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M:\MasterFiles\1999 thru 2010\2000\City Council\Council Packets\10-23-00\10-23-2000 Council\Item 10B--2000 Affirmative Action Plan (Final Version)--Givonna Reed.doc <br /> 22 <br />All performance evaluation systems used shall be directly related to actual <br />performance on the job. <br /> <br />6. Compensation. All compensation schedules for City employees shall <br />adhere to State and Federal laws and shall not discriminate on the basis <br />of race, sex, color, religion, national origin, handicap, disability, age, <br />marital status, veteran status, creed, sexual orientation or status with <br />regard to public assistance. <br /> <br />All fringe benefit schedules shall be equal for members of both sexes and <br />shall not discriminate against any employed member of a protected class. <br /> <br />7. Disciplinary Procedures. All disciplinary procedures within the City <br />organization shall be applied equally and shall not discriminate against <br />any employee on the basis of race, sex, color, creed, religion, national <br />origin, handicap, disability, age, marital status, veteran status, political <br />affiliation, sexual orientation or status with regard to public assistance. <br /> <br />8. Training. All training programs shall be extended to all employees if the <br />program is job related and would result in better job performance. No <br />employee shall be restricted from attending such programs or courses <br />because of race, color, sex, creed, marital status, religion, national origin, <br />age, disability, adherence to any political or union affiliation, sexual <br />orientation, or status with regard to public assistance. Special efforts shall <br />be made to include and encourage employees in protected classes to <br />attend such programs and courses. <br /> <br />9. Documentation of "Good Faith" Efforts to Reach Affirmative <br />Action Goals. The City Clerk-Administrator shall keep a <br />written record of the efforts undertaken to meet City goals for <br />employment of protected class employees. <br /> <br />10. Complaint Procedure <br />a. City Responsibility. The City has the <br />responsibility to receive, investigate and <br />attempt to resolve internal and external <br />charges of alleged violations of its obligations <br />to meet Affirmative Action goals. Appropriate <br />action will be taken to ensure that the rights of <br />individuals to file complaints or participate in <br />investigations, hearings or any other procedure <br />for resolving such complaints will be respected <br />and not interfered with in any manner. <br /> <br />Should the final decision be adverse to the <br />complainants, they will be advised that they may <br />pursue that matter further with the Minnesota <br />Department of Human Rights or the Department of <br />Labor.