Loading...
HomeMy WebLinkAbout79-74 RESOLUTION• RESOLUTION NO. 41,94 s n A RESOLUTION ADOPTING AN AFFIRMATIVE ACTION PLAN FOR NON- DISCRIMINATION IN EMPLOYMENT AND PERSONNEL PRACTICES. BE IT RESOLVED BY THE BOARD OF DIRECTORS OF THE CITY OF FAYETTEVILLE, ARKANSAS: That the City of Fayetteville hereby adopts an affirmative action plan for non-discrimination inemployment and personnel practices. A copy of said plan, marked Exhibit "A", is attached hereto and made a part hereof. PASSED AND APPROVED THIS S -r i DAY OF v)„,,..„,,n_6_, 1974. ATTEST . APPROVED: ' AFFIRMATIVE ACTION PLAN • POLICY It shall be the policy of the.City of Fayetteville, Arkansas to prohibit discrimination on. the. basis of race, color, national origin, religion, or sex from being a factor in any decision involving a personnel action: Theseactions shall include but not be limited to, selection, hiring, promotion,.. transfer, termination, training and provision of pay and benefits.. A staff member, the Personnel Officer, shall be designated as the Equal Employment Officer. This person shall be responsible for monitoring the implementation of the practices and procedures included in this'plan and to insure compliance with all laws and regulations regarding Equal Employment Opportunity. In addition, it shall be the responsibility of each employee with management responsibilities to insure strict compliance with the plan and each employee will be expected to promote the efforts of this policy in spirit as well as in deed. II. WORKFORCE !ANALYSIS The City of Fayetteville at present employs a staff of 259 full-time and 15 part-time employees. Of these 274 positions 31 are held by women for a total of 11.3% and seven are minority employees for a total of 2.5%. III. GOALS AND TIMETABLES In Fayetteville the number of females constitutes 48.8% of the total population, in addition, minority persons makeup 2.9% of the total. The incidence of female and minority persons in the work force population of Fayetteville and the surrounding area is stressed as a criteria for evaluating the utilization of. female and minority employees. In Washington County the number of females in the work force population constitutes 39.4% of the total work force population; in addition, minority persons make up .0180 of the total work force population. It shall be the intention and goal of the City of Fayetteville to strive to maintain its current distribution of female and minority employees. and to increase their .distribution to equal their incidence in the work' force population of the surrounding area. The percentages above were taken from the 1972 Census of Fayetteville conducted by the United States Bureau of the Census and from 1972 employment statistics computed by the Research and Statistics Section, Arkansas Employment Security Division. The differences in the total population percentages and the total work force population percentages indicates that female University of Arkansas students, female retired persons, and other females are not included in the work force population. IV. PERSONNEL ACTION PROCEDURES The City of Fayetteville adopted at its City Board of Directors Meeting of November 5, 1974 an Equal Employment Opportunity Policy which establishes procedures for hiring, promotion, etc. The policy is as follows: .CITY OF FAYETTEVILLE, ARKANSAS EQUAL EMPLOYMENT OPPORTUN ITY'POLICY • The City of Fayetteville, Arkansas as a matter of policy affirmatively promotes equal.employment.opportunity for .its employees and potential employees. Employment opportunity will be without:regard to race,' color, religion, sex:,Ynational origin, or'age. The following action program sets forth efforts..to be undertaken.to assure, equal oppor- tunity employment:.. 1) The Personnel Officer under the supervision of the City Manager will coordinateequalopportunity efforts. 2) Recruiting will be on a non-discriminatory basis with the following steps. being taken as appropriate: a. Advertisements (when utilized) in newspapers serving the largest number ofminority group people in the recruiting area. b. recruiting (when utilized) through schools and universities having substantial proportions of minority students. c. 'encourage refer.alof qualified minority applicants by present employees and others for consideration for professional, sub -professional and other work. 3) The Personnel -Officer , Department Heads, and the City Manager will make hiring decision without discrimination. 4) Maximum use of training will be utilized to help equalize opportunity for City employees. 5) Placement and promotion will be based upon ability without discrimination. 6) Practice non-discriminatory contracting. 7) Utilize the Arkansas Employment Security Division in the recruiting process. V. COMPLAINT PROCEDURE The following section of the City of Fayetteville Personnel Policy sleall be the established procedure for -handling of employee grievances: There is hereby established a Grievance Committee to be com- posed of three City employees -- one elected by City employees one appointed by the City Manager, and one selected by the other two. This Grievance Committee shall hold office for one yearterms beginning January 1 of each year This com- mittee shall act upon any difference or dispute arising from or pertaining to the application, interpretation or compliance with these personnel policies or other conditions of employment, which may be assigned to it for decision. The employee shall follow the normal chain of command for the settling of all grievances beginning with his immediate super- visor and proceeding. to, his department head. At this point, if the employee isnot satisfied with the settlement, he may request, in writing, a hearing before the Grievance Committee. The City Manager shall meet with the Grievance Committee in an advisory capacity only during their deliberations. Such hearing will be -scheduled within ten (10) days after the receipt of the written request and a decision reached within five (S) days after the hearing. The decisions of the Grievance Committee shall be presented to the City Manager as a guide for final:decision. VI. COMMUNICATION AND IMPLEMENTATION The City of Fayetteville, Arkansas realizes the importance of the policies and procedures described in this plan being communicated to all. .employees. A copy of the adopted plan will be distributed to each employee. A poster or bulletin indicating that the City of Fayetteville, Arkansas is in full compliance with the Equal Employment Opportunity laws and has adopted an Affirmative Action Plan will be displayed in conspicuous places throughout the City departments. New employees will be advised of their rights and responsibilities under these policies during the employee's training period. The plan will be formally adopted by the Board of Directors of the City pi 'Fayetteville and implemented immediately thereafter by the City Manager.