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HomeMy WebLinkAboutAffirmative Action Plan Jr, JUDITH T. TERRY - Town Hall, 53095 Main It,, TOWN CLERK P.O. Box 1179 RSCISTRAR OFVITAI. STATISTICS' Southold, NewYork 119- MARRIAGE OFFICER Fax (516) 765-182:3 RECORDS MANAGEMENT OFFICER ' Telephone (516) 765-1 tioo FREEDOM OF INFORMATION OFFICER OFFICE OF THE TOWN CLERK TOWN OF SOUTI101.T) THIS IS TO CERTIFY THAT THE FOLLOWING RESOLUTION WAS ADOPTED BY THE SOUTHOLD TOWN BOARD AT A REGULAR MEETING HELD ON AUGUST 8, 1995: RESOLVED that the Town Board of the Town of Southold hereby adopts the following amended Town of Southold Affirmative Action Plan, effective August 8, 1995: TOWN OF SOUTHOLD AFFIRMATIVE ACTION PROGRAM These guidelines have been prepared to assist the Town of Southold to better familiarize themselves with good affirmative action practices and equal employment opportunities. These guidelines should be used when adding staff personnel who are to be employed by the Town of Southold. The Town will comply with the following affirmative action and equal employment opportunities provisions, as found in: Federal Executive Order No. 11246, as amended; Title VI of the Civil Rights Act of 1964 as amended; Title VII of the Civil Rights Act of 1964, as amended, the Americans with Disabilities Act of 1990, as amended, 38 U.S.C. 4212 of the Vietnam Era Veterans Readjustment Assistance Act of 1974, the Age Discrimination Act of 1967 as amended, Section 503 of the Rehabilitation Act of 1973, as amended, 42 U.S.G. 2000 a-d; Section 109 of the Housing and Community Development Act of 1974 and NYS Executive Law, Article 15-A and all other New York State and federal statutory and constitutional non-discrimination provisions. AFFIRMATIVE ACTION OFFICER For the purpose of the Town Program, the Supervisor will act as the Affirmative Action Officer (AAO). THE AAO'S DUTIES WILL INCLUDE, BUT NOT BE LIMITED TO, THE FOLLOWING: (a) Provide technical advice of Affirmative Action related issues and activities; (b) Recommend procedural and policy changes to further the objectives of the Federal Regulations governing Affirmative Action procedures; c) Monitor compliance with all Regulations. d) Coordinate Affirmative Action activities throughout the activity area; e) Receive and act upon employee complaints of discrimination in accordance with the complaint procedures described hereafter. RECRUITMENT When recruiting for a vacant Town position, the following Affirmative Action procedures are suggested: The Town shall maintain a broad based, aggressive recruitment program designed to attract well qualified individuals. Special emphasis will be placed on locating minority and female candidates, particularly for job categories where they are currently absent or under represented. Efforts will be made to locate and use those media which serve the minority, female and handicapped staff will be encouraged to actively participate in the recruitment and promotion process. Minority, female and handicapped staff will be encouraged to actively participate in the recruitment and promotion process. The Town is committed to exploring the feasibility of making the Civil Service process more responsive to the problems of employing disadvantaged peoples. The Town will review all publications and recruitment literature to assure that no discrimination is implied through its contents. The phrase "Equal Opportunity/Affirmative Action Employer" will appear on all employment advertising and recruitment literature. SELECTION/UPWARD MOBILITY When selecting personnel for entry level and promotional positions, job qualifications and ability will be the normal selection criteria. However, they will be especially aware of minority and women candidates where suitable. All hiring authorities will conduct interviews in an unbiased manner and will limit questions to job-related factors ensuring selection on individual merit and eliminating irrelevant considerations based on assumptions, generalizations and stereotypes about minorities and women. The Town will continue to encourage female and minority s-faff to take course work under the various educational programs available to improve their opportunities for promotion and upward mobility. ANALYSIS The Town's AAO will develop and maintain a program to statistically monitor the sex and ethnic composition for the existing staff, as well as to prepare information need for evaluation and planning. The Suffolk County Civil Service Department will be solely responsible to review the assignment of salary grades to all proposed job titles to ascertain the appropriateness of salary in terms of skills and experience required and to recommend warranted changes. TRAINING Where applicable, Affirmative Action principles will be included as part of the curriculum in all training programs. The Town will review their positions to determine what jobs might be filled by individuals in accordance with Section 55-b of the Civil Service Law. This information in accordance with the AAO, who in turn will notify the Civil Service Department for their reference in placing qualified handicapped individuals. THE PLAN CONTRACT COMPLIANCE The Town of Southold will ensure that non-discrimination clauses supporting the tenet of Equal Employment Opportunity be included in all bid specifications, contracts, leases and all similar documents with out side agencies. Violations of the above statement will be brought to the attention of the Affirmative Action Officer and the Town Attorney. The Town will attempt to comply with the applicable Federal and State Laws regarding Labor Standards and Contract Compliance as they specifically relate to Affirmative Action procedures. PROCESSING OF COMPLAINTS OF DISCRIMINATION Any complaint concerning alleged unlawful discriminatory practice based on race, color, creed, national origin or sex, affecting the employment or potential employment of any individual under the Town of Southold may be heard through the following procedure, in addition to or in substitution of the procedures provided by the State Law: The aggrieved employee or employment candidate will send a written complaint to the Affirmative Action Officer describing in detail the alleged discriminatory employment incident. The complaint will be further researched through investigation of relevant documents and conferences with all involved personnel. A finding will be made with sixty (60) days. If a resolution to the complaint is reached, the agreed upon appropriate action will be implemented. The Affirmative Action Officer will be required to state in writing that the complaint has been resolved to the satisfaction of all parties and describe the action taken. This correspondence will be made available to the aggrieved employee, employment candidate, or other governmental entity, or organization so requesting it. If an agreement cannot be reached or implemented, the Affirmative Action Officer will notify the involved parties of such in writing and advise them that the complaint can be further pursued with Suffolk County's Human Rights Commission and with the State Division of Human Rights. This complaint procedure in no way limits the employee's rights to take his/her complaint to the County's Human Rights Commission and/or the State Division of Human Rights at any time during the process. ud~Terry Southold Town Clerk August 9, 1995