BC 1977 10 06 - Laserfiche WebLink

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Section 2. Dissemination of Policy and Plan In order to make our employees aware of our non-discriminatory policy and to acquaint them with this Affirmative Action Plan, the following steps shall be taken: 1. All present employees shall receive a copy of the Affirmative Action Plan, and have same explained to them. 2. New employees shall receive a copy of the plan upon being hired, and have the plan explained to them. 3. Copies shall be available to applicants in the CETA personnel office. 4. Ail recruitment sources shall be notified and shall receive a copy of the plan. 5. Department heads and supervisors shall be responsible for helping to meet the goals of the policy. Section 3. Implementation The CETA Administrator shall be the Affirmative Action Officer for CETA employees. He shall be directly accountable to the County Manager, and shall be responsible for: 1. Implementing and communicating the plan. 2. Periodically reviewing the plan, placing special emphasis on the results achieved. 3. Preparing workforce breakdowns every six months. This report shall include information relating to recent promotions and hirings,according to race, sex, and national origin. 4. Receiving and investigating rumors or complaints of discrimination from other employees. 5. Posting his name, location, hours, and phone number in one or more public areas. Section 4. Recruitment and Notice of Job Vacancies Ail CETA positions are to be listed with the local office of the Employment Security Commission who will recruit, screen, and send all qualified persons to the CETA office for further screening and for job interviews at the worksite which has the vacancy. All participants currently in the program may apply for any position for which they may be qualified. Section 5. Selection and Hiring Applicants will be informed as to whether or not they have received the position for which they applied and the reasons for non-selection where applicable. Section 6. Career Development When positions are to be filled, all applicants shall be considered without regard to race, color, creed, ancestry, national origin, sex, age, marital status or physical disability. Job structures shall be reviewed to assure that people who begin employment at the entry level may work up to better positions after successful performance in initial assignments. Efforts shall be made to eliminate "dead-end" jobs with little or no promotional potential by combining lower level duties with jobs requiring greater skills. Department heads and supervisory personnel shall be responsible for making their employees aware of possibilities for career advancement. If an employee, at his or her own initiative, consistently takes on more responsibility than the job for which he/she was hired, so that in effect the employee is performing a higher level job, he or she may request in writing a desk audit. The audit should determine and verify the duties that the employee is actually performing. If necessary, reasons for reclassification must be documented by the CETA Administrator and submitted to the County Manager for approval by the Board of County Commissioners. Section 7. Grievance Procedures An applicant or employee who feels that he or she has been discriminated against because of either race, color, religion, sex, national origin, age or physical hanicap or because due process has been denied them, may file a complaint with the Affirmative Action Officer. Any such complaint must be filed within ten (10) calendar days of the alledged incident of discrimination. The Affirmative Action Officer will be responsible for conducting a fair and impartial investigation. The Affirmative Action Officer shall then make a recommendatio regarding the complaint based upon the investigation to the County Manager, and~any further appeal shall be to the Advisory Personnel Board for ~inal determination. Section 8. Employee Benefits Ail employee benefits must be equally available to all employees regardless of sex or status as "principal wage earner".