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M:\MasterFiles\1999 thru 2010\2000\City Council\Council Packets\09-11-00\Item 07D--Res 5468, Affirmative Action--Givonna Reed.doc 22 6. Compensation. All compensation schedules for City employees shall adhere to State and Federal laws and shall not discriminate on the basis of race, sex, color, religion, national origin, handicap, disability, age, marital status, veteran status, creed, sexual orientation or status with regard to public assistance. All fringe benefit schedules shall be equal for members of both sexes and shall not discriminate against any employed member of a protected class. 7. Disciplinary Procedures. All disciplinary procedures within the City organization shall be applied equally and shall not discriminate against any employee on the basis of race, sex, color, creed, religion, national origin, handicap, disability, age, marital status, veteran status, political affiliation, sexual orientation or status with regard to public assistance. 8. Training. All training programs shall be extended to all employees if the program is job related and would result in better job performance. No employee shall be restricted from attending such programs or courses because of race, color, sex, creed, marital status, religion, national origin, age, physical disability, adherence to any political or union affiliation, sexual orientation, or status with regard to public assistance. Special efforts shall be made to include and encourage employees in protected classes to attend such programs and courses. 9. Documentation of "Good Faith" Efforts to Reach Affirmative Action Goals. The City Clerk-Administrator shall keep a written record of the efforts undertaken to meet City goals for employment of protected class employees. 10. Complaint Procedure a. City Responsibility. The City has the responsibility to receive, investigate and attempt to resolve internal and external charges of alleged violations of its obligations to meet Affirmative Action goals. Appropriate action will be taken to ensure that the rights of individuals to file complaints or participate in investigations, hearings or any other procedure for resolving such complaints will be respected and not interfered with in any manner. Should the final decision be adverse to the complainants, they will be advised that they may pursue that matter further with the Minnesota Department of Human Rights or the Department of Labor. Complaints, and all actions taken to resolve them through the City, must be maintained in the strictest confidence. No