[Ord. No. 1137,[1]9-29-2015]
The City of Pittsfield is an equal employment opportunity and
Affirmative Action employer. The City values the culture and background
of all people and believes that a diverse City needs a diverse government.
We are committed to complying with all applicable federal and state
laws regarding nondiscrimination and equal opportunity.
[Ord. No. 1137, 9-29-2015]
The City will make its employment and contracting decisions
on the basis of merit and without regard to race or color, sex, disability,
religion, sexual orientation, gender identity, marital status, military/veteran
status, national origin or ancestry, genetic information, age, or
other non-job-related characteristics and ensure equal opportunity
in the areas of contracting, hiring, promotion, demotion or transfer,
recruitment, layoff or termination, compensation and benefits, training
programs, and other terms and conditions of employment.
Unlawful discrimination against employees occurring in the workplace
or in other settings in which employees may find themselves in connection
with their employment will not be tolerated by the City of Pittsfield.
Any retaliation against an individual who has formally or informally
complained about discrimination or has cooperated with an investigation
of a discrimination complaint is prohibited.
The City will also make its public services available on the
basis of merit and without regard to race or color, sex, disability,
religion, sexual orientation, gender identity, marital status, military/veteran
status, national origin or ancestry, genetic information, or age,
and ensure equal opportunity in the area of access to public services.
[Ord. No. 1137, 9-29-2015]
A.
If an applicant or employee believes that he or she has been subjected
to unlawful discrimination, he or she has the right to file a complaint
with the EEO/AA Officer.
B.
The EEO/AA Officer or Mayor's designee will promptly investigate
the allegation in a fair and thorough manner. The investigation will
be conducted in such a way as to maintain confidentiality to the extent
practicable under the circumstances. The investigation will include
private interviews with the person filing the complaint, the person
alleged to have committed the discrimination, and relevant witnesses.
When the investigation is completed, the City will, to the extent
appropriate, inform the person filing the complaint and the person
alleged to have committed the conduct of the results of that investigation.
C.
If it is determined that inappropriate conduct has occurred, the
City will act promptly to eliminate the offending conduct, and where
it is appropriate the City will also impose disciplinary action.
[Ord. No. 1137, 9-29-2015]
A.
Affirmative action statement. The City of Pittsfield resolves to
take affirmative action measures to ensure equal opportunity in the
areas of contracting, hiring, promotion, transfer, recruitment, rate
of compensation, training programs, and all terms and conditions of
employment. Such employment actions and contracting decisions will
be on the basis of merit and without regard to race or color, sex,
disability, religion, sexual orientation, gender identity, marital
status, military/veteran status, national origin or ancestry, genetic
information, age, or any other non-job-related characteristics.
B.
Roles/responsibilities. To ensure that equal employment opportunity
and affirmative action are achieved through good faith efforts, the
City has established various levels of responsibility to both direct,
oversee and implement affirmative action efforts.
(1)
The City Council shall be responsible for the adoption of the affirmative
action policy. To ensure that the City's personnel policies and practices
incorporate our objectives, the EEO/AA Officer shall be responsible
for the administration of this policy.
(2)
The EEO/AA Officer is responsible for establishing, implementing
and monitoring affirmative action efforts and for providing training.
The EEO/AA Officer has the responsibility to ensure that equal employment
and affirmative action receive a sufficient level of attention and
management support. The EEO/AA Officer will provide summaries and
updates on relevant issues as well as statistics regarding promotion
and hiring.
(3)
The Affirmative Action Committee is an advisory committee that is
also appointed by the Mayor and subject to City Council approval.
The Affirmative Action Committee is responsible for annually reviewing
the Affirmative Action Policy and relevant programs. Policy is set
by the Affirmative Action Committee on a yearly basis in the month
of October and, if there are any changes, the Affirmative Action Policy
will be submitted to the City Council for its approval. The Policy
will contain areas in which the City can improve and goals for the
Committee to accomplish over the next year. The Affirmative Action
Committee is also responsible for advising affected groups of their
rights under the Affirmative Action Plan Policy, disseminating information
and educating the people of the City to achieve a greater understanding
and practice of affirmative action for all affected groups, and to
recommend and review such rules and regulations as may be necessary
to promulgate the City's Affirmative Action Plan Policy.
(4)
The EEO/AA Officer may not be a member of the Affirmative Action
Committee.
(5)
Managers are responsible for making sure that their employment practices
comply with principles in this policy and relevant state and federal
equal employment opportunity regulations.
(6)
Employees are responsible for bringing to the attention of the EEO/AA
Officer any decision that conflicts with the spirit of the law.
C.
Implementation of Affirmative Action Policy. The City will implement
its affirmative action efforts by ensuring that all decisions concerning
access to public services, employment and contracting are on the basis
of merit without regard to race or color, sex, disability, religion,
sexual orientation, gender identity, marital status, military/veteran
status, national origin or ancestry, genetic information, or age as
outlined below:
(1)
Recruitment: will be on the basis of qualifications. Every effort
shall be made to recruit applicants from underutilized categories
to provide employment and contractor lists of qualified candidates
that will facilitate the implementation of departmental and City wide
affirmative action goals. All employment and contracting advertisements
and job postings shall identify the City as an "Equal Opportunity
Employer." The EEO/AA Officer and the Affirmative Action Committee
will act as a liaison with employment sources and organizations serving
protected groups.
(2)
Promotion: will be based on ability or, where applicable, subject
to and in conjunction with collective bargaining procedures.
(3)
Compensation and benefits: The City will pay all personnel fairly
according to their job classification.
D.
Dissemination of policy.
(1)
All prospective employees applying for positions will be advised
that the City is an equal opportunity employer.
(2)
Copies of the policy will be available in the Personnel Office for
any employee to read, in addition to annual dissemination of policy.
(3)
The EEO/AA Officer will be responsible for the posting of information
regarding equal employment opportunity and of nondiscrimination laws
in places where policy and related materials are available to all
employees and prospective employees.
(4)
The EEO/AA Officer will act as a liaison with employment sources
and organizations serving protected groups.
(5)
The policy will be provided to the Affirmative Action Committee by
the EEO/AA Officer.
E.
Accountability and reports.
(1)
The EEO/AA Officer shall be responsible for the implementation and
coordination of the Affirmative Action Plan Policy. In turn, each
department head shall be accountable to the EEO/AA Officer for the
implementation of the departmental affirmative action plans.
(2)
The EEO/AA Officer shall at least annually in the month of September
file a written progress report with the Affirmative Action Committee,
the Mayor, and the City Council, indicating the progress toward achieving
the affirmative action goals. The report shall include but not be
limited to the following:
i.
A summary of departmental and City affirmative action goals as well
as any special projects tied to this program.
ii.
Totals of all persons hired, promoted, transferred, demoted,
suspended, terminated, interviewed and/or rejected, indicating affected
groups. Waivers of hiring priority and reasons therefor shall also
be provided.
iii.
A description of the recruitment and training programs instituted
to achieve the objectives of the Affirmative Action Plan Policy.
iv.
A summary of complaints filed and investigations conducted.
