HomeMy WebLinkAboutResolution 5468RESOLUTION 5468
CITY OF MOUNDS VIEW
COUNTY OF RAMSEY
STATE OF MINNESOTA
RESOLUTION APPROVING THE CITY OF MOUNDS VIEW AFFIRMATIVE ACTION
PLAN AND SUBMISSION OF THE PLAN TO THE MINNESOTA DEPARTMENT OF
HUMAN RIGHTS
WHEREAS, the City of Mounds View supports Equal Employment Opportunity
and Affirmative Action laws, directives and regulations of Federal, State and Local
governing bodies or agencies thereof, specifically, Minnesota Statutes, Chapter 363,
and
WHEREAS, the City of Mounds View will not discriminate against or harass any
employee or applicant for employment because of race, color, creed, religion, national
origin, sex, disability, age, marital status, sexual orientation or status with regard to
public assistance, and
WHEREAS, the City of Mounds View will use its best effort to afford minority and
female business enterprises with the maximum practicable opportunity to participate in
the performance of contracts for construction projects that the City engages in, and
WHEREAS, the City of Mounds View will commit the necessary time and
resources, both financially and human, to achieve the goals of Equal Employment
Opportunity and Affirmative Action,
NOW, THEREFORE, BE IT RESOLVED that the Mounds View City Council does
hereby approve the September 2000 Affirmative Action Plan for submission to the State
of Minnesota Department of Human Rights.
Adopted this 11th day of September 2000.
ATTEST:
Mayor, Dan Coughlin
(SEAL)
Interim City Clerk-Administrator, Rick Jopke
CITY OF MOUNDS VIEW
AFFIRMATIVE ACTION PLAN
September 11, 2000
TABLE OF CONTENTS
Project Description 4
Equal Employment Opportunity Policy Statement 4
Assignment of Responsibility for Affirmative Action Program 6
Dissemination of Affirmative Action Policy and Plan 7
1. Internal Dissemination
2. External Dissemination
Organization Chart 9
Workforce, Availability & Utilization/Underutilization Analyses 10
1. Workforce Analysis
2. Availability Analysis
Goals, Objectives and Timetables for Corrective Action 19
1. Recruitment Sources
2. Applicant Flow Data
3. Training
4. Promotions
5. Merit Increases
6. Disciplinary Actions, Demotions and Terminations
Problem Areas/Deficiency Identification and Analysis 20
Measures to Facilitate Implementation 20
1. Position Description
2. Recruitment
3. City Personnel Policies
4. Selection and Hiring
5. Evaluation of Job Performance
6. Compensation
7. Disciplinary Procedures
8. Training
9. Documentation of “Good Faith” Efforts to Reach Affirmative Action Goals
10. Complaint Procedure
Internal Audit and Reporting Systems 23
Table of Contents…cont.
Affirmative Action Plan for Individuals with Disabilities 24
1. Disabled Individual Affirmative Action Clause
2. Schedule for Review
3. Pre-Employment Medical Exams
4. Accommodations to Physical and Mental Limitations of Employees
5. Compensation
6. Outreach, Positive Recruitment, and External Dissemination of Policy
7. Internal Dissemination of Policy
8. Responsibility for Implementation
9. Development and Execution of Affirmative Action Programs.
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PROJECT DESCRIPTION
Relationship of the City of Mounds View to the State of Minnesota
The City of Mounds View was incorporated as a Village in 1958 under the provisions of
Minnesota State Statutes. In 1979, the residents of Mounds View approved the
adoption of a Home Rule Charter and on January 1, 1980 the City became a Home
Rule Charter City.
As a city in the State of Minnesota, Mounds View acts as an agent of the State in the
enforcement of statewide standards and policies as defined in rule and statute. The
City is also responsible for complying with and enforcing all rules and regulations
promulgated by State agencies which have been made applicable to cities by statute.
The City of Mounds View annually receives funds from a variety of State sources
including, but not limited to, Local Government Aid, Emergency Management, Police,
Training, Municipal State Aid, Police State Aid, and Fire State Aid. Occasionally grant
funding is received from Ramsey County, the Metropolitan Council and the State to
carry out specific programs authorized by City Charter or State Statute.
