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HomeMy WebLinkAbout1975-OR-04ORDINANCE NO. 75-ORy_ ~ An Ordinance establishing as affirmative action for employment and for present employees of the city. Be it ordained by the Common Council: Section One That the following affirmative action program enacted and established as the policy of the city. program is hereby AFFIRMATIVE ACTI_ON PROGRAM FOR IHF~ CITY OF JEFF. E_R. SONVILLE. I. P_QLI.(:DL. THE CITY OF JEFFERSONVILLE SETS FORTH THIS AFFIRMATIVE ACTION PROGRAM FOR EQUAL OPPORTUNITY. THE CITY OF JEFFERSONVILLE WILL PROVIDE EQUAL OPPORTUNITY EMPLOYMENT TO ALL PERSONS WITHOUT REGARD TO THEIR RACE, RELIGION, SEX, AGE OR NATIONAL ORIGIN. EQUAL OPPORTUNITY AND EQUAL CONSIDERATION WILL BE AFFORDED TO ALL APPLI- CANTS AND EMPLOYEES IN PERSONNEL ACTION WHICH INCLUDES RECRUITING AND HIRING, SELECTION OF TRAINING, PROMOTIONS, PAY RATES OR OTHER CC~,tPENSATION, TRANSFERS, TERMINATIONS AND LAYOFFS. THE IMPLEMENTATION OF THIS POLICY IS INTENDED TO PROVIDE OPPORTUNITIES FOR MINORITY GROUPS IN SIGNIFICANT NUMBERS FOR ALL JOB LEVELS THROUGH AGGRES- SIVE UPGRADING AND RECRUITING ACTIONS. THEREFORE, THE CITY OF JEFFERSONVILLE HEREBY INSTITUTES A PROGRAM OF /~FFIRMATIVE ACTION TO TRANSLATE BELIEFS INTO RESULTS AND HEREBY MAKE CLEAR THAT ON THE JOB AND ON THE PREMISES DISCRIMI- NATION AGAINST OTHERS WILL NOT BE TOLERATED. II. DISSEMINATION OF AFFIRMATIVE ACTION POLICY. THIS POLICY WILL BE DISTRIBUTED TO ALL DEPARTMENTS AND DEPARTMENT HEADS OR SUPERVISORS WHO WILL READ AND EXPLAIN IT TO ALL EMPLOYEES, SPECIAL MEETINGS WILL BE HELD WITH OTHER CITY OFFICIALS ~0 MAKE PERSONNEL DECISIONS TO EXPLAIN THIS POLICY TO THOSE UNDER THEM, THE CITY WILLCONTINUE THE USE OF NON-DISCRIMINATION CLAUSES IN AIL AGREEMENTS AND REVIEW CONTRACTUAL PROVISIONS TO INSURE THAT THEY ARE NON- DISCRIMINATORY AND DO NOT HAVE A DISCRIMINATORY EFFECT, THE CITY'S POLICY ON EQUAL FMPLOYMENT OPPORTUNITY AND A SYNOPSIS OF THE AFFIRMATIVE ACTION PROGRAM ~'IILL BE POSTED ON BULLETIN BOARDS ALONG WITH EM- PLOYEES INFORMATIONAL LITERATURE, EEO POSTERS AND ANY OTHER PERTINENT REPORTS OR PUBLICATIONS, III, IMPLEMENTATION OF POLICY, THE MAYOR WILL HAVE OVERALL RESPONSI- BILITY FOR THE IMPLEMENTATION OF THE AFFIRMATIVE ACTION PROGRAM, HE WILL APPOINT AN EQUAL 0PPORTL~ITY OFFICER TO ASSIST HIM IN THE IMPLEMENTATION OF THIS