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XI. AFFIRMATIVE ACTION PLAN FOR DISABLED INDIVIDUALS <br /> A. Disabled Individual Affirmative Action Clause <br /> The City of Mounds View shall not discriminate against <br /> any employee or applicant for employment because of <br /> physical or mental disability in regard to any position <br /> for which the employee or applicant for employment is <br /> qualified. The City of Mounds View agrees to take <br /> affirmative action to employ, advance in employment, and <br /> otherwise treat qualified disabled individuals without <br /> discrimination based upon their physical or mental <br /> disability in all employment practices such as the <br /> following: employment, promotion, demntion or transfer, <br /> recruitment, advertising, layoff or termination, rates of <br /> pay or other forms of compensation and training. <br /> The City of Mounds View agrees to comply with the rules <br /> and relevant orders of the Minnesota Department of Human <br /> Rights issued pursuant to the Minnesota Human Rights Act. <br /> The City of Mounds View agrees to post in conspicuous <br /> places, available to employees and applicants for <br /> employment, notices in a form to be prescribed by the <br /> Commissioner of the Minnesota Department of Human Rights . <br /> Such notices shall state the City of Mounds View's <br /> obligation under the law to take affirmative action to <br /> employ and advance in employment qualified disabled <br /> employees and applicants for employment, and the rights <br /> of applicants and employees . <br /> The City of Mounds View shall notify each labor union or <br /> representative of workers with which it has a collective <br /> bargaining agreement or other contract understanding, <br /> that the City is bound by the terms of the Minnesota <br /> Human Rights Act and is committed to take affirmative <br /> action to employ and advance in employment physically and <br /> mentally challenged individuals. <br /> B. Schedule for Review <br /> The City of Mounds View will review all physical and <br /> mental job requirements to the extent that these <br /> requirements tend to screen out qualified disabled <br /> individuals . It will be determined whether these <br /> requirements are job related, and consistent with <br /> business necessity and the safe performance of the job. <br /> These requirements will be reviewed when the position <br /> becomes open. <br /> 17 <br />