HomeMy WebLinkAbout1975 Ordinance No. 026'
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INTRODUCED AS A BILL BY COUNCI LMAN BLESSING
BY AUTHORITY
ORD I NANCE NO. .2, , SERIES OF 1975
AN ORDINANCE REPEALING AND REENACTING, WITH AMENDMENTS,
SE CTION 3, CHAPTER 1, TITLE V OF THE 1969 E.M.C.,
EQUAL EMPLOYMENT OPPORTUNITY AND FAIR EMPLOYMENT
PRACTICES; PROHIBITING DISCRIMINATION IN EMPLOYMENT;
AN D ADOPTING AN AFFIRMATIVE ACTION PROGRAM FOR THE
CIT Y OF ENGLEWOOD.
BE IT ORDAINED BY THE CITY COUNCIL OF THE
CIT Y OF ENGLEWOOD, COLORADO, as follows:
Sec tion 1.
That Section 3, Chapter 1, Title V of the 1969
E .M.C., is hereby repealed and reenacted to read as
fol lows:
5 -1-3 E2UAL EMPLOYMENT OPPORTUNITY -F IR EMPLOYMENT PRACTICES
(a) Neither the City of Englewood nor
any officer or employee thereof shall dis-
criminate against any applicant for employ-
ment, or any employee, in selecting applicants
f or employment, or in training, promotion,
c ompensation, providing benefits, layoffs
and terminations, because of such applicant~
or employee~ race, color, religion, sex, age,
national origin or political affiliation.
(b ) As a g overnment employer, the City is
subjec t to c e r t ain Federal laws on Equal Employ-
ment Opportunity applicable to non-Federal
public employment. Several of the major
Federal laws prohibiting discrimination in
l ocal government, and to which sub-section (a)
of this sect i on refer, are as follows: Title VII
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Civil Rights Act o f 1964, 42 U.S.C., Sections
200E, et seq., The Equal Opportunity Act of
1972 (Amending Title VII of the Civil Rights
Ac~ ?f 1~64)! P.L. 92-261, and the Age Dis-
cr1m1nat1on in Employment Act of 1967, 29 U.S.C.
621-634 and 29 C.R.F., Part 860, all major
Federal Laws relating to discrimination in
local_gov~rnment as set forth in the U.S.
Constitution, the Constitution of the State
of Colorado, as well as all Congressional
Acts, and Code of Federal Regulations relating
thereto.
Section 2.
That Chapter 1, Title V of the 1969 E.M.C.
is hereby amended by adding a new Section to read
as follows:
5-1-4 AFFIRMATIVE ACTION PROGRAM
(a) The City of Englewood hereby adopts
and establishes a policy of fair practices in
employment of its members and to promote equal
employment opportunity for all persons regardless
of race, creed, color, sex, age, national original
or political affiliation. The City of Englewood
recognizes equal employment opportunity as a
legal, social, and economic necessity which
requires special affirmative action to overcome
any effects of discrimination. Affirmative
Action will effect all employment practices
including, but not limited to, recruiting,
hiring, promotions, training, transfers, com-
pensation, benefits, layoffs, and terminations.
PURPOSE
(b) The policy on Affirmative Action estab-
lishes a goal-setting program with measurement
and evaluation factors. Accountability for
goal achievement is further established to assure
that Affirmative Action shares equal importance
with other activities of the City. Successful
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performance on Affi r mative Action goals
will provide positive benefits through
full utilization and development of pre-
viously under-utilized human resources.
I t is recognized that equal employment oppor-
tunity can be fully afforded only with
genuine commitments to the concepts of an
Affirmative Action program. Procedures and
employment practices have been devised to
assure that no person or group of persons
will be disciminated against because of
race, religion, color, sex, creed, .national
origin or political affiliation.
ASSIGNMENT OF RESPONSIBILITIES
(c) Responsibility for implementation of
this program is hereby assigned to the Director
of Personnel as Affirmative Action officer.
The Affirmative Action officer will be the key
responsible individual to make recommendations
to the appointing authority on the plan and
carry out the ~lan policies under the appointing
authority's direction. All department heads and
all management personnel, share in this respon-
sibility and shall also insure that the policies
set forth in this plan are adhered to. All
supervisors below the department head level and
all employees will be made aware of the purpose
of the Affirmative Action Program and will be
charged with the responsibility of insuring,
within their individual areas, adherence to
this plan. The Personnel Department, in accordance
with the Career Service Board rules, shall insure
that all recruiting, selection and other directly
related Personnel Actions are administered in
accordance with the Affirmative Action Program.
Further, the Personnel Department shall be
responsible for updating the statistical data
of the plan as necessary.
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STATISTIC .
(d) Statistical data as related to the
labor force is extracted from the 1970 census
data as provided by the State of Colorado
Department of Labor and Employement, Division
of Employment, Research and Analysis Section.
EMPLOYMENT AND LABOR FORCE PROFILE
(e) The City of Englewood is located in
the Denver-Boulder Standard Metropolitan Statis-
tical Area. The 1970 population of the SMSA
was 1 ,227,529 including 205,865 total minorities
and 630,314 females. The SMSA population is
approximat e ly 16.8\ minority and 51.3\ female.
The total population of the City of Englewood
in 1970 was 33,695 which included 8.7% minorities
and 51.9 % females. The Denver-Boulder SMSA
Labor Force in 1970 was comprised of 13% minorities
and 33 % white females. The City of Englewood is
located in Arapahoe County and although approx-
imately one-half (~) of the City's staff lives
within the City limits of Englewood the entire
SMSA has been used in developing the goal for
Affirmative Action hiring and the entire labor
force which represents both minorities and
females in the SMSA has been utilized as the
Affirmative Action goal for hiring minorities
and females.
