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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 /> 7 <br />of 1964 as amended by the Equal Employment Opportunity Act of <br />1972 and the Minnesota Human Rights Act; of legal options for <br />registering a complaint; and of investigation procedures for all such <br />complaints. <br /> <br />11. Identifying problem areas and recommending solutions. <br /> <br /> 12. Investigating all alleged acts of discrimination and recording all <br /> material facts. <br /> <br /> 13. Serving as liaison between protected class groups and our <br />organization. <br /> <br />14. Monitoring our subcontractors and work sites to ensure compliance <br /> in such areas as: <br />a. Proper employment of female and minority employees. <br />b. Proper posting of EEO posters. <br />c. Harassment and intimidation free work conditions for female <br />and minority employees. <br /> <br />15. Reporting to the City Council good faith claims of discrimination. <br /> <br /> <br />DISSEMINATION OF AFFIRMATIVE ACTION POLICY AND PLAN <br /> <br /> 1. Internal Dissemination <br /> <br />a. The City Clerk Administrator will instruct, inform and <br />advise all employees of the responsibilities of <br />employees in promoting and achieving a policy of <br />non-discrimination. <br /> <br />b. The goals and objectives of the Affirmative Action <br /> Plan will be communicated to all employees and will <br /> be included in the Personnel Manual which will be <br /> given to all employees. Part-time, seasonal and <br /> temporary employees will have complete access to <br /> copies of the Affirmative Action Plan. <br /> <br />c. The Equal Employment Opportunity Policy Statement and <br /> non-discrimination posters will be permanently posted and <br /> conspicuously displayed throughout our organization and at <br /> each of our locations in areas available to employees and <br /> applicants for employment . <br />