8489 City Employment1
1
ORDINANCE NUMBER 84
(Published in The Salina Journal 11,.. 1976)
AN ORDINANCE PROVIDING FOR THE ORGANIZATIONAL STRUCTURE AND
RESPONSIBILITIES FOR CARRYING OUT THE CITY'S COMMITMENT TO THE PRINCIPLE OF
NONDISCRIMINATION IN CITY EMPLOYMENT, ENACTING ARTICLE X OF CHAPTER 11A OF THE
SALINA CODE.
BE IT ORDAINED by the Governing Body of the City of Salina, Kansas:
Section 1. That Article X of Chapter 11A is hereby enacted to read
as follows:
"Chapter 11A
ARTICLE X.
THE ORGANIZATIONAL STRUCTURE AND RESPONSIBILITIES
FOR CARRYING OUT THE CITY'S COMMITMENT TO THE
PRINCIPLE OF NONDISCRIMINATION IN CITY EMPLOYMENT
"Section 11A-90. Administration.
The administration of this article shall be the responsibility
of the City Manager.
"Section 11A-91. Definitions.
The personal pronouns and gender of nouns used in this article
shall not be construed as limiting the provisions of this article to
one or the other sex.
When used in this article, the following words shall mean:
See. 11A-91(1). Directors. The Director of Personnel and the
Director of Human Relations.
Sec. 11A-91(2). Minority. Minorities are defined by the
Federal EEOC are members of racial or ethnic groups which have
encountered, or now encounter, employment or other discrimination in
our society because of such group membership or affiliations.
Ethnic categories as defined by Federal EEOC:
(a) The category 'white' should include persons of Indo-
European descent, including Pakistani and East Indian.
(b) The category 'black' should include persons of African
descent as well as those identified as Jamaican,
Trinidadian, and West Indian.
(c) The category 'Spanish Surnamed' should include persons
of Mexican, Puerto Rican, Cuban, Latin American or
Spanish descent.
(d) The category 'American Indian' should include persons
who identify themselves or are known as such by
virtue of tribal association.
(e) The category 'Asian American' should include persons
of Japanese, Chinese, Korean, or Filipino descent.
(f) The category 'other' should include Aleuts, Eskimos,
Malayans, Thais, and others not covered by the specific
categories on the form.
See. 11A-91(.3). Program. The Affirmative Action Program.
"Section 11A-92. Selection standards.
Sec. 11A-92(1). The Directors will cause a review of all job
specifications to assure that requirements contained therein are job
related and do not present unreasonable barriers for entry by minority
or female applicants.
"Section 11A-93. Recruiting and advertising.
Sec. 11A-93(1). In order to insure nondiscrimination in
employment opportunities, the Director of Personnel shall promptly
notify the Director of Human Relations of any vacancy to be filled.
The Director of Human Relations shall upon receiving any job vacancy
listing, promptly post notice of such in public locations in at
least three (3) places throughout the city. The Director of Personnel
shall be responsible for seeing that an advertisement is given
publication in at least one and not more than three (3) periodical
news agencies with general circulation in the city. The city shall
be responsible for the payment of all advertising costs. No person
shall be employed to fill any such vacancy within ten (10) days
after the vacancy is listed with the Director of Human Relations,
unless in the opinion of the City Manager an emergeney exists. All
applications for employment shall be filed with the Director of
Personnel.
Sec. 11A-93(2). Recruiting efforts shall be directed toward
educational institutions having minority and/or female enrollment.
Sec. 11A-93(3). Communication and referral relationships to be
established and maintained with groups and organizations likely to
yield minority or female applicants.
Sec. 11A-93(4). Advertising for applicants shall be done in
the manner most likely to reflect the city's affirmative desire to
attract minority and female applicants.
"Section 11A-94. Affirmative management.
Sec. 11A-94(1). It shall be unlawful for the head of any
department, official agent, or employee of the City of Salina,
Kansas, or of any department thereof acting for or on behalf of said
city in any manner involving employment by said city to discriminate
against any person otherwise qualified in employment or in tenure,
terms or conditions of employment, or to discriminate in promotion
or increase in compensation; or to publish offers of or to offer
employment based upon such discrimination; or to adopt or enforce
any rule or employment policy which discriminates between employees
or prospective employees; or to seek information relating to age,
race, sex, religion, color, national origin, ancestry or physical
handicap from any person or employee, as a condition of employment,
tenure, term or in connection with conditions of employment, promotion
or increase in compensation unless such information is demonstrably
valid as being an essential occupational qualification, or to discrimina
in the selection of personnel for training.
