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HomeMy WebLinkAboutRes 1005 - Equal Employment Opportunity Policy (EEOP) RESOLUTION NO. 1005 A RESOLUTION OF THE CITY OF TUKWILA, WASHINGTON, ADOPTING AN EQUAL EMPLOYMENT OPPORTUNITY POLICY AND COMMITTING THE CITY TO FAIR TREATMENT AND NONDISCRIMINATION IN ALL CITY POLICIES AND OPERATIONS, AND REPEALING RESOLUTION NO. 365. WHEREAS, the City of Tukwila wishes to assure equal employment oppor- tunity to all persons regardless of race, creed, color, national origin, sex, disability or age; and WHEREAS, the City recognizes their obligation to provide community leadership to encourage representative minority and female employment. NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF TUKWILA, WASHINGTON, DO RESOLVE AS FOLLOWS: 1. It is the policy of the City of Tukwila to ensure equal employment opportunity for all employees and appointed representatives. This commitment includes a mandate to promote and afford equal treatment and ser- vices to all citizens, employees and City representatives, and to assure equal employment opportunity based on ability and fitness to all persons regardless of race, creed, color, national origin, sex, disability or age. 2. The attached Equal Opportunity program is adopted in order to insure the policy's implementation. 3. Resolution No. 365 is hereby repealed. PASSED BY THE CITY COUNCIL OF THE CITY OF TUKWILA, WASHINGTON, at a regular meeting thereof this day of �G� 1986. I _O unciI President APPROVED -AS TO FORM Attest /Authenticated Office f the City A or ey %9 W xrn A�on, i t C1 erk PASSED BY THE CITY COUNCIL: .5 49 F FILED WITH THE CITY CLERK: RESOLUTION NO. /QQ S EQUAL EMPLOYMENT OPPORTUNITY PROGRAM I. DEFINITIONS a. Equal Employment Opportunity Policy. It is the policy of the City of Tukwila to ensure equal employment opportunity for all employees and appointed representatives. This commitment includes a mandate to promote and afford equal treatment and services to all citizens, employees and City representatives, and to assure equal employment opportunity based on ability and fitness to all persons regardless of race, creed, color, national origin, sex, disability or age. b. Equal Employment Opportunity Program. The written, results oriented program specifically set forth in Sections III -VIII detailing the steps to be taken to ensure equal employment opportunity. c. Equal Employment Opportunity Officer. That person designated by the Mayor, responsible for meeting the obligations and responsibilities of the Equal Employment Opportunity Program. d. Appointed Representatives. Members of City- appointed boards, commissions and ad -hoc committees. II. PURPOSE The purposes of the Equal Employment Opportunity Program are to: a. Ensure fair treatment and non discrimination in City hiring, City employment, and in appointments to and service on City boards and commissions. b. Provide compliance with State and Federal equal opportunity requirements and regulations. C. Provide a basis for encouraging those who do business with the City of Tukwila to practice Equal Employment Opportunity. III. PROGRAM RESPONSIBILITY An Equal Opportunity Officer shall be appointed or designated by the Mayor to carry out the Equal Employment Opportunity Policy and Program. The Officer shall be the focal point for the City's equal opportunity efforts and shall advise and assist staff and management personnel in all matters regarding implementation of and compliance with the Equal Employment Opportunity Policy, and be responsible for the successful execution of the program, utilizing the assistance of appropriate State and community agencies and maintaining close liaison with the Mayor and Council. The Equal Opportunity Officer will have responsibility to examine existing internal policies or procedures which may serve as barriers to implementing the Equal Employment Opportunity Program. IV. EQUAL EMPLOYMENT OPPORTUNITY PRACTICES The Equal Opportunity Officer shall undertake the following actions to assure equal employment opportunities in the City: a. Periodically review all position qualifications and job descriptions to insure requirements are relevant to the tasks to be performed. Make recommendations as needed to delete requirements not reasonably related to the tasks to be performed. b. Assure that pay and fringe benefits depend upon job responsibility and, along with overtime work, are administered on a non discriminatory basis. C. Inform and provide guidance to staff and management personnel who make hiring decisions so that all applications for selections, promotion and termination, including those of minorities and women are considered without discrimination and all applicants be given equal opportunity regardless of race, creed, color, national origin, sex, disability, or age. d. Create a large pool of qualified candidates to encourage diversity and ensure equal employment opportunity in hiring. The following practices for listing jobs will be followed under the Equal Employment Opportunity Officer's direction: -1- 1. Jobs must be open for a minimum of ten working day. 2. Jobs must be advertised in a Seattle daily paper for at least three days and in the City's paper of record for at least one day. 3. The City will affiliate and coordinate with neighboring Cities through organizations such as the Valley Cities Affirmative Action Program in order to reach a large number of potential applicants. 