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HomeMy WebLinkAboutCity Council - 4506 i RESOLUTION NO. 4506 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH ADOPTING AN AFFIRMATIVE ACTION PLAN CONCERNING EQUAL EMPLOYMENT OPPORTUNITY WHEREAS, the City of Huntington Beach has long maintained a merit personnel system to insure equal opportunity for quali- fied individuals to enter and progress through the city service, and the city Charter provides that there shall be a City Personnel Board, appointed by the City Council, to continually evaluate the hiring and promotional policies of the City toward I equality of opportunity for hiring and advancement based on merit, and The following affirmative action plan is based on an equal obligation to all segments of the community and the need for the City of Huntington Beach to exert leadership in equal employment opportunities , NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Huntington Beach that the following positive policy of affirmative action to achieve the goal of equal employment opportunity is hereby instituted: I. Policy Statement The City of Huntington Beach will insure equal employment opportunity in all its policies . These policies will be admin- istered strictly on a merit basis , without regard to race, creed, color, national origin, sex or age, except where sex or age is a valid occupational qualification. This policy will also include the physically handicapped. The City of Huntington Beach will utilize all sources of hiring and selection on a nondiscriminatory basis with special emphasis on those sources available to minority members of the community. Training and upgrading of skills will be conducted on /cs 1. r a nondiscriminatory basis with a goal of development of full potential of all members of the city services equally. The City Administrator will be the chief executive officer responsible for implementation of this Affirmative Action Program. He will review periodic status reports and authorize positive policies to remedy any situation which is dysfunctional to the goal of equal employment opportunity. II. Appeal Policy If any employee of the City, permanent or temporary, or applicant for employment, wishes to file a charge of discrimina- tion concerning employment , promotion, demotion, termination, suspension, discipline, training, transfer or any type of per- sonal action, which they believed to be based on race, creed, color, sex, age or physical handicap, such charges shall be filed within 180 days with the City Administrator of the City of Huntington Beach. The City Administrator or his designee, shall investigate the charges involved, develop the report and render a decision within 30 days of formal written notification of charges . If the grievant is not satisfied with the decision of the City Administrator, he may, within 30 days of notifica- tion of the City Administrator' s decision, file a grievance on the basis of discrimination as outlined above with the City of Huntington Beach Personnel Board. Said grievance shall be filed with the Secretary of the City of Huntington Beach Personnel Board. The City of Huntington Beach Personnel Board shall have the authority and right to review all evidence, examine all claims, subpoena and examine witnesses and render a decision on said charges . III. Designation of Equal Employment Opportunities Coordinator The Director of Personnel and Labor Relations is hereby designated Equal Employment Opportunities Coordinator for the City of Huntington Beach. He will continuously monitor 2. recruitment and promotional policies to insure that these oppor- tunities are open to all. He shall be responsible for dissemin- ating information to both the general public and the officers and employees of the City concerning the Affirmative Action Program. The director shall make status reports at management meetings, at least semi-annually, to evaluate progress and plan further activities for full implementation of the program. He will also accumulate current data on equal employment oppor- tunities activities at the local, state and federal level. The Equal Employment Opportunities Coordinator will initiate and maintain contacts with the community minority groups to insure full dissemination of information concerning equal employment opportunities among all segments of the community. The Equal Employment Opportunities Coordinator shall be responsible for data accumulation and policy recommendations to the City Administrator concerning the Affirmative Action Program. The responsibility for implementation of the program will be primarily that of the individual department head. He shall review the composition of his work force and attempt to reach the goals of the Affirmative Action Program. The individ- ual supervisors will undergo specific training in the areas of equal employment opportunity and will be responsible for insuring that training, promotions and hiring be done on a strictly nondiscriminatory basis . Successful implementation of this program