PROGRAM, WHICH WILL INCLUDE: I, DEVELOPING POLICY STATEMENTS, AFFIRMATIVE ACTION PROGRAMS, INTERNAL AND EXTERNAL CCt~UNICATION PROCEDURES AND TECHNIQUES; 2, '/~SSIST IN THE COLLECTING AND ANALYZING OF EMDLOYME-_~'FF DATA, IDENTIFYING PROBLEM AREAS, SETTING GOALS ADD TIMETABLES AND DEVELOPING PROGRAMS TO ACHIEVE THESE GOALS; TOTAL DJ~PARTMENTS O~Sp_Lo_Y. EE~ STREET DEPARTMENT I4 ~IMAL SHELTER 4 SANITATION I9 PLANNING & ZONING 6 POLICE 35 FIRE 44 PARKS & R£OREATION 8 MAYOR'S OFFICE 5 SEWAGE PLANT ~ OFFICE I6 ~UI LDING COvMI SSION 8 ENGINEER (CITY) 2 CITY JUDGE'S OFFICE 2 SEWAGE DISPOSAL TOTAL 3i DESIGN, IMPLEMENT AND MONITOR AUDIT AND REPORTING SYSTEMS TO MEASURE PROGRAM EFFECTIVENESS$ REPORT QUARTER 7:. , 4, LY TO THE MAYOR ON THE PROGRESS OF EACH DEPARTMENT IN RELATION TO THE CITY S GOALS, 5, SERVING AS LIAISON BETWEEN THE CITY, ~OVERNMENT RE- GULATORY AGENCIES, MINORITY AND ~AE)MEN S ORGANIZATIONS, AND OTHER CC~UN [TY GROUPS; 6, DISSEMINATE ALL CURREN~F INFORMATION AND DEVELOPMENTS IN THE EQUAL EMPLOYMENT OPPORTUNITY AREAS TO RESPON- SIBLE CITY OFFICIALS AND DEPARTMENT HEADS; 7, I\~DTIFY ALL VENDORS, SUPPLIERS, SCHOOL ORGANIZATIONS AND CONTRACTORS OF OUR EQUAL EMPLOYMENT POLICY, AND REQUEST APPROPRIATE SUPPORTIVE ACTION ON THEIR PART, IV, IDE~IFICATION OF PROSJ.EM AREAS_. A, CT/LB]J~ OF CI.TYCDJ~ AND MINORITY COMPOSITION OF D.E~ MINORITY _~LACKS 2 (I4%) MI NOR ITY. 2-LABORERS 0 I3 (68%) I (I7%) SPANISH 4 (II%) 3 (7%) 0 4-DRIVERS I-~OREMAN 8-TIPPERS ~-PATROLMEN I-SGT, -CPL, 2-SGTS, I-LT, (30 PART-TIME BLACKS) 0 2 (I3%) I-CLERK (F) i -MAI NTENANCE 0 0 0 _ 3 I (33%) I66 26 (I6%) B, DECREASING MINORITY WORKERS IN 21 BLACKS SPAN I SH JOB CLASSIFICATIONS THAT ARE READILY AVAILABLE, V, ~' THE MAIN GOAL WILL BE TO UPGRADE AND/OR pROMOTE THOSE DEPARTMENTS WHICH HAVE NO MINORITIES AT ALL, THE CITY OF JEFFERSONVILLE~S EEO WILL BE PERIODICALLY EVALUATED WITH NEW GOALS AND TARGET I)ATES BASED ON THE NEED OF THE pROGRAM AS IDENTIFIED IN THE -2- EVALUATION PROCESS. PROGRAM EVALUATION WILL BE ACCOMPLISHED AS FOLLOWS: I. DEPARTMENT HEADS WICL TURN IN DATA COMPOSED OF THE NUMBER OF MINORITY EMPLOYEES, THEIR JOB CLASSIFICATIONS AND SALARIES. -[HIS INFORMATION WILL BE COMPARED WITH LATEST CENSUS DATA ON MINORITY AVAILABILITY FOR JOBS USED BY THE CITY. MINORITY STATISICS WILL BE REVIEWED QUARTERLY AND EVALUATED IN DEPTH ANNUALLY. GOALS WILL BE ESTABLISHED BASED ON THIS STATISTICAL DATA, AND TARGET DATES WILL BE SET TO ACHIEVE THESE GOALS. 