show legal authorization to work in the United States.