shall become a basis for evaluating managerial and administrative effectiveness . IV. Dissemination of Policy, Internally and Externally All material relevant to employment with the City of Huntington Beach, i.e . , applications and job announcements, will so state that the City of Huntington Beach is an equal opportunity employer. Posters concerning equal employment opportunities and the Affirmative Action Program will be affixed to all City bulletin boards and posted at locations utilized by 3. the public in conduct of business with the City . Publications concerning Title VII of the 1964 Civil Rights Act, including grievance procedures , will also be posted. The policy will be promulgated to all employee organizations recognized by the City. V. External Dissemination of Policy At least annually all sources of employee recruitment will be notified about the City's policy of equal employment opportunity and its Affirmative Action Program. Minority community action groups , churches , schools and other centers maintaining liaison with minority groups will receive job announcements and equal employment opportunity policy statements from the City. All newspaper advertisements for positions with the City will carry a statement of equal employment opportunity. The minority representative for the Department of Human Resources Development will receive a copy of the plan and will aid in reaching the minority members of the community. It is the policy of the City of Huntington Beach that residency require— ments shall not be a condition of employment prior to or during employment in the city service. VI. Analysis of Work Force and Community Resources by Work Category Data on work force in the City of Huntington Beach is primarily derived from the U. S. Department of Labor, Manpower Administration Data Systems and Report Census of Population for the City of Huntington Beach, and the Special Census of November 1973. In 1973, the Special Census revealed a city population of 143,325 (City of Huntington Beach Planning Department ) . A racial breakdown shows the population in this community is 90.1% Cau— casian, .1% Black, 7. 9% Mexican American and 1.9% other (Oriental, American Indian, etc. ) . A breakdown by sex shows the following characteristics as of November, 1973: 4. Mexican Caucasian Black American Other Male 67, 888 187 2,210 1,157 Female 68,601 138 1,824 1,007 Currently the population of Huntington Beach is estimated as 157,800 as of January, 1977 (City of Huntington Beach Planning Department) . Previous ratios of ethnic and sex characteristics appear to be in line with past census data. Throughout the County of Orange, the racial, ethnic, and sex breakdown is as follows per the January 1976 Census of the County of Orange, base population 1,722,094 residents . White Black Other Mexican American 88. 3% 1. 2% 3. 3% 7. 2% TOTAL MALE 48. 5% TOTAL FEMALE 51. 5% It is anticipated that the City work force will continue to expand with the population. The primary job classi- fications affected will be in the public safety (para-professional) , skilled and semi-skilled areas . The City employs and encourages both formal and on-the-job training to upgrade and fully develop the skill of its employees . The City Administrator will commit funds and adminis- trative effort to this function. The Director of Personnel and Labor Relations will evaluate training needs at least twice a year and recommend to the City Administrator methods of upgrading skills for all employees . VII. Identification and Delineation of Problems The City evaluates minority participation in its work force on the basis of minority population in the community. The Mexican American minority is the most significant minority group within the City. The City is also cognizant of under- utilization and employment of female personnel in various classifications of the City service. Primary problems appear to be: 5• A. Under-utilization of minority members in the cate- gories of management , professional and para-professional classi- fications . GOAL: Intensify recruitment efforts of minorities for these classifications , especially utilizing veterans refer- rals , the Human Resources Department, and the Community Action Council of Orange County . The City will advertise in media which specialize in minority clientele. The City will utilize local college and university placement offices and minority representatives when seeking professional and management applicants . B. Under-utilization of women in professional and management positions . GOAL: The City will review and modify its career ladders for female employees with emphasis on increased educa- tional and on-the-job training for advancement into professional and management classes . The City will utilize those recruitment techniques and referral agencies that are utilized by female members of the work force. Advertisements in .newspapers and publications will not specify sex except where it is a bona fide occupational standard. Colleges, universities , and the Human