Chapter 19 PERSONNEL POLICIES, PROCEDURES, RULES AND REGULATIONS*
Section 19-176 General policy.
(a) It is the policy of the city to promote and ensure equal opportunity for
all persons (without
regard to race, creed, color, marital status, national origin, religion, sex, age, sexual
political affiliation or ancestry) employed or seeking
employment, using city facilities or being serviced by the city. The policy of equality applies to
every aspect of city employment practice and policy involving all activity areas.
(b) The city assures non-discrimination in recruiting, hiring, training, placement,
compensation, working conditions, demotion, layoff and termination.
(c) It is, in addition, the policy of the city to assert leadership within the
community and to put
forth the maximum effort to achieve non-discriminatory, equal employment opportunities
throughout the political jurisdiction of the city. Affirmative action will be taken to make known
that equal employment opportunities are available on the basis of the merits of the individual and
consistent with the city's goals and timetables for staffing in terms of female and minority
representation on the city's work force: striving for a work force in each occupation which
corresponds to the actual availability of qualified females and minorities for that job in their
respective recruitment area.
(d) Department heads and supervisors are responsible for implementation of this
the affirmative action program within their responsibility areas. All applicants and employees
shall be expected to be qualified for the position they are seeking, and to indicate through
performance, capability of at least acceptably performing assigned duties. Encouragement,
information and appropriate on-the-job orientation and training are to be provided to all new
employees to assist them in performing their job assignments effectively.
(e) Job placements shall be made by the city manager as delegated to respective
heads. The appointing authorities (director and department heads) shall encourage, and take
appropriate affirmative action from the time of job requisition to hiring decision in all job
positions to achieve and maintain EEO objectives and goals as rapidly as possible.
(f) While EEO affirmative action shall be considered a top priority, neither
unreasonably infringe upon the goal of efficient, productive, continuing public service.
(Code 1964, § 22.910; Ord. No. 17016, § 1, 9-17-01; Ord. No. 21206, § 1, 1-3-12)
(Ord. 21206, Amended, 01/03/2012, Prior Text; Ord. 17016, Amended, 09/17/2001, Prior Text)