EQUAL EMPLOYMENT OPPORTUNITY POLICY STATEMENT
(Title VII, Minnesota Statutes, Chapter 363) The City of Mounds View provides equal
opportunities to all employees and applicants for employment in accordance with all
applicable Equal Employment Opportunity and Affirmative Action laws, directives and
regulations of federal, state and local governing bodies or agencies thereof, specifically
Minnesota Statutes, Chapter 363.
The City of Mounds View will not discriminate against or harass any employee or
applicant for employment because of race, color, creed, religion, natural origin, sex,
disability, marital status, status with regard to public assistance, membership or activity
in a local commission, sexual orientation, or age as defined in Minnesota Statutes
§363.01.
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 of Mounds View uses its best efforts to afford minority and female business
enterprises with the maximum practicable opportunity to participate in the performance
of subcontracts for construction projects that are engaged by the City. The City is
committed to achieving the goals of Equal Employment Opportunity and Affirmative
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Action and fully supports the incorporation of non -discrimination and Affirmative Action
Rules and regulations in contracts.
EEO/AA Procedures: Compliance with Affirmative Action and Equal Opportunity
Laws: The City of Mounds View will review its 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 Procedure s as
set forth will be subject to disciplinary action. Any subcontractor to the City not
complying with all applicable Equal Opportunity/Affirmative Action laws, directives and
regulations of the Federal, State and Local governing bodies or agencies thereof,
specifically Minnesota Statutes §363 will be encouraged to come into compliance or risk
the loss of future contracts.
The City of Mounds View appoints its City Clerk-Administrator, Kathleen Miller, to
manage the Equal Employment Opportunity Program. She/He 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. The Mounds View City Council will receive and
review reports on the progress of the program. If any employee or applicant for
employment believes she/he has been discriminated against, they should contact the
Mounds View City Clerk-Administrator at 2401 Highway 10, Mounds View, MN 55112
or call 763-717-4000.
Mayor, Dan Coughlin Date
Interim City Clerk-Administrator, Rick Jopke Date
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ASSIGNMENT OF RESPONSIBILITY FOR AFFIRMATIVE ACTION PROGRAM
The Mounds View City Council authorizes the City Clerk-Administrator to
administer the Affirmative Action Program on behalf of the City. This
accountability encompasses the following:
1. Development of an Equal Employment
Opportunity/Affirmative Action (EEO/AA) Plan/Program that
is consistent with City policies.
2. Coordination of internal and external dissemination of the
City’s EEO/AA policies and plan.
3. Preparation of all reports that are required and the design and
implementation of audit and recording systems to measure the
effectiveness of the Affirmation Action Program.
4. Conducting and/or coordinating EEO/AA training and
orientation of City supervisors, managers and subcontractors
to inform them of their responsibilities pursuant to the
Affirmative Action Plan/Program.
5. Ensuring that managers and supervisors understand
that it is their responsibility to take action to prevent the
harassment of protected class employees and applicants for
employment.
6. Holding regular discussions with managers, supervisors and
employees to ensure that Equal Employment Opportunity
policies are being followed.
7. Ensuring that all minority and female employees are provided equal
opportunity as it relates to organization-sponsored training
programs, recreational/social activities, benefit plans, pay and other
working conditions without regard to race or gender.
8. Reviewing the qualifications of employees to ensure that minorities
and women are given full opportunities for transfers and
promotions.
9. Periodically auditing training programs and hiring and promotion patterns
to remove any impediments to the attainment of our goals and objectives.
10. Providing information to employees or applicants alleging
discrimination of their rights under provisions of the Civil Rights Act
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of 1964 as amended by the Equal Employment Opportunity Act of
1972 and the Minnesota Human Rights Act; of legal options for
registering a complaint; and of investigation procedures for all such
complaints.
11. Identifying problem areas and recommending solutions.
12. Investigating all alleged acts of discrimination and recording all
material facts.
