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Home My WebLink AboutReso 2004-160 - Equal Employment Opportunity . . RESOLUTION NO. 2004-160 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF REDDING APPROVING REVISIONS TO THE EQUAL EMPLOYMENT OPPORTUNITYIFEDERAL AFFIRMATIVE ACTION POLICY, EFFECTIVE OCTOBER 5, 2004. WHEREAS, staffhas recommended that the Equal Employment Opportunity/Federal Affinnative Action Policy, originally implemented in 1974, be revised as set forth in the attached policy, effective October 5, 2004; and WHEREAS, the City Council deems it to be in the best interests of the City to adopt such recommendation; NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council that the Equal Employment Opportunity/Federal Affirmative Action Policy be amended as set forth in the attached policy effective October 5, 2004. I HEREBY CERTIFY that the foregoing Resolution was introduced, read, and adopted at a regular meeting of the City Council of the City of Redding on the 5th day of October, 2004, by the following vote: A YES: NOES: ABSENT: ABSTAIN: COUNCIL MEMBERS: COUNCIL MEMBERS: COUNCIL MEMBERS: COUNCIL MEMBERS: Cibula, Kight, Mathena, Stegall, and Pohlmeyer None None None I ATTEST: eO' . ' FORM APPROVAL: " ~ r I/v \.... 0- k- t . . CITY OF REDDING EQUAL EMPLOYMENT OPPORTUNITY FEDERAL AFFIRMATIVE ACTION POLICY REVISED 10-05-04 " . . I. POLICY STATEMENT The City Council of the City of Redding is committed to the principle of Equal Employment Opportunity for all persons with respect to employment opportunities, compensation, benefits, promotional opportunities, and other terms or conditions of employment, regardless of race, ethnicity, age, religion, gender, national origin, political affiliation, beliefs, veteran status or disability and medical condition as required by applicable federal and state laws. Equal opportunity encompasses all aspects of employment practices to include, but not limited to, recruiting, hiring, training, compensation, benefits, promotions, transfers, layoffs, recall from layoffs, discipline, and City sponsored educational, social, and recreational programs. Additionally, it is the policy of this City to provide its employees a viable means for communicating and resolving grievances and complaints regarding unlawful discriminatory employment practices. Any employee of the City of Redding who fails to comply with this policy is subject to appropriate disciplinary action. II. PURPOSE OF THE EOUAL EMPLOYMENT OPPORTUNITYIFlEDERAL AFFIRMATIVE ACTION POLICY · To promote equal employment opportunities in a positive and active manner. o To strive to employ representatives of all the diverse communities in the relevant City of Redding labor market. · To eliminate and prevent the occurrence of discriminatory practices relating to employment or promotional opportunity within the City of Redding. III. DISSEMINATION OF THE EOUAL EMPLOYMENT OPPORTUNITYIFEDERAL AFFIRMATIVE ACTION POLICY . All Employees will be advised of the contents of the Equal Employment Opportunity/Federal Affirmative Action policy and its accessibility. . Each Department Director will maintain a copy of the Equal Employment Opportunity/Federal Affirmative Action policy and make it available to employees. . An equal employment opportunity policy statement will be maintained as part ofthe personnel rules. The Equal Employment Opportunity/Federal Affirmative Action Policy will be made available to the public in the Personnel Department. . All City departments will display a copy of the Department of Fair Employment and Housing's Discrimination in Employment poster in at least the English and Spanish versions. . All City of Redding publications relating to employment (i.e.,job flyers,job ads, brochures, and handbooks) will include the phrase "An Equal Employment Opportunity/Federal Affirmative Action Employer." -1- . IV. ADMINISTRATION OF POLICY . The policy requires the involvement of the City Council and all top-level management employees of the City of Redding. Commitment at the highest levels reaffirms and implements the City's belief in equal employment opportunity. The City Council's role in the Equal Employment Opportunity/Federal Affirmative Action policy is to establish City policies; review and take action upon recommendations and comments from the City Manager, his or her designee and/or the general public relative to the policy; and ensure the implementation of policies once they have been established. The City Manager has final operational responsibility for the administration and implementation of the Equal Employment Opportunity/Federal Affirmative Action policy and will promote City employee cooperation in the implementation of this policy. The Personnel Director shall be designated by the City Manager as the Equal Employment Opportunity/Federal Affirmative Action Officer. He/she will provide for effective communication and enforcement of the components and intent of the Equal Employment Opportunity/Federal Affirmative Action policy. He/she will also have the responsibility for the Equal Employment Opportunity/Federal Affirmative Action policy complaint procedures. The Personnel Department will monitor and evaluate employment and promotion practices to assure compliance with the Equal Employment Opportunity/Federal Affirmative Action policy. Day to day administration of the Equal Employment Opportunity/Federal Affirmative Action policy within each department will be delegated to the Department Director. Department Directors will ensure that their supervisory and other staff fully understand and attempt to meet the objectives of the plan. V. EMPLOYMENT PRACTICES All steps of the recruitment and selection process from the development of the classification specifications to the final selection interview will be: · Realistically and directly related to the actual duties to be performed on the job; · Designed to measure the applicant objectively against the job standards; and · Free of arbitrariness. Personnel will analyze, on an ongoing basis, all City