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1974 June Affirmative Action Program of the City of Dubuque_including Resolution No. 229-74 Approving Narrative Affirm Action Program and No. 262-74 Adopting Statement of Goals for the Affirmative Action Program for the City of DubuqueIAT IF I[ tI&I fI[W C 7T1®BT IPIRO of the CI[l 1t (CDT WJ Q of BE , I[®VWY fill JUNE - 1974 CITY OF DUBUQUE AFFIRMATIJE ACTION PROGRAM INTRODUCTION This Affirmative Action Program recognizes and announces to the total community the responsibilities and opportunities of the City of Dubuque to exercise its leadership role to adopt and implement positive, imaginative and meaningful measures and managerial techniques to eliminate discriminatory conditions wherever they may exist, and to undertake specific result -oriented. actions to assure that no person _ be denied employment or related benefits on the basis of race, color, creed, sex, national origin, age or disability. The responsibility of implementing policy and the various aspects of the Program and the monitoring of covered activities is assigned to management personnel answerable directly to the office of the chief administrator of the City of Dubuque. Provision is provided in this Program to assure communication of policies and procedures to all levels of employees. There is also provision in the Program to assure an adequate administrative procedure to hear and adjust differences and grievances within a framework of impartiality and fairness. This Affirmative Action Program provides for an annual review and assessment of the progress of the City of Dubuque to reach established goals and timetables. There is also provision for recommendations of short and long-term measures necessary to effectuate the objectives of this Program. The clear intent of this Affirmative Action Program is to assure fair and equal treatment of all persons as guaranteed by the Constitution of the United States, and that these rights shall not be abridged. The City of Dubuque will take positive steps to recruit qualified employees from all minority groups, including females and the disabled, and protection will be afforded for training and advancement as well as for initial hiring. cirryt ow DI ATTE 1UJQ17 , 110747.2i I AITUW1E A ZCII®Mt IPIiZ©GfRAIII INDEX OF CONTENTS PURPOSE 1 PART I - EMPLOYMENT 1 - 6 I - Statement of Policy 1 II - Distribution of Affirmative Action Program 1 III Implementation of the Affirmative Action Program 1 IV - Labor Agreements 2 V - Recruitment 3 VI - Training and Development 4 VII - Transfer, Layoff, Demotion, Termination or Recall 4 VIII - Conditions of Work and Related Benefits 4 IX - Grievances 5 X - Grievance Procedure 5 PART II -- CONTRACTS 6 - 12 I - Statement of Policy 6 II - Distribution of Affirmative Action Program 6 III - Implementation of the Affirmative Action Program 7 IV - Contract Provisions 8 V - Grievance Procedure 10 PART III - MISCELLANEOUS 12 - 14 I - Community Relations 12 II - Cooperation with the State and Federal Government 13 III - Liaison with the Human Rights Commission 13 IV - Annual Report 13 V - Statement of Goals 14 CITY OF DUBUQUE, IOWA AFFIRMATIVE ACTION PROGRAM PURPOSE: The program is designed to assure compliance with Titles VI and VII of the Civil Rights Act of 1964; Executive Orders 11246 and 11375 and all other applicable federal, state and local laws particularly the Iowa Civil tights Act of 1965; Chapter 105A of the Code of Iowa; and Dubuque Human Rights Ordinance No. 61-71 (all of which may be amended from time to time pursuant to law, and as so constituted from time to time) . PART I - EMPLOYMENT I. Statement of Policy A . It is the policy of the City of Dubuque to recruit qualified personnel • from -all groups for job openings in all of its operations, to provide equal opportunities for the advancement of employees, and to administer all employment policies and practices of the City of Dubuque in a manner which will not descriminate against any individual because of race, color, creed, sex, national origin, age or disability. B. This Statement of Policy shall be posted in conspicuous places which will facilitate viewing by applicants for employment, employees and the public. II , Distribution of Affirmative Action Program A. The Personnel Officer of the City of Dubuque will provide a summary of the Affirmative Action Program in the Employee's Handbook. B. The Personnel Officer of the City of Dubuque will provide copies of the Affirmative Action Program to each labor, trade or other organization representing City employees. • III. Implementation of the Affirmative Action Program A. The Personnel Officer of the City of Dubuque is designated the Equal Employment Opportunity Officer and is charged with the implementation of the Affirmative Action Program in all phases of employment policies and practices of the City of Dubuque. B. .The Equal Employment Opportunity Officer shall assist the various boards and commissions of the City of Dubuque to become aware of and to realize the objectives of the Affirmative Action Program of the City of Dubuque. 