HomeMy WebLinkAboutAffirmative Action Plan
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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