[CC 1996 §130.080; Ord. No. 1030 §1, 12-8-1997]
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.
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.
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.
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.
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]
The policy of no discrimination will prevail throughout every aspect of employment practices including, but not limited to, the following:
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.
All decisions for hiring or promotion shall be based solely upon each individual's qualifications for the position to be filled.
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.
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.
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.
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.