4. Whenever possible, job listings will be sent to organizations that coordinate the hiring of the economically disadvantaged, minorities, disabled, veterans and other groups. The City will maintain a mailing list of at least ten minority job service organizations to be used for posting job announcements when the services of an organization that reaches a large pool of candidates are unavailable. e. Provide orientation for all new employees specifically emphasizing how the City of Tukwila assures equal opportunity. Encourage all employees to avail themselves of services rendered. f. On at least an annual basis report to the Council on the City's personnel inventory and progress on the practices designed to insure equal employment opportunity in the City. g. This policy shall be made known to all employees, contractors, and suppliers through distribution of the Equal Opportunity Policy. Applications for employment will include an equal opportunity clause. V. APPOINTED CITY REPRESENTATIVES Though employees represent a very important part of City government, there are other areas where non discrimination is essential. One of these areas is in the appointment of boards, commissions and ad -hoc committees. Therefore, in order to enhance the appearance of fairness and non- discrimination in the City, the administration will strive to achieve a balanced representation of racial, social and ethnic persons on City boards, commissions and ad -hoc committees. Ensuring non discrimination in the appointment of the City's represenatives will encourage the fair and even handed administration of the City's code and policies. VI. EMPLOYEE DEVELOPMENT The following actions shall be undertaken to achieve employee job satisfaction and fair treatment: a. Assure that there shall be no discrimination for reason of race, color, creed, sex, age, religion, marital status, or disabilities with regard to training and educational opportunities, upgrading, promotions, transfer and demotion, layoffs and termination of employees. Any actions which might adversely affect employees will be brought to the attention of the Equal Opportunity Officer. Employee grievances arising from such action shall receive immediate attention in accordance with Section VIII. b. Develop a skill inventory for all employees which can be used to identify supervisory and managerial position potential. This shall be coordinated with the City's personnel officers to avoid duplicating information in Employee Planning and Evaluation forms. Gathering skill inventory information will include the following: 1. Obtain written statements from employees regarding their skills and interest in higher paid positions. 2. Periodically review employee development progress and readiness to assume higher positions. 3. Identify specific positions for which employees qualify and assure that requests for interdepartmental transfers and promotions are considered without discrimination. C. Actively encourage employees to increase their skills and job potential through training and educational opportunities. Offer guidance and counseling in developing programs tailored to individual aptitudes and desires, taking full advantage of programs offered by the State Department of Employment Security and other programs. -2- VII. COORDINATION WITH STATE AND FEDERAL LAWS The City recognizes its responsibilities to comply with and assure that equal opportunity and nondiscrimination policies of State or federal agencies with which it conducts business are carried out. Specifically, the City of Tukwila shall: a. Be responsible for reporting to the appropriate agencies any complaints received from any employee of, or an applicant for employment with any City of Tukwila contractor or subcontractor, subject to Executive Order No. 11246, as amended, which requires affirmative action programs of certain government contractors and subcontractors. b. Cooperate in special compliance reviews or in investigations as requested. c. Carry out minority reporting functions of contractors or subcontractors as required by state or federal laws. d. Furnish information as required, maintaining an affirmative action file detailing its efforts, with dates, to meet its commitments under Executive Order No. 11246, as amended. e. Standard City contracts will include a non discrimination clause. The City's Equal Employment Opportunity Program shall be made available to any Federal or State agency for its review upon request. VIII. GRIEVANCE PROCEDURES Inasmuch as the success of the Equal Employment Opportunity depends largely upon the attitude of the community as well as of the employees, opinion as to what constitutes fair and equal opportunity and treatment may vary widely and grievances may result. The following steps shall be taken for any grievance arising from the implementation of this program so as to maintain the best possible employee supervisor and City- community relationships: a. Employees covered by a labor agreement containing a grievance procedure shall be encouraged to use it in seeking relief from alleged discriminatory practices. Employees may elect to bring a grievance through either the procedure outlined herein or the procedure in their labor agreement, but not both. b. Employees not subject to Section VIII (a) above shall bring their grievance to the attention of their immediate supervisor or department head, who will investigate as necessary to determine the cause of the complaint and work with the employee to effect an equitable solution. Every effort shall be made to resolve the difficulty at this level. C. At the option of either party, the services of the Equal Opportunity Officer may be requested. The Equal Opportunity Officer shall interview both parties, conduct additional investigation as necessary, and recommend appropriate corrective action and settlement conditions. d. In the event mutual agreement cannot be achieved and resolution is required by the City administration, signed statements detailing the grievance and specific investigative action shall be obtained by the Equal Opportunity Officer from the employee and her /his supervisor. The Officer may draw upon all resources at her /his disposal to arrive at recommended corrective action and settlement conditions. The Equal Opportunity Officer shall forward these statements along with her /his own investigation report and recommendations to the Mayor for resolution. e. The Mayor may elect as deemed necessary and as circumstances dictate to refer the grievance to a special arbitration committee. Such committee shall be selected from among City employees and shall consist of an equal number of management and staff personnel. The Equal Opportunity Officer and those directly involved in the grievance shall not be voting members of this committee. Proceedings of the committee shall be documented and its decision shall be in the form of a recommendation to the Mayor subject to review only by the State Human Rights Commission or through the judicial system. All reports, decisions and other documentation generated by the grievance procedure shall be maintained by the Equal Opportunity Officer as a matter of permanent record. -3-