Prior to the adoption of Ord. 21206 on 01/03/2012, Section 19-181 read as follows.


    (a) Any collective bargaining agreements which the city may enter into will be in accordance with the principles of placement, promotion and/or transfer of employees without regard to race, creed, color, marital status, national origin, political affiliation, religion, handicap disability,  sex, age, sexual orientation , gender identity  or ancestry; and shall be consistent with EEO goals.

    (b) The director will review job categories where few female and/or minority group members are presently employed, and seek to determine the cause of such situations when shown necessary by study of the available and qualified labor market. Remedial efforts may include such actions as the following:

    (1)    More vigorous recruitment of qualified female and/or minority candidates.

    (2)    Special discussion with appropriate management, supervisory, and other personnel, regarding the city's policy and its desire to ensure full utilization of qualified female and/or minority group personnel in all operational areas.

    (3)    Evaluate qualifications of the lower echelon of female and/or minority group employees to determine whether under utilized skills and capabilities would potentially be more fully employed in other capacities, or would warrant their transfer to other types of jobs more readily leading to advancement. This practice shall be applied equally to all employees.

    (c) Placement, promotion, and transfer activities at all levels will be monitored to ensure that reasonable, equitable, fair consideration has been given to qualified female and/or minority group employees.

    (d) Subcontractors, vendors and suppliers shall be notified of the city's EEO affirmative action policy and requested to take appropriate EEO affirmative action within their own employment practices.

    (e) The director shall compile at least quarterly statistics concerning applicants, placement, and related employment data for the purpose of gauging the effectiveness of the EEO affirmative action program.

(Code 1964, § 22.960; Ord. No. 17016, § 1, 9-17-01)