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Home My WebLink AboutResolution 76-55ADmINISTRATIVe' OFFICES ~0 40TH AV~NU[ N. [. COLUMBIA HEIGHTS, MINN. 55421 (612) 788-922 ~ EQUAL OPPORTUNITY EMPLOYER OUR NATION'S BICENTENNIAL BRUCE G. ~AWROCKI, mAYOR E. ~SEBE'~ HEINTZ, COUNCIlmAN WALTER LOGACZ, COUNCILMAN GAYLE R. ~:ORBERG, COUNCILMAN ~KENNETH ES HENTGES, COUNCILMAN "SERVICE IS OUR BUSINESS" RESOLUT! Oft 76-55 ADOPTI "¢ ~*~ AFFIRMATIVE ACTION POLICY WHEREAS, the City Council of the City of Co]umbia Heights, by Resolution 72-45, demonstrated its firm commitment to insuring every person full and equal opportunities for employment, training~ and promotion withi, the City, and WHEREAS, the City Council is committed to a policy in both its internal business and govermentat functions that no person shall be discriminated against because of race, color, religion, creed, sex, national origin, disability, marital status, age, or status with respect to public assistance, and WHEREAS, bo~h the City Council and Human Rights Commission endorse the adoption of the attached Affirmative Action Program as a major effort in furthering the c~usa of Human P, ights by the City. NOW 'fHEEEFORE, BE it RESOLVED by the City Council of ~ha City of Columbia Heights that the attached Affirn~ative Action Program, incorporated herein and made a part hereof, the reading of which is waived, be adopted as a policy of the City of Columbia Heights. Passed this 25th day of October, 1976. Offered by: Norberg Seconded by: Hentges Rot1 Catl: At1 Ayes Secretary THE ^~,'rT~,~, ACTION Endorsed by the City Ccuncil. In 8ccordance ~ith the policy estal}lished by tt=e Council =~f~.zrm~=ive Actio,n ,Prosran}. ~' the City }lesolution ~1~72-45 "~ '=" ..... of Columbia t!eights shall insure that every person La given full and equal opoortunitiaS for emp!o>~ment~ tralni'~g, and promotion. This policy shall include all City government departments and related functions. tt shall be the policy of the City of Columbia Neights ' ~'--'~ ~1 be that no mn~m,m.=t:~ shall discriminated against ~,gitb re- spect to cou:pensation, ter~as, conditions~ or other privileges of employment because of race~ color, religion, cread~ sex, national origin, disabi].ity~ marital status, =~=: er =~= status ~ith respect to pub]lc assistance. In no case shall the City of Columbia Reights be in con- flier with state or federal statutes as they relate to equal opportunities for emplo)~ent~ The Cf fy Hanager shall appoint an Affirmative Action Officer vho will be responsible for the'overall administzation of this plan. Ti~e Affirmative Action Policy statement w/il b~ communi- cated to all ..... ~ e~pzol~eo and commission members and rancors in such a ~m~ner Ehat'~t is recoguized as a mejor policy commit- merit by the City oz Cotu~:~a Heights~ The A~.zm~m=t..v~ Action Officer will coordinetc allezzo=~ rts to con~unicat~ the po]icy and to promote understanding of it. I. !nte~a]. Comx~_~nication to Ali City Rmn!ovees and Commissions A copy of the City's Affirmative Action Policy and Pro- gram shJii be available to.each Cits' employee. b) That the City is an Affirmative Action Equal Opportunity Employe~ shall be promine~tly stated on the City's employment application c) An Orientation program on the Affi~native Action Pro- gram shall be held for all management and supervisors in order to explain the Affirmative Action Pro,ram. d) Al1 bargaining units %;il! be infox~ed of the City's Affirmative Action Program. e) The City will state that it is an EEO Employer on all contracts, job announcements: and letterheads. ~AS OP P~SPONSiBiLITY FOE CITY E}~LOYEES 1. ~ne City Council The City Council will establish a timetable of goals based on anticipated vacancies by resolution which may be ~ended from t~me to time. 2. The City }~nage~ shall: a) Ba uz~zmmately responsible for the administration of this program and may issue administrative directives and 5'~nt~tructKons ~tc, t inconsistent ~,ith t])5~ program. b) Take appro?riate disciplinary action against any ¥io!ators of the City's Alliterative Action Program. The Affirmz~Live Action Officer shall: a) Serve as t-he City's aqua], employment opportunity coordinator ~ b) Assist the City k[anager in advising all City emp!oyeas~ interested minorityo~°~'eu~'s~ and other co~mmuni~y groups of the Afl{tractive Action Program. c) Pariod~ ~a].ly audit the recruitment and selection pro- cess to eliminate artificial barriers in hiring and pzomotion~ Encourage City employees including those belonging to protected classes to apply an~ compete for promotional positions. e) Ad¥ise the City Council on a,z~nua! goa!s, f) Interviewer employees when practicable who resigned free the City to determine whether prohibited discrimination was a factor in their leaving. g) Maintain data relati~g to the City's Affirmative Action requirements for contractors and vendors. h) Report violations of the City's Affirmative Action Pro- gram to the City Manager for appropriate disciplinary action, i) Racemes. end appropriate policy to the Police and Fire Civil Service Co~mmission, j) Meet 'perioc~ical]y ~..