[Ord. No. 2791-20, 3-3-2020]
A.
The City of Camdenton is an equal opportunity-affirmative action
employer. Therefore, it complies with all provisions of Title VII
of the Civil Rights Act of 1964, as amended, and with the Missouri
Fair Employment Practice Act of 1961, as amended. These laws prohibit
discrimination because of race, color, sex, religion, national origin,
handicap, creed, ancestry, age, marital status and prior military
status. Any administrative or supervisory personnel found guilty of
any overt or covert act of discrimination, including, but not limited
to, harassment, coercion, intimidation or retaliation, shall be disciplined
or terminated. Discrimination in any form is a violation of the law
and shall not be condoned or tolerated by the City.
B.
"Affirmative action" means that all employees shall be treated equally
in regard to terms, conditions and privileges of employment including
promotions, salary, advancements, assignments, training, demotion
or any other personnel action. If for any reason an employee feels
that they are being discriminated against because of race, creed,
color, religion, age, national origin, handicap, sex, ancestry, marital
status or prior military status, they should contact the City Administrator
or the Equal Opportunity Officer of the City.
[Ord. No. 2791-20, 3-3-2020]
A.
The City hereby adopts the following Affirmative Action Program for
Equal Employment Opportunity.
1.
This policy shall be made known to all employees and potential
sources of employees.
2.
The City Administrator shall be responsible for insuring compliance
with the Equal Opportunity policies. The Mayor shall designate, with
the concurrence of the Board of Aldermen, an Equal Opportunity Officer
with the responsibility of coordinating the efforts of the City to
eliminate discriminatory practices.
3.
The City will take appropriate non-discriminatory recruiting
measures such as, but not limited to:
a.
Placing employment advertisements in newsletters which serve
the largest number of minority group people in the recruiting area.
b.
Recruiting through schools and universities having substantial
proportions of minority students.
c.
Maintain systematic contacts with minority and human relations
organizations, leaders and spokesmen to encourage referral of qualified
minority applicants.
d.
Encouraging officials and employees to refer to minority applicants.
e.
Making it known to recruitment sources that qualified minority
members are being sought for consideration for work whenever the City
hires personnel.
4.
The City assures that it will take appropriate non-discriminatory
hiring measures, such as, but not limited to, instructing personally
the person who makes hiring decisions that minority applicants for
all jobs are to be considered without discrimination.
5.
The City assures that it will make maximum use of training programs
to help equalize opportunity for minority persons such as, but not
limited to:
a.
Assisting minority persons, as well as others, to enter training
and making such training available to the maximum extent within the
City.
b.
Actively encouraging minority employees, as well as others,
to increase their skills and job potential through participation in
available training and education programs.
6.
The City assures non-discriminatory placement and promotion
by taking measures such as, but not limited to:
a.
Instructing personally the persons who make placement and promotion
decisions that minority employees are to be considered without discrimination.
b.
Encouraging the promotion of minority employees who have increased
their skills and job potential in accordance with the City's
Affirmative Action Policies.
7.
The City assures non-discriminatory pay, other compensation
and working conditions by taking appropriate steps, such as, but not
limited to:
8.
The City encourages non-discriminatory contracting by taking
appropriate steps such as encouraging minority group contractors and
contractors with minority representatives among their employees to
submit proposals for contract work.
9.
The City assures that it will follow through with questioning,
verifying, and making whatever changes or additions to the City's
Equal Employment Opportunity Program that may be necessary to assure
effectiveness.
[Ord. No. 2791-20, 3-3-2020]
A.
All employment advertisements shall contain the words "An Equal Employment
Opportunity-Affirmative Action Employer."
B.
The City employment application forms shall contain the following
clause: "Camdenton is an equal employment opportunity employer and
shall not discriminate against an employee or applicant for employment
due to race, color, creed, religion, sex, age, marital status, national
origin, prior military status or handicapped status unless based upon
a bona fide occupational qualification. If you believe that you have
been discriminated against, you should notify the City Equal Employment
Opportunity Officer or the Missouri Commission on Human Rights."
[Ord. No. 2791-20, 3-3-2020]
Grievances that are related to the Equal Employment Opportunity
provisions of these policies or in any way are felt to be the result
of discrimination as to race, color, creed, handicap, age, religion,
sex, prior military status, sexual orientation, gender identity or
national origin will first be presented to the City Equal Employment
Opportunity Officer as an intermediate step if a satisfactory solution
is not reached with the employee's supervisor, and they shall study
the facts as can be determined and issue a non-binding recommendation.
Should the employee not accept the recommendation of the Equal Employment
Opportunity Officer, the grievance may then be carried further to
a Grievance Review Panel with the Equal Employment Opportunity Officer
sitting in as a non-voting member to assure compliance with these
Equal Employment Opportunity provisions.
[Ord. No. 2791-20, 3-3-2020]
A.
Probationary Employees. Any probationary employee may be suspended,
reduced in pay or class, or terminated at any time by the Mayor and/or
City Administrator. Probationary, temporary, seasonal, or part-time
employees shall not have the right of appeal from such action.
B.
Full-Time Or Regular Employees. All full-time or regular employees
holding positions in the service of the City may be suspended for
a period of not more than thirty (30) working days, reduced in pay
or class, or terminated by the Mayor and/or City Administrator.
C.
Right Of Appeal. An employee may, within ten (10) days of the notification,
appeal in writing to the City Clerk for a hearing before the Board
of Aldermen which shall be conducted in an informal manner with the
City and employee being allowed to have witnesses present and the
employee having the right to counsel, at their own expense, if desired.
D.
Termination Of Chief Of Police. Termination of the Chief of Police
shall be subject to the requirements of Sections 79.240 and 106.273,
RSMo., or other requirements under State Statute.