13. Serving as liaison between protected class groups and our
organization.
14. Monitoring our subcontractors and work sites to ensure compliance
in such areas as:
a. Proper employment of female and minority employees.
b. Proper posting of EEO posters.
c. Harassment and intimidation free work conditions for female
and minority employees.
15. Reporting to the City Council good faith claims of discrimination.
DISSEMINATION OF AFFIRMATIVE ACTION POLICY AND PLAN
1. Internal Dissemination
a. The City Clerk Administrator will instruct, inform and
advise all employees of the responsibilities of
employees in promoting and achieving a policy of
non-discrimination.
b. The goals and objectives of the Affirmative Action
Plan will be communicated to all employees and will
be included in the Personnel Manual which will be
given to all employees. Part-time, seasonal and
temporary employees will have complete access to
copies of the Affirmative Action Plan.
c. The Equal Employment Opportunity Policy Statement and
non-discrimination posters will be permanently posted and
conspicuously displayed throughout our organization and at
each of our locations in areas available to employees and
applicants for employment .
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d. The Equal Employment Opportunity/Affirmative Action
Employer/Contractor clause (EEO/AA Employer/Contractor)
will be included on all City employment application materials
and employment advertisements.
e. Representatives of Organized Labor will be informed of the
Affirmative Action Plan.
f. Labor agreements between any union, federation or
authorized employee representative in the City will include
non-discrimination clauses and will be reviewed to ensure
that they are non-discriminatory.
2. External Dissemination
a. The City Clerk-Administrator will file copies of the Affirmative
Action Plan with the State Department of Human Rights, the
State Employment Service and such minority, handicapped
and women's organizations which benefit from open
recruitment.
b. The City Finance Director shall distribute a statement of the
City's commitment to EEO/AA to all vendors and shall
encourage them to follow similar practices.
c. The City shall make readily available to minorities,
disabled persons, women and protected class groups
the current listing of job opportunities in the City work
force. The City will advertise available positions in a
manner determined by the City to be most appropriate
to reach local minority, disabled and female persons
seeking employment.
e. The City shall include the statement "Equal Opportunity
Employer/Contractor" on all City stationery letterhead,
purchase orders, leases, contracts, advertisements and
documents when possible.
f. Communicate to prospective employees the existence and
contents of our Affirmative Action Plan.
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Organizational Chart Placed Here
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WORKFORCE ANALYSIS AND AVAILABILITY AND
UTILIZATION/UNDERUTILIZATION ANALYSES
The City conducted separate analyses for minorities and for women (protected groups).
The purpose of these analyses is to determine if minorities and/or women are currently
being underutilized in the City’s workforce. The results of these analyses are the basis
for establishing the objectives detailed in this document.
1. Workforce Analysis. A workforce analysis is prepared annually if new
positions are added to the City's workforce and/or turnover has occurred
within the City's workforce. This analysis lists full-time, regular positions
ranked from the lowest paid to the highest paid within each department.
For each job title, the total number of incumbents is listed by race and
gender.
2. Availability and Utilization/Underutilization Analysis. An Availability
Analysis has been performed to assist the City in determining whether
minorities and/or women are being underutilized in the City's operations.
The establishment of job groups is necessary for the performance
of an Availability Analysis. The job groups and positions are as
follows:
Managers and Administrators: City Clerk-
Administrator, Finance Director, Police Chief,
Community Development Director, Public Works
Director, Golf Course Manager/Superintendent, Public
Works Foreman, Parks Foreman
Professional: Planner, Assistant to the City
Administrator, Accountant, Head Golf Pro, Economic
Development Coordinator
Technical: Information Services Engineer/Technician, Payroll/Utility
Billing Clerk, Housing Inspector, Assistant Golf Course Professional
Service Workers: Sergeants (2), Investigators (2) and Patrol Officer
(10), Custodian (1)
Clerical: Administrative Assistants (4)
Skilled Craft: Public Works Maintenance (8), Park
Maintenance (1)
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Availability data was obtained for minorities and women from the 1990
Census as provided by the Minnesota Department of Human Rights
Contract Compliance Division.
