Agenda Packets - 2020/05/11 - Laserfiche WebLink

Home Browse Search

7 SECTION ONE: EMPLOYMENT IN GENERAL Section 1.01 Equal Employment Opportunity Policy The City of Mounds View provides equal opportunities to all employees and applicants for employment. The City will not discriminate, harass, nor retaliate against any employee or applicant for employment because of race, color, creed, religion, national origin, sex, marital status, familial status, military status, status with regard to public assistance, disability, sexual orientation, age, political affiliations, or because of the exercise of rights under Minn. Stat. sections 179A.01 to 179A.25, unless such discrimination is permitted based on a bona fide occupational qualification. For more information on your rights, please visit: www.eeoc.gov, www.gov/mdhr, www.dol.gov, and www.doli.state.mn.us. Persons who believe that he or she has been subjected to discrimination shall report the discrimination to his or her direct supervisor. If the direct supervisor is the source of the complaint or otherwise not suitable, then reports may be made to Human Resources. If Human Resources does not adequately respond to the report, then person(s) may proceed to the City Administrator. If the City Administrator is the source of the complaint or otherwise not suitable, then a report may be made to the City’s appointed City Attorney. 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, rates of pay or other forms of compensation, and selection for training, including apprenticeship. The City uses its best efforts to contract with small businesses and businesses owned and controlled by women, people of color and persons with a disability. 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. Affirmative Action: The City will review their 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 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