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A <br /> discrimination and Affirmative Action Rules and Regulations. <br /> • <br /> The City of Mounds View will review their involve in achieving Affirmative Action objections as well as <br /> other established criteria. Any employee of the City who does not comply with the Equal Employment <br /> Opportunities Policies and Procedures as set forth in the Statement and Plan will be subject to <br /> disciplinary action. Any subcontractor to the City not complying with all applicable Equal <br /> Opportunity/Affirmative Action laws, directives and regulations of the Federal, State and Local <br /> governing bodies or agencies thereof, specifically Minnesota Statutes 363 will be encouraged to come <br /> into compliance or risk the loss of future contracts. <br /> The City of Mounds View is managed by the City Clerk-Administrator and he/she will designate <br /> personnel to complete responsibilities including monitoring all Equal Employment Opportunity activities <br /> and reporting the effectiveness of this Affirmative Action Program, as required by Federal, State and <br /> Local agencies. If any employee or application for employment believes they have been discriminated <br /> against, they should contact the City Clerk-Administrator. If at any time this Plan is found to be in <br /> conflict with the City's Affirmative Action Plan, action shall be taken that will allow the goals of the <br /> Affirmative Action Plan to be fulfilled. <br /> Mayor McCarty Date <br /> Charles S. Whiting, City Clerk-Administrator Date <br /> C. ASSIGNMENT OF RESPONSIBILITY FOR AFFIRMATIVE ACTION PROGRAM <br /> The Mounds View City Council authorizes the City Clerk-Administrator to administer the <br /> Affirmative Action Program on behalf of the City. This accountability encompasses the <br /> following: <br /> 1. Develop the City's Equal Employment Opportunity/Affirmative Action <br /> (EEO/AA) Plan/Program consistent with the City's policies. <br /> 2. Dissemination of policy information. <br /> 3. Conducts and/or coordinates EEO/AA training and orientation of City <br /> supervisors and managers to inform them of their responsibilities <br /> pursuant to the Affirmative Action Plan/Program. <br /> 4. The establishment of contacts in recruitment for minorities, handicapped <br /> and women. <br /> 5. The preparation of all reports that are required and the design and <br /> implementation of audit and recording systems to measure the <br /> effectiveness of the Affirmative Action Program. <br /> . <br /> 5 <br />