Underutilization is determined when there are fewer minorities or women organization-
wide than would reasonably be expected based upon availability. The declaration of
underutilization of women or minorities does not imply or admit any form of
discrimination.
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WORKFORCE ANALYSIS
Department Administration Company City of Mounds View
Date as of September 18, 2000 Address 2401 Highway 10
Mounds View, MN 55112
Job Title (s)
Wage Rate or Salary Range
Total Employees Minority Employees (*)
Total
Total
Male
Total
Female
Male
Female
B H AI/
AN
AI/
PI
B H AI/
AN
AI/
PI
Administrative Assistant $29,552.35-$36,940.44 1 1
Assistant to the City
Administrator
$40,690.94-$50,863.68 1 1
1
City Clerk-Administrator $73,000-$85,000 1 1
TOTAL 3 0 3
(*) B=Black; H=Hispanic; AI/AN=American Indian/Alaskan Native; A/PI=Asian/Pacific Islander
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WORKFORCE ANALYSIS
Department Finance Company City of Mounds View
Date as of September 18, 2000 Address 2401 Highway 10
Mounds View, MN 55112
Job Title (s)
Wage Rate or Salary Range
Total Employees Minority Employees (*)
Total
Total
Male
Total
Female
Male
Female
B H AI/
AN
AI/
PI
B H AI/
AN
AI/
PI
Payroll/Utility Billing Clerk $29,330.40-$36,663 1 1
Accountant $37,717.92-$47,147.40 1 1
Finance Director $54,602-$68,252.64 1 1
TOTAL 3 1 2
(*) B=Black; H=Hispanic; AI/AN=American Indian/Alaskan Native; A/PI=Asian/Pacific Islander
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WORKFORCE ANALYSIS
Department Community Development Company City of Mounds View
Date as of September 18, 2000 Address 2401 Highway 10
Mounds View, MN 55112
Job Title (s)
Wage Rate or Salary Range
Total Employees Minority Employees (*)
Total
Total
Male
Total
Female
Male
Female
B H AI/
AN
AI/
PI
B H AI/
AN
AI/
PI
Administrative Assistant $29,552.35-$36,940.44 1 1
Housing/Code Enforcement
Inspector
$30,430.40-$37,473.60 1 1
Economic Development
Coordinator
$37,784.06-$47,230.08 1 1
Planner $44,428.80-$50,510.52 1 1
Community Development
Director
$54,436.32-$68,045.40 1 1
TOTAL 5 4 1
(*) B=Black; H=Hispanic; AI/AN=American Indian/Alaskan Native; A/PI=Asian/Pacific Islander
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WORKFORCE ANALYSIS
Department Golf Course Company City of Mounds View
Date as of September 18, 2000 Address 2401 Highway 10
Mounds View, MN 55112
Job Title (s)
Wage Rate or Salary Range
Total Employees Minority Employees (*)
Total
Total
Male
Total
Female
Male
Female
B H AI/
AN
AI/
PI
B H AI/
AN
AI/
PI
Assistant Golf Course
Professional
$16,974.34-$21, 217.92
(receives incentive pay)
1 1
Head Golf Pro $25,461.60-$31,827
(receives incentive pay)
1 1
Manager/Superintendent $35,272.51-$44,090.64
(receives incentive pay)
1 1
TOTAL 3 3
(*) B=Black; H=Hispanic; AI/AN=American Indian/Alaskan Native; A/PI=Asian/Pacific Islander
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WORKFORCE ANALYSIS
Department Police Department Company City of Mounds View
Date as of September 18, 2000 Address 2401 Highway 10
Mounds View, MN 55112
Job Title (s)
Wage Rate or Salary Range
Total Employees Minority Employees (*)
Total
Total
Male
Total
Female
Male
Female
B H AI/
AN
AI/
PI
B H AI/
AN
AI/
PI
Administrative Assistant $29,552.35-$36,940.44 1 1
Patrol Officers $31,277.40-$48,119.08
(receives longevity pay)
10 10
Investigators $31,277.40-$48,119.08
(receives specialty pay)
2 2
Sergeants $48,244.68-$60,305.76 2 2
Chief $55,964.64-$69,955.80 1 1
TOTAL
16 15 1
(*) B=Black; H=Hispanic; AI/AN=American Indian/Alaskan Native; A/PI=Asian/Pacific Islander
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WORKFORCE ANALYSIS
