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M:\MasterFiles\1999 thru 2010\2000\City Council\Work Session Packets\07-17-00\Item No. 06--Draft Affirmative Action Plan 2000--Givonna Reed.doc 23 <br />any employee upon 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, natural origin, <br />age, physical disability, adherence to any political or union affiliation, <br />sexual orientation, or status with regard to public assistance. Special <br />efforts shall be made to include and encourage employees in protected <br />classes to 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 <br />for employment of protective 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 right 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 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. <br /> <br />Complaints and all actions taken to resolve them through the <br />City must be maintained in the strictest confidence. No <br />individual should be intimidated, threatened, coerced or <br />discriminated against by the City of filing a complaint, <br />furnishing information, or participating in any manner in <br />investigations, compliance reviews, hearings, or any other <br />activities related to the administration of the Affirmative <br />Action Plan or Equal Employment Opportunity. <br /> <br />b. Applicant's Rights to File Complaints of Alleged Discrimination. <br />Applicants who believe the City has violated its obligations may file <br />written complaints with the City, the Minnesota Department of <br />Human Rights or the Department of Labor.