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Affirmative Action Plan (PER-8, Rev. 2) 6(.4 °', CITY OF DELRAY BEACH ADMINISTRATIVE POLICIES AND PROCEDURES l'4ir )' , 3V DEPARTMENT: Human Resources POLICY NUMBER: PER-8 SUBJECT: Affirmative Action Plan SUPERSEDES: Revision 1 REVISION: EFFECTIVE DATE: lnp0/0.4 APPROVED BY: errence R. Moore, ICMA-CM, City Manager Note: The City' s Affirmative Action Plan has been in effect since November 9, 1974. The effective date, as shown above, indicates the date of the most recent revision PURPOSE It is the policy of the City to recruit, hire,train and promote employees without discrimination based on race, color, religion, sex, sexual orientation, national origin, age, marital status or disability. This policy applies to all levels and phases of the City' s employment practices such as recruitment or recruitment advertising, testing, hiring, training, promotion, transfer, leave policy, rates of pay and selection for supervisory positions. Furthermore, all officials and employees of the City, as well as labor organizations will be informed of this policy statement. The City of Delray Beach adopts this plan to assure its commitment to a program that provides an Equal Employment Opportunity for all persons on the basis of individual merit. POLICY RESPONSIBILITY: Human Resources, under the City Manager's direction, is charged with the responsibility of carrying out the City' s Affirmative Action Plan and modifying it as needed to uphold its accuracy. Human Resources will maintain reports that are required by State and Federal agencies to accurately reflect the City's employees by EEOC category. It is the responsibility of all Department Heads, and all other supervisory individuals, to ensure compliance with this policy. Continued cooperation and support in this Affirmative Action Plan is essential to achieving this important goal. In order to assist them, Human Resources will: A. Communicate to the employees the existence of the Affirmative Action Plan and state the City' s EEO policy. B. Post EEO posters, which may include policy statements on bulletin boards at location where people apply for work and in areas where employees congregate. C. Communicate with the Department Heads and supervisory personnel from time to time to explain the intent of EEO policy and each individual' s responsibility for its implementation. D. Include EEO policy explanation in employee orientation. Affirmative Action Plan PER-8 Rev. 2 Page 2 of 3 E. Review all union contracts to ensure that they are non - discriminatory and uphold the EEO objectives of the City. F. Communicate changes in equal opportunity requirements to insure that each supervisor is constantly aware of changes in the civil rights area. Ensure compliance and understanding with the Fair Labor Standards Act of"equal pay for equal work." EXTERNAL DISSEMINATION OF POLICY: A. All recruiting sources will be informed of City policy. These sources will be instructed to actively recruit and refer minority applicants for all positions listed. B. Minority organizations, community leaders, and other sources of minority applicants will be notified of the City's policy and of job openings. C. City applications and all pertinent forms will be revised as required to reflect current EEO regulations. RECRUITMENT A. The City will actively recruit all EEO categories covered under this plan and will maintain communications with leaders in community organizations providing them with information concerning job openings and establishing a positive " outreach" recruitment and counseling program. Also Florida Atlantic University, Palm Beach State College and other schools and state employment agencies, welfare departments and vocational rehabilitation and poverty programs will be requested to refer possible applicants. B. Advertisement for employment will be placed on various websites through the internet, including professional organizations, college publications, recruiters, City of Delray Beach website, and will be posted On the bulletin board located in the main lobby of City Hall so they are readily available for anyone interested. C. The phrase, " An Equal Opportunity Employer/Male /Female /Disabled Neterans" will be used in all employment advertisements. D. Job qualifications, specifications and descriptions will be evaluated periodically and revised as needed to assure that the requirements do not discriminate on the basis of race, color, religion, sex, sexual orientation, national origin, age, marital status, place of birth, or physical or mental condition (a person with a qualifying disability) and are the factual reflection of the needs of the job classification. E. Labor organizations recognized by the City will be required to incorporate an EEO statement within their contract or agreement. F. The City will also encourage present females, minority and disabled employees to recruit among females, minorities and the disabled when positions become available and emphasize the City' s Equal Opportunity Policy. EMPLOYMENT AND SELECTION: Affirmative Action Plan PER-8 Rev. 2 Page 3 of 3 A. Individuals will be selected for employment wholly on the basis of ability, experience, training and other factors which are related to their ability to perform their job functions. B. Employment and selection procedures will be regularly reviewed to ensure that nothing in these procedures discriminates against any individual on other than a related job - related basis. C. Testing practices shall ensure applicants' identities will remain anonymous until a passing /non - passing score is determine through a numerical score. PLACEMENT, TRAINING AND ADVANCEMENT: A. Efforts will be made to place all EEO categories covered under this plan at all levels in all departments of the City. B. Training programs offered by the City will be reviewed to ensure that all EEO categories covered under this plan will be encouraged to increase their skills and job potential by such training programs or other educational programs. C. All qualified employees will be given equal consideration for promotions, transfers, leaves and salary increases. Job categories are not closed, nor will they be closed to individuals based on race, color, religion, sex, sexual orientation, national origin, age, marital status place of birth, or physical or mental condition ( a person with a qualifying disability). D. The City will periodically review the qualifications and progress of its minority employees to insure that the Affirmative Action Plan is fully implemented. REPORTING DISCRIMINATION: All employees are encouraged to report to Human Resources any suspected or alleged cases of discrimination or any procedures which may cause discrimination to occur or exist. COMPLIANCE: Human Resources, under the City Manager's direction, is delegated the responsibility for insuring that this policy is complied with, and for insuring that management is informed as to the degree of compliance through the annual EEO-4 Report. RACISM: The City of Delray Beach as an Affirmative Action, Equal Opportunity Employer, does not condone any form of racism where race is considered a determinant of a person' s ability to succeed in any area of employment, regardless of what level employment opportunities exist. PENALTY It is understood that a breach of the City's Equal Employment opportunity policy regarding non - discrimination because of a person race, color, religion, sex, sexual orientation, national origin, age, marital status place of birth, or a person with a qualifying disability shall be grounds for appropriate disciplinary action as prescribed in City policies, up to an including discharge.