Department Public Works Company City of Mounds View
Date as of September 18, 2000 Address 2401 Highway 10
Mounds View, MN 55112
Job Title (s)
Wage Rate or Salary Range
Total Employees Minority Employees (*)
Total
Total
Male
Total
Female
Male
Female
B H AI/
AN
AI/
PI
B H AI/
AN
AI/
PI
Custodian $26,000-$31,616 1 1
Administrative Assistant $29,552.35-$36,940.44 1 1
Maintenance $27,040-$37,523.20 9 9
Parks Foreman $29,120-$39,603.20 1 1
Information System
Engineer/Technician
$38,400-$48,000 1 1
Public Works Foreman $38,355.36-$47,944.20 1 1
Director $58,200.58-$72,750.72 1 1
TOTAL
15 14 1
(*) B=Black; H=Hispanic; AI/AN=American Indian/Alaskan Native; A/PI=Asian/Pacific Islander
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Availability Analysis and Utilization/Underutilization Analysis
September 2000
Job Group
Job
Cod
es *
Total
Women
Minorities
Utilization
Availability
Utilization
Availability
Number
%
Number
%
Numb
er
under
utilize
d
Num
ber
%
Number
%
Number
underutilize
d
Managerial
Professional
Technical
Sales
Workers
Office &
Clerical
Skilled Craft
Operatives
Laborers
Service
Workers
Small Company
Availability
45 8 18% 21 47.03 13 1 2% 4 8.85 3
Column # #1 #2 #3 #4 #5 #6 #2 #3 #4 #5 #6
Instructions:
1. Column 1 = total # in job group.
2. Column 2 = total # of women or minorities in job group.
3. Column 3 = Column 2 / Column 1
4. Column 4 = Column 5 x Column 1. (Round up to the nearest whole number).
5. Column 5 = availability% from 1990 Manpower Information Tables (or from contractor’s 8 - factor analysis).
6. Column 6 = Column 4 - 2.
* Job Codes are the occupation codes used as column headings in 1990 affirmative action statute s. No job codes
are needed for a small company availability analysis.
Source of Availability: St. Paul/Minneapolis MSA
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GOALS, OBJECTIVES AND TIMETABLES FOR CORRECTIVE ACTION
The City's Availability and Utilization/Underutilization Analysis shows that for the total
workforce there is an underutilization of 13 women and 3 minorities. The City of
Mounds View is committed to fully utilizing women and minority employees at least in
proportion to their availability (See Small Company Availability and Utilization and
Underutilization Analysis) and will maintain an awareness of the need to recruit women
and minorities when vacancies exist and when new positions are created.
The City realizes that if turnover and job creation rates continue as in recent years,
there may be too few opportunities to achieve full utilization of women and minorities in
the short term. In order to achieve our ultimate goal of fully utilizing women and minority
employees in proportion to their availability, the City is committed to increasing its
recruitment efforts by advertising in and with media sources that are traditionally used
by women and minorities. Increasing recruitment efforts will broaden the City’s
applicant pool and ensure that there are more qualified applicants to choose from.
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PROBLEM AREAS/DEFICIENCY IDENTIFICATION AND ANALYSIS
The City’s workforce composition consists of 45 employees containing eight females
and one person of color. There are problems of underutilization due, in part, to low
turnover. In an effort to correct this problem, when there is turnover the City will
advertise in women and minority newspapers to increase the applicant pool.
No problems were identified in transferring employees, promotion practices, company
facilities, company sponsored activities, seniority practices and company training
programs.