2, TO ACHIEVE AN INCREASE IN MINORITY REPRESENTATION THROUGH ON- THE-JOB TRAINING PROGRAMS, EDUCATIONAL. PROGRAMS, AND THE EVALUA- tION OF ~IPLOYEES QUALIFICATIONS AND INTERESTS FOR A BETTER JOB. HIS CAN BEST ACHIEVE AN INTERHOUSE UPWARD MOBILITY. 3. A STUDY WILL BE CONDUCTED ON THE DEVELOPMENT OF A FEASIBLE PRO- GRAM THROUGH WHICH THE FULL UTILIZATION OF EMPLOYEES' SKILLS .MAY BE ACHIEVED. FMPHASIS WILL BE PLACEDONTHE IDENTIFICATION OF EIvPLOYEES IN THE LOWER CLASSES WHO. HAVE NOT ADVANCED IN THE PAST THREE YEARS AND WHO HAVE EXPERIENCE OR EDUCATION SUPERIOR TO THAT REQUIRED IN THE PRESENT ASSIGNMENT. PARTICULAR AI-FENTION WILL BE PAID TO THE PRACTICALITY OF THE ME~NS BY WHICH THE FULL UTILIZATION OF THEIR SKILLS MAY BE ACHIEVED. /HIS WILL BE IMPLEMENTED IMMEDI- ATELY. 4, BY A BETTER COMMUNICATIONAL SYSTEM BETWEEN EMPLOYEES', DEPARTMENT ~qEADS, AND THE EQUAL OPPORTUNITY OFFICER, EDUCATION, TRAINING AND COUNSELING WILL ENHANCE EQUAL OPPORTUNITY EMPLOYMENT AND ADVANCE- MENT FOR ALL MINORITY AND WOMEN EMPLOYEES. 5. ALL THE ABOVE MENTIONED ITEMS WIJ.L BE IMPLEMENTED IMMEDIATELY, AND PROGRESS REPORTS WILL BE KEPT. ~'ROM THIS iNFORMATION WILL COME THE GOALS FOR THE NEXT YEAR, VI, HIRING AND RECRUITME~[[, THE CITY OF JEFFERSONVILLE WILL INFORM MINORITY INDIVIDUALS, CIVIC GROUPS, CHURCHES, COMMUNITY ORGANIZATIONS, RECRUIT- ING SOURCES (I ,E,, INDIANA EMPLOYMENT DIVISION, MANPOWER AND COMMUNITY ACTION AGENCIES), SCHOOLS, AND WOMENS ORGANIZATION OF THE CITY'S POLICY STIPULATING THAT THESE SOURCES REFER MINORITY MEN AND WOMEN CANDIDATES FOR DEPARTMENTAL OPENINGS, HELP WANTED ADS AND OTHER COMMUNICATION WILL CARRY THE CAPTION "AN EQUAL OPPORTUNITY EMPLOYER", ALL ASPECTS OF EQUAL EMPLOYMENT WILL BE UTILIZED IN THE HIRING AND PRONOT- ING OF EMPLOYEES, FULL-TIME OR PART-TIME, ALL MINORITIES (BOTH MEN AND WOMEN) APPLICANTS WHO APPLY WILL COMPLETE AN APPLICATION TO BE PLACED IN AN AFFIRMATIVE ACTION FILE WHETHER THERE ARE VACANCIES OR NOT, THIS FILE WILL BE CONSULTED EACH TIME THERE IS A VACANCY TO DETERMINE THE POSSIBILITY OF HIRING FROM IT, THE EO OFFICER WILL MAINTAIN ACCURATE ACCOUNT RECORDS EVALUATING THE STATUS OF HIRING AND RECRUITMENT PRAC- TICES OF THE CITY OF JEFFERSONVILLE, r'~ANY JOB VACANCIES MAY BE FILLED THROUGH IN-HOUSE TRAINING PROGRAMS A'N~ EVC.