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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 <br /> 23 <br />individual should be intimidated, threatened, coerced or <br />discriminated against by the City for 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 Equal <br />Employment Opportunity/ Affirmative Action Plan. <br /> <br />b. Applicants’ 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. <br /> <br />c. Employees’ Rights to File Complaints of Alleged Discrimination. <br />Employees who feel 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. <br /> <br />Employees may bring their concerns to the attention <br />of their immediate supervisor or file a written <br />complaint directly with the City Clerk-Administrator. <br /> <br />INTERNAL AUDIT AND REPORTING SYSTEM <br /> <br />In order to successfully evaluate the implementation of the City's Affirmative Action <br />Program, the following data shall be maintained by the City. <br /> <br />1. Reports shall be required from Department Managers on a regular <br />basis regarding recruitment sources, applicant flow data, training, <br />promotions, merit increases, disciplinary actions, demotions and <br />terminations. <br /> <br /> 2. Documentation of Good Faith Efforts to Meet Goal. Annual reports <br />will be forwarded as requested to the Minnesota Department of <br />Human Rights documenting the City's efforts to meet the <br />established goals for the employment of protected class <br />employees.