Evaluation of the City’s total selection process indicates that the City’s programs for
hiring and training employees continue to show a good faith effort to attract qualified
minorities and women. The City will need to undertake efforts in advertising vacancies
and recruiting in a manner that will further encourage qualified minorities and fem ale
applicants to apply for job openings. Also, in an effort to fully and effectively implement
the Affirmative Action Plan, it would benefit the City to encourage healthy attitudes
among employees toward women and minorities by educating employees about the
City’s Affirmative Action Plan, changing demographics and the future of the labor
market.
In the technical phases, contract compliance posters are displayed, employment
applications are kept for at least one (1) year and all subcontractors and vendor s are
made aware of our Affirmative Action Policy by the “Equal Opportunity Employer”
message on our letterhead.
MEASURES TO FACILITATE IMPLEMENTATION
The City of Mounds View's personnel practices shall adhere to the principles of Equal
Employment Opportunity. The principles of Equal Employment Opportunity shall be
introduced into all City written personnel policies and shall be reflected in all
negotiations between the City and labor unions that represent authorized bargaining
units of City employees.
To assure progress toward achievement of Affirmative Action goals and to guarantee
equal employment opportunity to all persons, the City of Mounds View shall pursue the
following actions:
1. Position Description. A written position description shall exist for all
regular full-time and part-time positions within the City. These
descriptions shall include a position title, general description of the work,
and shall be available to all employees and prospective job applicants for
review prior to application.
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Position titles and minimum qualifications shall be used in all recruitment
advertising.
2. Recruitment. The City of Mounds View will advertise job openings in the
appropriate media for its labor market. All job advertisements shall state
the title of the position, minimum qualifications, where applications can be
obtained, the filing deadline and other relevant information. All job
advertisements shall include the statement "An Equal Opportunity
Employer/Contractor". In special circumstances the City may add or
substitute the wording "Minorities and women are encouraged to apply".
Announcements for job openings shall regularly be sent to organizations
within the labor market that specifically represent women, minorities and
disabled persons.
3. City Personnel Policies. The Administration Department shall provide for
the revision and ongoing maintenance of the Personnel Manual in an
effort to be consistent with the Affirmative Action Plan.
Each department shall be apprised of Affirmative Action goals and
briefed regarding the City's commitment to achieving those goals.
The employment application form currently utilized is intended to eliminate
artificial employment barriers by not requiring irrelevant information as part
of the selection process.
It shall be inconsistent with the Affirmative Action Program for any hiring
authority of the City to consider race, color, creed, religion, national origin,
sex, age, marital status, public assistance status, handicap, sexual
orientation or disability as a basis for rejecting any individual applicant for
employment.
4. Selection and Hiring. The City shall make a "good faith" effort to meet its
Affirmative Action goals by giving maximum consideration to external
protected class candidates who possess minimum qualifications for City
positions.
5. Evaluation of Job Performance. Probationary periods for entry level and
promotional positions shall be uniformly applied and no protected class
employee shall be subject to a probationary period different in length from
any other employee.
All performance evaluation systems used shall be directly related to actual
performance on the job.
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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
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individual should be intimidated, threatened, coerced or
discriminated against by the City for filing a complaint,
furnishing information, or participating in any manner in
investigations, compliance reviews, hearings, or any other
activities related to the administration of the Equal
Employment Opportunity/ Affirmative Action Plan.
b. Applicants’ Rights to File Complaints of Alleged Discrimination.
Applicants who believe the City has violated its obligations may file
written complaints with the City, the Minnesota Department of
Human Rights or the Department of Labor.
c. Employees’ Rights to File Complaints of Alleged Discrimination.
Employees who feel the City has violated its obligations may file
written complaints with the City, the Minnesota Department of
Human Rights or the Department of Labor.
Employees may bring their concerns to the attention
of their immediate supervisor or file a written
complaint directly with the City Clerk-Administrator.
INTERNAL AUDIT AND REPORTING SYSTEM
In order to successfully evaluate the implementation of the City's Affirmative Action
Program, the following data shall be maintained by the City.
