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the Employee handbook to be consistent with <br /> the Affirmative Action Program. <br /> 2 . Each department shall be appraised of <br /> Affirmative Action goals and briefed regarding <br /> the City's commitment to achieving those <br /> goals . <br /> 3 . The employment application form currently <br /> utilized is intended to eliminate artificial <br /> employment barriers by not requiring <br /> irrelevant information as a part of the <br /> selection process. <br /> 4. It shall be inconsistent with the Affirmative <br /> Action Program for any hiring authority of the <br /> City to consider race, color, creed, religion, <br /> natural origin, sex, age, marital status, <br /> public assistance status, handicap, sexual <br /> affiliation or disability as a basis for <br /> rejecting any individual applicant for <br /> employment. <br /> D. Selection and Hiring <br /> 1. The City shall make a "good faith" effort to <br /> meet its Affirmative Action goals by giving <br /> maximum consideration to those protected class <br /> candidates who possess minimum qualifications <br /> for City positions . <br /> E. Evaluation of Job Performance <br /> 1. Probationary periods for entry and promotional <br /> positions shall be uniformly applied and no <br /> protected class employee shall be subject to a <br /> probationary period different in length from <br /> any other employee. <br /> 2 . All performance evaluation systems used shall <br /> be directly related to actual performance on <br /> the job. <br /> F. Compensation <br /> 1. All compensation schedules for City employees <br /> shall adhere to State and Federal laws and <br /> shall not discriminate upon the basis of race, <br /> sex, color, religion, national origin, <br /> handicap, disability, age, marital status, <br /> veteran status, sexual orientation or status <br /> with regard to public assistance. <br /> 13 <br />