Agenda Packets - 1997/10/06 - Laserfiche WebLink

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r artificial employment barriers by not requiring irrelevant information as a part of the selection process. • It shall be inconsistent with the Affirmative Action Program for any hiring authority of the City to consider race, color, creed, religion, natural origin, sex, age, marital status, public assistance status, handicap, sexual affiliation or disability as a basis for rejecting any individual applicant for employment. 4. Selection and Hiring. The City shall make a "good faith" effort to meet its Affirmative Action goals by giving maximum consideration to those protected class candidates who possess minimum qualifications for City positions. 5. Evaluation of Job Performance. Probationary periods for entry and promotional positions shall be uniformly applied and no protected class employee shall be subject to a probationary period different in length from any other employee. All performance evaluation systems used shall be directly related to actual performance on the job. 6. Compensation. All compensation schedules for City employees shall adhere to State and Federal laws and shall not discriminate upon the basis of race, sex, color, religion, national origin, handicap, disability, age, marital status, veteran status, sexual orientation or status with regard to public assistance. All fringe benefit schedules shall be equal for members of both sexes and shall • not discriminate against any employed member of a protected class. 7. Disciplinary Procedures. All disciplinary procedures within the City organization shall be applied equally and shall not discriminate against any employee upon the basis of race, sex, color, creed, national origin, handicap, disability, age, marital status, veteran status, political affiliation, sexual orientation or status with regard to public assistance. 8. Training. All training programs shall be extended to all employees, if the program is job related and would result in better job performance. No employee shall be restricted from attending such programs or courses because of race, color, sex, creed, marital status, religion, natural origin, age, physical disability, adherence to any political or union affiliation, sexual orientation, or status with regard to public assistance. Special efforts shall be made to include and encourage employees in protected classes to attend such programs and courses. 9. Documentation of"Good Faith" Efforts to Reach Affirmative Action Goals. The City Clerk-Administrator shall keep a written record of the efforts undertaken to meet City goals for employment of protective class employees. •10. Complaint Procedure a. City Responsibility. The City has the responsibility to receive, investigate and attempt to resolve internal and external charges of alleged violations of its obligations to meet Affirmative Action 13