City of Linwood, NJ
Atlantic County
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Table of Contents
Table of Contents
[Adopted 6-13-2001 by Ord. No. 14-2001]
The City of Linwood is an equal opportunity employer. It is our policy and practice that all employees will be treated without regard to race; color; religion; sex; age; national origin; ancestry; marital status; physical or mental handicap or disability, assuming the employee can perform all of the essential job functions with or without reasonable accommodation; unfavorable discharge from military service; or citizenship status. This policy of nondiscrimination applies to all privileges or conditions of employment including recruitment, hiring, promotion, renewal of employment, selection for training or apprenticeship, discharge, discipline, tenure or terms.
The City strives to employ and promote the best-qualified person for each job while valuing and promoting diversity within its workforce. In this spirit, it will comply with all applicable federal and state laws regulating employment decisions. These include, but are not limited to, advertising, recruiting, hiring, placement, promotion, transfer, demotion, compensation, training, layoff or termination, participation in social and recreational functions, and use of employee facilities.
The City likewise extends the benefits of equal employment opportunity to qualified disabled persons in all aspects of the employment relationship. Further, the City affirms that it will provide reasonable accommodation to the known physical or mental limitations of any qualified disabled employee or applicant.
City policy prohibits harassment due to race, color, religion, sex, pregnancy, national origin, ancestry, citizenship, age, marital status, disability, veteran status, sexual orientation, or any other basis protected by law. This means that no employee will be ridiculed, belittled, or embarrassed by jokes, slurs and comments; subject to intimidating, abusive, or offensive comments, touching or gestures; or excluded from work-related activities for any of the reasons stated above.
This policy applies to all employees at all levels in all departments of the City. Any employee who in any way harasses a fellow employee, a customer, or any other person may be subject to immediate termination. All employees shall make themselves familiar with the City's Sexual Harassment Policy.
The City of Linwood will not discriminate against a person because he or she has opposed any unlawful employment practice, or filed a charge, or participated in any action under Title VII or any other antidiscrimination law.
Examples of retaliatory discrimination which are prohibited include disciplining and/or discharging an employee for filing or threatening to file a charge of discrimination, or refusing to hire an individual solely because a reference check reveals that he or she may have filed a discrimination charge against a former employer.
The City of Linwood believes that workforce diversity is essential to the City's growth and long-term success. By valuing and managing diversity at work, the City can leverage the skills, knowledge, and abilities of all employees to increase employee and public satisfaction.
Diversity includes all the differences that define each employee as a unique individual; age, culture, disability, education, ethnicity, experiences, gender, language, race, religion, and sexual orientation are just a few of the differences that employees and independent contractors bring into the workplace. Correspondingly, managing diversity at work is a process of inclusion; it is a means of achieving superior individual and group performance by recognizing and celebrating each employee's unique contribution toward meeting the City's business and public objectives.
The City of Linwood is committed to treating all employees with respect and fairness. To demonstrate City commitment, it guarantees the right of every employee:
To voice a complaint or concern;
To be heard in an atmosphere of respect and cooperation;
To have the complaint acknowledged by a member of management in a timely way;
To have the complaint acknowledged by successively higher levels of management if the employee and independent contractor are not satisfied with the response or do not receive it in the appropriate time frame; and
To have no fear of retaliation for presenting a complaint or concern.
The City also acknowledges that certain employees are members of a bargaining unit. The City and the employees are subject to the terms and conditions of all applicable collective bargaining agreements.