[CC 1996 §130.080; Ord. No. 1030 §1, 12-8-1997]
A.
The
Board of Aldermen and the Mayor of the City of Bowling Green declares
it to be the policy of the City of Bowling Green to provide equal
opportunity in employment and advancement and to administer its employment
practices without regard to race, color, religion, political affiliation,
sex, age, disability, national origin, ancestry, marital status or
unfavorable military discharge.
B.
The
City of Bowling Green Equal Opportunity Policy, as required by law,
supports Title VII of the Civil Rights Act of 1964, as amended; the
Age Discrimination in Employment Act of 1967, as amended; the Equal
Pay Act of 1963, as amended; Executive Order 11246, as amended; Section
503 of the Rehabilitation Act of 1973, as amended; Section 402 of
the Vietnam Era Veterans Readjustment Assistance Act of 1974; Section
504 of the Rehabilitation Act of 1973; the Americans with Disabilities
Act; Title VI of the Civil Rights Act; Equal Employment Opportunity
Act of 1972; Pregnancy Discrimination Act of 1978; Uniformed Services
Employment and Reemployment Rights Act of 1994; the Kansas Act Against
Discrimination, the Missouri Constitution, Article 1, Section 2 ("all
persons are created equal and are entitled to equal rights and opportunities
under the law"); and the regulations of the Missouri Commission on
Human Rights, as well as any other Constitutional, State or Federal
laws bearing on equal employment opportunity and affirmative action.
C.
The
City of Bowling Green's policy of non-discrimination will prevail
throughout every aspect of the employment relationship including,
but not limited to: benefits, compensation, placement, promotion,
recruiting, selection, testing, social activities, layoffs, terminations,
training and transfer.
D.
The
Equal Employment Opportunity Officer for the City is the Mayor who
may delegate the administration of this responsibility to the City
Administrator. The Mayor or his/her designee shall have the authority
to implement these policies with full support of the Board of Aldermen,
department heads, employees and all members of the City's boards and
commissions.
E.
The
intent of the City of Bowling Green is that Equal Employment Opportunity
and Affirmative Action policies, rules and regulations will be enforced
the same as any other policy, rule or regulation of the City of Bowling
Green and any attempt to thwart or circumvent said policies, rules
and regulations shall be grounds for disciplinary action, including
demotion or discharge.
[CC 1996 §130.090; Ord. No. 1030 §1, 12-8-1997]
A.
The
policy of no discrimination will prevail throughout every aspect of
employment practices including, but not limited to, the following:
1.
Recruitment, hiring and promotion in all job classifications without
regard to race, color, religion, sex, disability, age or national
origin, except where sex, physical ability or age is a bona fide occupational
qualification.
2.
All decisions for hiring or promotion shall be based solely upon
each individual's qualifications for the position to be filled.
3.
All other personnel activities actions, such as compensation, benefits,
transfer, layoffs, returns from layoffs, City sponsored training,
education, tuition assistance, social and recreational programs, will
be administered without regard to race, color, religion, sex, disability,
age or national origin.
4.
The City of Bowling Green will undertake a program of affirmative
action to make widely known, especially to minorities, that equal
employment opportunities are available on the basis of individual
merit and qualifications and to actively encourage all persons to
seek employment and to strive for advancement on this basis.
5.
The City of Bowling Green will conduct annually a survey and an analysis
of the employee work force to ascertain what measures, if any, may
be needed to effectively maintain conformance with this equal opportunity
policy.
6.
It is the intent of the Governing Body that this policy shall be
enforced the same as any other policy of the Governing Body. Any deliberate
attempt to thwart or to circumvent this policy shall be grounds for
disciplinary action, including demotion or discharge.