1. Reports shall be required from Department Managers on a regular
basis regarding recruitment sources, applicant flow data, training,
promotions, merit increases, disciplinary actions, demotions and
terminations.
2. Documentation of Good Faith Efforts to Meet Goal. Annual reports
will be forwarded as requested to the Minnesota Department of
Human Rights documenting the City's efforts to meet the
established goals for the employment of protected class
employees.
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AFFIRMATIVE ACTION PLAN FOR DISABLED INDIVIDUALS
1. Disabled Individual Affirmative Action Clause. The City of Mounds View shall not
discriminate against any employee or applicant for employment because of
physical or mental disability with regard to any position for which the employee or
applicant for employment is qualified. The City of Mounds View agrees to take
affirmative action to employ, advance in employment, and otherwise treat
qualified disabled individuals without discrimination based upon their physical or
mental disability in all employment practices such as the following: employment,
promotion, demotion or transfer, recruitment, advertising, layoff or termination,
rates of pay or other forms of compensation and training.
The City of Mounds View agrees to comply with the rules and relevant
orders of the Minnesota Department of Human Rights issued pursuant to
the Minnesota Human Rights Act. The City of Mounds View agrees to
post in conspicuous places, available to employees and applicants for
employment, notices in a form to be prescribed by the Commissioner of
the Minnesota Department of Human Rights. Such notices shall state the
City of Mounds View's obligation under the law to take affirmative action to
employ and advance in employment qualified disabled employees and
applicants for employment and the rights of these applicants and
employees.
The City of Mounds View shall notify each labor union or representative of
workers with which it has a collective bargaining agreement or other
contract understanding, that the City is bound by the terms of the
Minnesota Human Rights Act and is committed to taking affirmative action
to employ and advance in employment physically and mentally challenged
individuals.
2. Schedule for Review. The City of Mounds View will review all physical
and mental job requirements to the extent that these requirements tend to
screen out qualified disabled individuals. It will be determined whether
these requirements are job related, and consistent with business necessity
and the safe performance of the job. These requirements will be reviewed
when positions become available.
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3. Pre-Employment Medical Exams. The City of Mounds V iew
may require a comprehensive medical exam after a
conditional offer of employment has been made. The results
of such an examination will not be used to screen out
qualified disabled individuals. Information obtained in
response to such inquires or examinations shall be kept
confidential except that (a) supervisors and managers may
be informed regarding restriction on the work or duties of
disabled individuals and regarding accommodations, (b) first
aid and safety personnel may be informed, to the extent
appropriate, if the condition might require emergency
treatment, and (c) officials, employees, representatives, or
agents of the Minnesota Department of Human Rights or
local human rights agencies investigating compliance with
the Act or local human rights ordinances shall be informed if
they request such information.
4. Accommodations of Physical and Mental Limitations of Employees.
The City of Mounds View shall make a reasonable accommodation
for the physical and mental limitations of an employee or applicant
unless such an accommodation would impose an undue hardship
on the conduct of City business.
5. Compensation. If offering employment or promotions to
disabled individuals, the City of Mounds View shall not
reduce the amount of compensation offered because of any
disability income, pension, or other benefit the applicant or
employee receives from another source.
6. Outreach, Positive Recruitment, and External Dissemination of Policy.
The City of Mounds View will review employment practices to det ermine
whether the personnel programs provide the required affirmative action for
employment and advancement of qualified disabled individuals. Based
upon the findings of such review, the City of Mounds View shall undertake
appropriate outreach and positive recruitment activities, such as those
listed below:
a. Develop internal communication of the
City's obligation to engage in affirmative
action efforts to employ qualified
disabled individuals in such a manner as
to foster understanding, acceptance,
and support among executive,
management, supervisory, and all other
employees and to encourage such
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persons to take the necessary action to
aid the City of Mounds View in meeting
this obligation.
b. Develop reasonable internal procedures
to ensure that the obligation to engage
in affirmative action to employ and
promote qualified disabled individuals is
being fully implemented.