Sec. 11A-94(2). The Directors will work closely with each
Department Head in the following areas:
(a) Classification Plan: Analyze and restructure where
justified to provide maximum opportunity for applicants
to qualify for employment, as well as, for employees
to advance.
Sec. 11A-92(2). The Directors will cause a
written examinations administered to assure that
review of all
they do not have a
discriminatory effect on minority or female
applicants.
Sec. 11A-92(3). As new classifications
are
established, or new
selection standards utilized, the Directors
will
review each standard
to assure its nondiscriminating nature.
"Section 11A-93. Recruiting and advertising.
Sec. 11A-93(1). In order to insure nondiscrimination in
employment opportunities, the Director of Personnel shall promptly
notify the Director of Human Relations of any vacancy to be filled.
The Director of Human Relations shall upon receiving any job vacancy
listing, promptly post notice of such in public locations in at
least three (3) places throughout the city. The Director of Personnel
shall be responsible for seeing that an advertisement is given
publication in at least one and not more than three (3) periodical
news agencies with general circulation in the city. The city shall
be responsible for the payment of all advertising costs. No person
shall be employed to fill any such vacancy within ten (10) days
after the vacancy is listed with the Director of Human Relations,
unless in the opinion of the City Manager an emergeney exists. All
applications for employment shall be filed with the Director of
Personnel.
Sec. 11A-93(2). Recruiting efforts shall be directed toward
educational institutions having minority and/or female enrollment.
Sec. 11A-93(3). Communication and referral relationships to be
established and maintained with groups and organizations likely to
yield minority or female applicants.
Sec. 11A-93(4). Advertising for applicants shall be done in
the manner most likely to reflect the city's affirmative desire to
attract minority and female applicants.
"Section 11A-94. Affirmative management.
Sec. 11A-94(1). It shall be unlawful for the head of any
department, official agent, or employee of the City of Salina,
Kansas, or of any department thereof acting for or on behalf of said
city in any manner involving employment by said city to discriminate
against any person otherwise qualified in employment or in tenure,
terms or conditions of employment, or to discriminate in promotion
or increase in compensation; or to publish offers of or to offer
employment based upon such discrimination; or to adopt or enforce
any rule or employment policy which discriminates between employees
or prospective employees; or to seek information relating to age,
race, sex, religion, color, national origin, ancestry or physical
handicap from any person or employee, as a condition of employment,
tenure, term or in connection with conditions of employment, promotion
or increase in compensation unless such information is demonstrably
valid as being an essential occupational qualification, or to discrimina
in the selection of personnel for training.
Sec. 11A-94(2). The Directors will work closely with each
Department Head in the following areas:
(a) Classification Plan: Analyze and restructure where
justified to provide maximum opportunity for applicants
to qualify for employment, as well as, for employees
to advance.
(b) Staff Orientation: Initiate programs to assure that
all personnel responsible for selection and supervision
are aware of and provided with training to develop
skill in implementing the Affirmative Action Program.
(c) Identify Areas for Concentrated Efforts: The Directors
shall develop statistical information relative to the
utilization of minorities and females in all departments
of the City, identify areas of deficiency, and develop
goals and methods for correcting such deficiencies.
''Section 11A-95. Evaluation committee.
Sec. 11A-95(1). There is hereby established an Affirmative
Action Evaluation Committee composed of the City Manager or his
designee, the Director of Personnel, the Director of Human Relations
and other department heads as the City Manager may deem appropriate.
The City Manager or his designee shall serve as chairman of the
Committee.
Sec. 11A-95(2). The committee shall advise the Department
Heads on implementation procedures, identification of areas for
concentrated efforts, and aid in other matters related to implementation
of the program.
Sec. 11A-95(3). The committee shall meet not less than quarterly
to review overall progress on implementation of the program. They
shall make any modifications as may be necessary to assure maximum
effective implementation of the program.
''Section 11A-96. Training for upward mobility.
The City Manager will take measures to assure that maximum
opportunity is offered to minorities and women for entry into
training or educational programs which will enhance their employment
for upward mobility potential.
''Section 11A-97. Implementation procedures.
The Directors shall, during the first sixty (60) days following
the effective date of this ordinance, develop and reduce to writing
the administrative procedures to be followed in implementing the
program. Such procedures shall become effective upon approval by
the City Manager.
''Section 11A-98. Reports.
The City Manager will submit an annual report to the City
Commission on the status of the Affirmative Action Program.''
Section 2. This ordinance shall take effect and be in full force
from and after its adoption and publication in the official city newspaper.
Introduced: May 10, 1976
Passed: May 24, 1976
c
ral F. Mi s`o , Mayor
(SEAL)
ATTEST:
M. E. Abbott, Acting City Clerk