Resources Department will be encouraged to refer those female candidates meeting the qualifications of the positions. C . The City has reviewed all job requirements with emphasis on eliminating artficial barriers to employment. GOALS : The following goals for affirmative action in recruitment and selection are established for the year commencing January 1, 1977 and ending December 30, 1977. These goals are reflective of turnover rates traditional in prior years and availability of financial resources of the City. Goals for Calendar Year 1977 Projected Minority Female Categories Openings Placement Placement Officials, Managers, Administrators 1 0 0 6} Professionals 3 1 1 Technicians 3 1 0 Protective Services 9 3 2 Paraprofessionals 1 0 0 Office/Clerical 6 2 4 Skilled/Craft 1 0 0 Service/Maint . 6 2 1 VIII . Internal Audit Procedures The Director of Personnel and Labor Relations shall prepare an Employer Information Report, as recommended by the Equal Employment Opportunity Commission, on September 1 and February 1 of each year. He shall file said report with the City Administrator outlining any deviations from the City 's goal of maintaining a work force which reflects the racial makeup of the community. He shall also recommend any remedial action which will aid the City in attaining this goal. The Director of Personnel and Labor Relations shall maintain monthly status reports on recruitment, promotion and applications for city services . He shall so identify the source of applications by race and sex for the purpose of eval- uating the City' s effectiveness in promulgating its job oppor- tunities to all elements of the population. The Director of Personnel and Labor Relations shall maintain an employee skills inventory to identify those employees, majority, minority, male and female who would qualify for upward mobility in the City service. Said skills inventory shall be updated annually and a written report shall be submitted to the City Administrator by February 1 of each year. The Director of Personnel and Labor Relations shall maintain records of terminations for all causes and interview those terminating to evaluate internal effectiveness of the Affirmative Action Program. By this resolution the U. S. Government's EEO-4 for 12 month periods ending July 1 of each year is incorporated into this policy. 7. IX. Su:pport 'of Community Action Programs The City of Huntington Beach has in the past and will continue to support the community efforts toward equal oppor- tunities for minorities . The City will continue to be involved in work study programs at local colleges and universities . The City shall maintain liaison with the Community Action Council for Orange County and continue to participate in the Neighborhood Youth Corps Program and Youth Employment Services . X. Contract Compliance It shall be the policy of the City of Huntington Beach to require all contractors and vendors doing business with the City to certify their compliance with Title VII of the Civil Rights Act and the Equal Employment Opportunity Act of 1972. Said certification shall be stipulated by the City to safeguard against discrimination by contractors or vendors on the basis of race, color, creed, sex, age , nationality or physical handicap, concerning the practices of recruitment, promotion, demotion, transfer, layoff or termination. A viola- tion of this nondiscrimination certification will be considered a material provision violation and shall be grounds for termin- ation or suspension, in whole or in part, of the contract by the City. All labor agreements with the City of Huntington Beach shall contain nondiscrimination clauses binding both parties . Resolution No. 3677 and all resolutions in conflict herewith are hereby repealed. PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a regular meetin thereof held on the 15th day of August, 1977. ATTEST: 1�k' 'n��_'z ayo City C erk 8. REVIEWED AND APPROVED: APPROVED AS TO FORM: CiX Administrator 5 City Attor e z INITIATED AND APPROVED AS TO CONTENT: W` 1 Personnel and Labor Relations Director July 11 , 1977 AFFIRMATIVE ACTION ORGANIZATION CHART CITY COUNCIL CITY ADMINISTRATOR ASST. CITY ADMINISTRATOR EQUAL EMPLOYMENT OPPORT. COORDINATOR DIR. PERS. & LAB. REL . Res. No. 4506 STATE OF CALIFORNIA ) COUNTY OF ORANGE ) ss: CITY OF HUNTINGTON BEACH ) 1, ALICIA M. WENTWORTH, the duly elected, qualified City Clerk of the City of Huntington Beach, and ex-officio Clerk of the City Council of said City, do hereby certify that the whole number of members of the City Council of the City of Huntington Beach is seven; that the foregoing resolution was passed and adopted by the affirmative vote of more than a majority of all the members of said City Council at a regular meeting thereof held on the 15th day of August. , 19 77 , by the following vote: AYES: Councilmen: Aartlatt, Wipdpr, Cnpn, Si .h _r a Sh .nkman. Pattingon NOES: Councilmen: None ABSENT: Councilmen: Gibbs City Clerk and ex-officio Clerk of the City Council of the City of Huntington Beach, California