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M:\MasterFiles\1999 thru 2010\2000\City Council\Work Session Packets\09-05-00\Item 03--Proposed 2000 Affirmative Action Plan--Givonna Reed.doc POLICY: DISCRIMINATION POLICIES SECTION: 1.07 B. EQUAL EMPLOYMENT OPPORTUNITY (Title VII, Minnesota Statutes Section 363) The City of Mounds View provides equal opportunities to all employees and applicants for employment in accordance with all applicable Equal Employment Opportunity and Affirmative Action laws, directives and regulations of federal, state and local governing bodies or agencies thereof, specifically Minnesota Statute Section 363. The City of Mounds View will not discriminate against or harass any employee or applicant for employment because of race, color, creed, religion, natural origin, sex, disability, marital status, status with regard to public assistance, membership or activity in a local commission, sexual orientation, or age as defined in Minnesota Statutes §363.01. The City will take affirmative action to ensure that all employment practices are free of such discrimination. Employment practices include, but are not limited to, hiring, upgrading, demotion, transfer, recruitment or recruitment advertising, selection, layoff, disciplinary action, termination, raises of pay or other forms of compensation, and selection for training, including apprenticeship. The City of Mounds View uses its best efforts to afford minority and female business enterprises with the maximum practicable opportunity to participate in the performance of subcontracts for construction projects that are engaged by the City. The City is committed to achieving the goals of Equal Employment Opportunity and Affirmative Action and fully supports the incorporation of non-discrimination and Affirmative Action Rules and regulations in contracts. EEO/AA Procedures: Compliance with Affirmative Action and Equal Opportunity Laws: The City of Mounds View will review itstheir involvement in achieving Affirmative Action objectives as well as other established criteria. Any employee of the City who does not comply with the Equal Employment Opportunities Policies and Procedures as set forth will be subject to disciplinary action. Any subcontractor to the City not complying with all applicable Equal Opportunity/Affirmative Action laws, directives and regulations of the Federal, State and Local governing bodies or agencies thereof, specifically Minnesota Statutes §363 will be encouraged to come into compliance or risk the loss of future contracts. The Equal Employment Opportunity Program is managed by the City Administrator and he/she will designate personnel to complete responsibilities including monitoring all Equal Employment Opportunity activities and reporting the effectiveness of this Affirmative Action Program, as required by federal, state and local agencies. If any employee or applicant for employment believes they have been discriminated against, they should contact the City Administrator. If at any time this Manual is found to be in conflict with the City’s Affirmative Action Plan, action shall be taken that will allow the goals of the Affirmative Action Plan to be fulfilled. A complete copy of the Affirmative Action Plan is included in the Reference Section of this manual.