~ith the Columbia !leights Human Rights Co~zission to dr.',cuss the progress of the Affirmative Action Program. Divi~'-{on Needs sbalt: a) Report violations cf the City~ Affirmative Action ?rogram for disciplinary action. b) Cooi-',er~te with the Affirmative Action Officer to determine those areas cf emp].oS<'~ent where protected classes ere under-~titized. 5. ~t otNcr employees are responsiL!e for complying with Prog~mm. 6, The Cit,/ Iiunan Aizhts a) Shall pariogicalt> review tl]e progrc/s of =hc Affiz<~a- tire Action Program, b) }fay investigate complaints and make recorc~endations to the City Council in accordance therewith. THE E~.~LOYHENT PROCESS Recruitment, examination~ se]_ecuion and promotion procedures si)all be continually exar,~ed t,:, insure compliance with tNe fad- eral law and judicial mandetes resettling equal emp!o}T~ent oppor- tunity. Job qualifications and requirements shall realistically relate to the actual duties to be performed. 1. Job Specifications ~e Affizvaative Action Officer shall review job speci- fJ,cations~ subject to final appreval by the City Henaser for all positions to eliminate artificial barriers to employment and promotions. 2. Recruitment a) Appropriate recruitment sources shall be notified in ~.~'iti'ng of all job vacancies. These recruitment sources shall include a newspaper of general circulation so that 4 individuals protected by this policy are encouraged to apply, rna Cityl. ianager may. select additional rec. ruit- ment sources necessary to notify individuals protected by this policy. b) Z~nployment notices and/or ads shall prominently display the words "An Equal Opportunity Employer" and/or '~ ~firmative Action Employer . c) Job announcements shall be posted on appropriate bulletin boards in City owne{~ buildings~, Examina t:i c? ~ No perso~l shall be refused eligibility to tahe an exam--- ination on ~ny basis not '' '~ ~ emzec~ly related to the needs of the · posit:iou; and examinations for like jobs shall be~_~{-~n under like cond!tions. mat~e every good faith effort to meet its hiring goals and objectives. b) Upon request by a rejected job appiicant~ the City shall iuform such rejected applicant in writing of tNe re~sons for rejection. Ret ent ! on . _ Once individuals protected by this a~;:~ hired~ the fo!!owinS efforks shstl be made to provide i,, ~'heir successful and continued employment: a} The City shall make a concerted effort to emphasize its cou~.meh~ to its Affirmative Action Program to new employees. B) (~nen~ prac''''~' 7 ~.l._,~,.)me ~' exlt' interviews shsi! be aonduat{~d by the A~f.tnP<~tlve Action O~.~lczr with the pe~anent employees who ha~,e-=_r~n~e'~d-o-~ to explore ~_~c~ .... for !esving and to correct ano~or renedy an¥~ d~_~ri~inatnr'~.~ .... ~ treatment. ~ c) Follow-up intel=~ie~.;s %~ith all new employees to inquire ho~ they feel about their job and job condisions shall be cncou'raged · 6. Probationary Period e) Perfo}x~av~ce ~.~ .......... t~e probationary period shall be objectiYe and shall_ not have a discrim- inatory effect. .b) As part of their perfemnance appraisal, all newl}> appoint-' ed supervisors shall be rated as tb their ~ ~.~ ~o ~ .... ~-~ ~',~ Action Policy and application of the City's .... zi~.~¥~ ~rngrem~ DISHtSSAL ~i':D Th~m.~i2~IC}N Each City employee shall have and be entitied to the benefits of the grievance and appeals procedure guaranteed by the City Cede. !. Job openings shall be posted on appropriate bullentin boards for a reasonable length ef lima. No 'present qualified employ- ee shall be discouraged or preve~ted from applying for any Yacancy. 2. ~t intividual emptoyees~ including those protected by this , policy~ who have increased their skills and job potential shall be 6ncouraged to apply and compete for promotion. CO]~i'.~ACTS AND !rENDOkS The policy of the City ef Columbia Hci. Shts is lo encourage Affizm~ative Action by those doing business .witN the City. Ail contracts in excess of $10~000.00 shall conts~in a statement ~ ..... ~ vendor that such contractor or .... ~n=d by the con~cEor or vendor fully intends to comply with the standards of equal ptoyment and. autic!iscrim!nation contained in "~"~= C~vi~_. ~ Rights act of 1964 as amended ',, ' m_ 1972 py the Equal Oppomtuuitv Em- ployment Act~