classification specifications to ensure they appropriately reflect the tasks being performed and the requisite skills and abilities required to perform those tasks. Only those skills, knowledge, abilities and other duties required for entry and performance in a given classification will be included. These elements will serve as the basis for job announcements, job-related tests, and development of performance requirements. Recruitment will be conducted in order to further facilitate the Equal Employment Opportunity/Federal Affirmative Action policy. Recruitment sources may include: -2- . · Newspapers/publications · Professional associations · Community based organizations · Schools · Public agencies · Employment Development Department Offices . In order to assess the effectiveness of the recruitment process, the City will collect information from each applicant. This will be strictly voluntary on the part of the applicant and will not affect the hiring decision for a position. VI. FEDERAL AFFIRMATIVE ACTION POLICY A. A 1974 policy entitled Affirmative Action Policy requires the City to take affirmative action to ensure that employees and applicants for employment are treated without regard to their race, creed, color, national origin, sex or age. The City will comply with the requirements contained in this policy. Personnel will conduct an analysis of this City workforce semi-annually. The analysis will identify the number of employees by ethnicity and sex in specific job categories. The job categories to be analyzed are as follows: 1) Officials/Administrators 2) Professionals 3) Technicians 4) Protective Service 5) Para-Professionals 6) Administrative Support 7) Skilled Craft 8) ServiceIMaintenance Every City classification will be assigned to one of the above job categories. The relevant labor market is the Shasta County area. Labor market is defined as the recruiting area to be used for the specific job categories. B. The City's ultimate goal is to employ representatives of all of the diverse communities in the City of Redding's relevant labor market in eachjob category in reasonable relation to the overall labor market availability of such group. Personnel will continue to collect and analyze sufficient recruitment and selection statistics in order to review its goals and timetables. -3- Th C. '1-1' . 1 .. I. .. h e Ity WI contmue to active y momtor Its personne tlvltles to assure t e purposes · and objectives of the Equal Employment Opportunity/Federal Affirmative Action Policy are being carried out. . ' VII. COMPLAINT PROCEDURES Any applicant who believes he/she has been discriminated against in any employment selection decision because of race, ethnicity, age, religion, gender, national origin, political affiliation, beliefs, veteran status or disability and medical condition, may first file a complaint with the City's Equal Employment Opportunity/Federal Affirmative Action Officer not more than one hundred eighty (180) calendar days after the act complained of occurred. The Equal Employment Opportunity/Federal Affirmative Action Officer shall make every effort to resolve the complaint informally. The Equal Employment Opportunity/Federal Affirmative Action Officer shall, if requested by the complainant, assist in discussions with any party to the complaint and may take other steps, which may assist in the resolution of the complaint. The Equal Employment Opportunity/Federal Affirmative Action Officer shall have thirty (30) days to attempt to resolve the complaint. He/she shall be given access within the agency to any information necessary for resolving the complaint. When the Equal Employment Opportunity/Federal Affirmative Action Officer has completed attempts to resolve the complaint, he/she will direct Personnel to prepare a report, setting out a summary of the complaint and disposition of the complaint indicating the basis for the disposition. A copy ofthe disposition shall be mailed (registered/certified) to the complainant. Any employee who believes he/she has been discriminated against in any promotional opportunity, granting of compensation or benefits, or other terms or conditions of employment due to his/her race, ethnicity, age, religion, gender, national origin, political affiliation, beliefs, veteran status or disability and medical condition should initiate contact with the Equal Employment Opportunity/Federal Affirmative Action Officer as a first step. The Equal Employment Opportunity/Federal Affirmative Action Officer may designate a representative from Persomlel to work with the affected employee to attempt to resolve his/her complaint. A Personnel representative will have access to any information necessary in the investigation of the complaint. If the Equal Employment Opportunity/Federal Affirmative Action Officer determines that there is a reasonable cause to believe that a complaint has validity, he/she has the authority to modify or bypass the City Personnel rules and policies in settling the complaint with either an applicant or employee. Applicants and employees filing discrimination complaints shall be informed of their right to file a complaint with the Department of Fair Employment and Housing and/or the Equal Employment Opportunity Commission. C:\Documenls and Settingslrubalcava\Local Settings\Temporary Inlemel Files\OLK144\Affirmalive Action Policy.wpd Revised: 10-05-04 -4- . . . CITY OF REDDING EQUAL EMPLOYMENT OPPORTUNITYIFEDERAL AFFIRMATIVE ACTION POLICY COMPLAINT FORM Person Reporting Incident: Date/Time of Incident: Other Persons Involved: Witness( es): Witness(es) phone number(s): Department: Location: NA TURE OF DISCRIMINA nON COMPLAINT: [] Race [] Ethnicity [] Age [] Gender [] National Origin [ ] Political Affiliation [ ] Beliefs [ ] Veteran Status [ ] Disability [ ] Medical Condition [] Other 1. Fully describe incident: 2. Incident caused by: Signature: Date: (Person Reporting Incident) Position/Title: Work Phone Number: C:\Documents and SettingslrubalcavalLocal Settings\Temporary Internet Files\OLK144\EEO-AAP Complaint Fonn-04.wpd