PROGRAM GOALS
(f) All City employment opportunities
will continue to be made known to all citizen
groups. Recruitment emphasis will be placed
on minority hiring by announcing all open
positions with the assistance of the following
agencies:
1. Colorado Division of Employment
2. Jobs for Progress, Inc. (SER)
2718 W. 28th Avenue
Denver, Colorado 80211
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3. Minor i ty Employment Service
University of Colorado
School of Business
Boulder, Colorado 80302
4. Urban League of Colorado
1375 Delaware
Denver, Colorado 80204
5. Placement Office
University of Denver
2199 South University
Denver, Colorado 80210
6. Local Papers (The Rocky Mountain
News, The Denver Post) Trade Journal
7. Federal Job Information Service
Post Office Building
8.
18th and Stout
Denver, Colorado 80202
N.O.W.
1055 Rockswood Lane
Boulder, Colorado 80303
In addition, all position announcements will be
forwarded to the various departments within the
City of Englewood government so that present
employees will be encouraged to· refer applicants.
All recruitment notices will read "An Affirmative
Action/Equal Opportunity Employer."
TESTS
(g) All testing instruments will be reviewed
to determine whether they are job related.
Examination content will be confined to the
measurement of knowledge, skill and abilities
necessary to perform specifically defined tasks
as they relate to the job category.
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JOB REQUIR ~MENTS
(h) A job restructuring study will be
undertaken to review and determine the feasibility
of education, experience, physical and other
current requirements. Focus will be upon deter-
mining only those qualifications which are
directly essential to ability to perform work
of that specific position. The City of Englewood
application form for employment will be revised
in view of the equal employment opportunity pre-
employment inquiries. Also, adequate records
will be maintained to insure that the City of
Englewood is recruiting from all segments of
the community.
PERSONN EL CLASSIFICATION POLICIES
(i) The Affirmative Action plan for the
City of Englewood will be included in the
personnel rules and procedure manual. It will
reenforce the policy that equal opportunity
shall be given to all qualified persons to
compete for positions.
GRIEVANCES
(j) Any City employee or applicant for City
employment who feels that he/she may have been
discriminated against because of race, color,
creed, sex, religion, national origin or political
affiliation is encouraged to contact the Person-
nel Department Affirmative Action officer. The
Affirmative Action officer will assist and
advise the complaintant in following the City
grievance procedure.
COMPLIANCE
(k) Every City employee shall be made aware
that furthering equal employment opportunity is
an integral part of their position and that
performance with res pect to the Affirmative Action
Pro gram wi ll be consi dered in performance
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appraisals and evaluations. It shall be the
policy of the plan that any employee of the
City of Englewood who willfully violates the
intent of this program shall be subject to
the appropriate actions, to include reprimand
and/or the disciplinary action of suspension
or dismissal.
PROGRAM EVALUATION
(1) The Affirmative Action officer will
prepare quarterly reports reflecting the status
of the City in its success in meeting the goals
established within this plan. Special reports
will be prepared as required and all reports
will be submitted to the City Manager for his
purview.
OPEN POSITION ANNOUNCEMENTS
(m) Employees and the public will be in-
formed of the City of Englewood Affirmative
Action Program. through the use of various
methods such as newspapers, internal memoranda,
notices on bulletin boards, etc. A copy of the
plan will be available to all applicants as
well as employees.
TIMETABLE AND GOALS
(n) The timetable established by this plan
and set forth below is proposed in good faith
and every effort to attain these goals within
the specified time period will be made by the
City of Englewood. It is recognized that there
are many variables which could effect attainment
of these goals within a specified time. Turn-
over rate, creation of new budget positions
and availability of applicants are but three
variable factors. It is in no way intended that
the goals set forth in this plan are to be con-
strued as quotas. Rather, it is a means of
measuring the progress of the equal employment
opportunity policy. The over-all goal for the
City of Englewood is to attain a staff com-
position within the various levels of employ-
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As of
As of
As of
As of
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ment approximately equivalent to the work force
of the contiguous jurisdictions in the Denver-
Boulder Standard Metropolitan Statistical Area.
The goals set by this plan merely serve as a
guide and in no way reflect maximum employ-
ment representation by minorities and females.
From the 1970 census it has been determined
that the minority work force for the Denver SMSA
is comprised of 13t. Additionally, the female
work force for the Denver SMSA is equal to 33\,
therefore, the affirmative action goal for the
City of Englewood is to employ over the next
two (2) year period a minority work force
equal to 13% of total employment and to hire
a female work fo rce over the next three (3)
years equal to 33\ of the ·total employment in
positi9ns other than clerical classifications.
TIMETABLE FOR MINORITIES
Interim ' Employment Goal Deficiency
January 1, 1976 4.33\ 13\
July 1, 1976 8.66\ 13\
January 1, 1977 13.00\ 13%
TIMETABLE FOR FEMALES
Interim ' Employment Goal Deficiency
Janu ary 1' 1976 11.00\ 33\
January 1, 1977 22.00\ 33\
January 1' 1978 33.00\ 33\
Introduced, read in full and passed on first
reading on the 5th day of May, 1975.
Published as a Bill for an Ordinance on the
8th day of May, 1975 .
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Read by title and passed on final reading on
the 19th day of May, 1975.
Published by title as Ordinance No. ,,2(, , Series
of 1975, on the 22nd day of May, 1975.
ATTEST:
ex ~~~~rk-Treasurer
I, Karl Nollenberger, do hereby certify that
the above and foregoing is a true, accurate and complete
copy of the Ordinance, passed on final reading and pub-
lished by title as Ordinance No. ,,z' , Series of 1975 .
~~0f~~y Clerk-Treasurer
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