~CU~T[ON S~,S. TE~,S..~ET~.,~P BY THE EO OFFICER · ~. T_RAINING. THE C PARTICIPATE IN TRAINING PROGRAMS (! ,E, ADULT EDUCATION, MANPOWER TRAINING PROGRAMS ~SEMINARS) TO BETTER QUALIFY THESE EMPLOYEES FOR SKILLED, TECHNICAL ADD MANAGEMENT POSITIONS, THE EO OFFICER WILL INTERVIEW EMPLOYEES FROM TIME TO TIME TO ACQUIRE INFORMATION ABOUT NEWLY ACQUIRED SKILLS EMPLOYEES MAY HAVE ACQUIRED, ~J_SO, THE EO OFFICER WILL IMPLEMENT ~ JOB ENRICHMENT PROGRAM, THIS IS THE SEPARATION OF JOB DUTIES INTO A NEW JOB THAT COULD BE HANDI FD BY A MINORITY MAN OR WOMAN EMPLOYEE WITH LI1-FLE OR NO ADDITONAL TRAINING, viii, LV~Oj~ITORING OF TItF.._&EEIR~T]ON pROGRAM_, THIS WILL BE THE MAIN DUTY OF THE EO OFFICER OF THE CITY OF JEFFERSONVILLE, ONLY THROUGH A SYSTEMATIC APPROACH TO MONITORING THIS PROGRAM CAN ANY DEFICIENCIES IN'THE PROGRAM BE DETECTED, THE EO OFFICER WILL BE DIRECTLY REPONSIBLE TO ONLY THE MAYOR OF THE CITY OF JEFFERSON¥ILLE, IN THIS WAY THE EO OFFICER CAN IMPLEMENT A MEANINGFUL PRO- GRAM AND CARRY' OUT HIS DUTIES WITHOUT ~COMMITMENTS TO OTHER INDIVIDUALS OR JOBS, ALL DEPARTMENT HEADS BEAR RESPONSIBILITY FOR COMPLIANCE WITH THIS AF- FIPJ~ATIVE ACTION PLAN IN ASSURING EQUAL EMPLOYMENT OPPORTUNITY WITHIN THEIR OWN DEPARTMENTS, THE HLMAN RIGHTS COMMISSION AND THE. BOARD OF PUBLIC WORKS BEAR SPECIAL AND ADDITIONAL RESPONSIBILITY FOR PROVIDING ADVICE AND ASSISTANCE TO THE MAYOR AND THE EO OFFICER IN THE DEVELOPMENT, IMPLEMENTATION ADD EVALUATION OF .THE CITY'S AFFIRMATIVE ACTION PROGRAM, IX, AUTHORITIES FOR EQUAL EMPLOYMENT OPPORTUNITY & AFF~IB~, THE FOLLOWING LAWS AND ORDERS REQUIRE EQUAL EMPLOYMENT OPPORTUNITY AND AFFIRMATIVE ACTION: I, TITLE VII OF THE CIVIL RIGHTS ACT OF I9 4 (AS AMENDED BY THE EQUAL EMPLOYMENT OPPORTUNITY ACT OF I972 2, F~<ECUTIVE ORDER II246 (AS AMENDED BY EXECUTIVE ORDER I I375) 3, THE EQUAL PAY ACT OF I963 4, THE AGE DISCRIMINATION IN EMPLOYMENT ACT OF 5, TITLE VI OF THE CIVIL RIGHTS ACT OF 6, STATE AND LOCAL LAWS 7, OTHER FEDERAL LAWS Section Two This ordinance shall be in full after its passage and approval. Passed this day force and effect from and of March, 1975. Attest: Clerk-Treasurer Presented by me as Clerk-Treasurer to City of jeffersonville, this the Mayor of said day of March, 1975. ~CLERK-TREASURER U · Approved and signed by me this day of -- ~ MAYOR ' March, 1975.