The City shall make readily available to
disabled individuals a current listing of job
opportunities in the City offices. The City will
advertise available positions in a manner
determined by the City to be most appropriate
to reach local disabled individuals.
c. Periodically inform all employees and
prospective employees of the commitment to
engage in affirmative action to increase
employment opportunities for qualified disabled
individuals.
d. Enlist the assistance and support of
recruiting sources including state
employment security agencies, state
vocational rehabilitation agencies or
facilities, sheltered workshops, college
placement officers, state education
agencies, labor organizations and
organizations of or for disabled
individuals.
e. Establish meaningful contacts with
appropriate social service agencies,
organizations of and for disabled
individuals and vocational rehabilitation
agencies or facilities for the purpose of
receiving advice, technical assistance
and referrals.
f. Review employment records to
determine the availability of promotable
and transferable qualified known
disabled individuals presently employed
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and to determine whether their present
and potential skills are being fully
utilized or developed.
g. Include disabled workers when
employees are pictured in consumer,
promotional or help-wanted advertising.
h. Take positive steps to attract qualified disabled
persons not currently in the workforce who
have requisite skills and can be recruited
through affirmative action measures.
7. Internal Dissemination of Policy. Realizing that an outreach
program is ineffective without adequate internal support from
department heads and supervisory personnel and other employees
who may have had limited contact with disabled persons in the
past, and in order to assure greater employee cooperation and
participation the City of Mounds View shall disseminate this policy
internally as follows:
a. Include Plan in Personnel Manual.
b. Departments shall discuss with new employees the
policy and explain individual employee
responsibilities.
c. Meet with union officials to inform them of the Policy and
request their cooperation.
d. Include non-discrimination clauses in all union agreements
and review all contractual provisions to ensure they are non -
discriminatory.
e. Post the Policy Statement on the bulletin board, including a
statement that employees and applicants are protected from
coercion, intimidation, interference or discrimination for filing
a complaint or assisting in an investigation under the
Minnesota Human Rights Act.
8. Responsibility for Implementation. The City Clerk-
Administrator is responsible for Mounds View's affirmative
action activities and will conduct the following activities:
a. Develop policy statements, affirmative action programs and
internal and external communication techniques to be certain
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the City of Mounds View’s policies are being followed. In
addition, supervisors shall be advised that:
1. Their work performance is being evaluated on the
basis of their affirmative action efforts and results, as
well as other criteria.
2. The City of Mounds View is obligated to prevent
harassment of protected class employees or
applicants for employment.
b. Design and implement an audit and reporting system that
will:
1. Measure effectiveness of the City’s plan.
2. Indicate need for remedial action.
3. Determine the degree to which objectives have been
attained.
4. Ensure that each department is in compliance with
the Minnesota Department of Human Rights Act.
c. Serve as liaison between the City of Mounds View and the
Minnesota Department of Human Rights.
d. Serve as liaison between the City of Mounds View and
organizations of and for disabled persons.
e. Keep Department Heads informed of the latest
developments in the entire affirmative action area.
9 Develop and Execute Affirmative Action Programs. The Affirmative Action
Plan for the City of Mounds View shall be developed and executed as
follows:
a. Job qualifications shall be made available
to all employees involved in the recruitment,
screening, selection, and promotion
process
b. The City of Mounds View shall evaluate the
total selection process including training
and promotion to ensure freedom from
stereotyping disabled persons in a manner
which limits their access to all jobs for
which they are qualified.
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c. All personnel involved in the recruitment,
screening, selection, promotion,
disciplinary, and related processes shall be
carefully selected and trained to ensure that
the commitments in the Affirmative Action
Program are implemented.
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APPENDIX I
RECRUITMENT RESOURCES
Working Opportunities for Women
2700 University Avenue
Suite 120
Minneapolis, MN 55114
Minnesota Department of Economic Security
Job Bank
390 North Robert
St. Paul, MN 55101
Anoka County Job Service
8008 Highway 65 NE
Spring Lake Park, MN 55432
Minnesota Workforce Center
2098 11th Avenue E.
North St. Paul, MN 55109-5112