1 C. The Equal Employment Opportunity Officer will conduct semi-annual Equal Employment Opportunity education and informational seminars and forums for department managers and administrative and supervisory employees of the City of Dubuque to assist such personnel identify problems and potential solutions. D. The City Manager of the City of Dubuque will convene and conduct an annual seminar for department managers at which time implementation of the Affirmative Action Program will be reviewed and the policies of the City of Dubuque restated. E. The Equal Employment Opportunity Officer will conduct quarterly special-- ized training sessions for Equal Employment Opportunity Counselors so that such individuals may adequately perform the functions of the position. F. Department managers are charged with the responsibiity for interpreting, counseling employees, reporting violations and otherwise implementing the Affirmative Action Program within the areas of their responsibility, and they shall provide in writing annually to the Equal Employment Opportunity Officer suggested goals and timetables together with appropriate recom- mendations with reference to increased minority group and female partici- pation in their work forces. IV. Labor Agreements A. Employment agreements existing by and between labor, trade or other organizations representing employees of the City of Dubuque shall contain the following provision. "There shall be no discrimination against any employee in the bargaining unit by either party under this Agreement because of race, color, creed, sex, national origin, age or disability." B. The Equal Employment Opportunity Officer shall request the Affirmative Action Program or other evidence/s/ of compliance with appropriate laws , rules and regulations covering equal employment opportunities from each organization representing employees of the City of Dubuque. Recommenda- tions for correction of deficiencies, if any, shall be provided in writing to the submitting organization for their consideration and implementation. C. The Equal Employment Opportunity Officer shall advise in writing each organization representing employees of the City. of Dubuque cf the availa- bility of the Human Rights Commission of the City of Dubuque to provide technical assistance in the establishment of non-discriminatory employ- ment practices and policies and in the development of Affirmative Action Programs. 2 V. Recruitment A. The City of Dubuque will recruit on the basis of qualifications and shall assure prospective employees for permanent employment or for filling of temporary vacancies that they will be given fair and impartial considera- tion without regard to race, color, creed, sex, national origin, age or disability. B. The City of Dubuque will recruit qualified minority and female applicants for all job categories with particular emphasis in occupations at the higher Levels of skill and responsibility by utilizing, as appropriate, the follow- ing courses of action. 1. Maintain a file composed of (a) minority and female applicants who' are qualified for any position and (b) minority and female applicants whose qualifications have not been established; and to which file, all job openings will be referred prior to consult- ing other recruitment sources. 2. Use the phrase, An Equal Opportunity Employer, in all printed, published,radio or television advertising relating to employment, and when available, minority media and publications will be used. 3. Consult with the Minorities Specialist at the Dubuque office of the Employment Security Commission. 4. Utilize the "job Bank" computer relay system of the Iowa Employment Security Commission which flashes job openings daily in this reason- able referral area. S. Seek and consult Local minority and female organizations and their job or employment files. 6. Use the Dubuque Human Rights Commission job list. 7. Encourage employee referral of minority and female applicants. 8. Recruit at those colleges, universities, vocational -technical schools and other institutions which have minority, female, and handicapped students in skills, crafts and professions for which job opportunities exist. 9. Recruit through the Black Presidium, Dean of Students Office, University of Dubuque; Dean of Students or Department Head, Loras College; Dean of Students or Department Head, Clarke College. C. Advertising for positions requiring a Civil Service examination shall be conducted within the above framework to assure that all recruitment resources are utilized to inform women and minorities of job openings. VI. Training and Development A. The City of Dubuque shall work to assure that all employees are provided equal opportunities for on-the-job training, attendance at universities or other training institutions at the expense of the City of Dubuque and/or with released time for attendance and for the development of their skills as city employees without regard to race, color, creed, sex, national origin, age or disability. B. The Equal Employment Opportunity Officer will encourage all women, mi- norities and disadvantaged employees to increase their skills and job potentials through participation in training and education programs offered by the City of Dubuque and by other institutions and organizations in coop- eration with the City of Dubuque. VII. Transfer, Layoff, Demotion, Termination or Recall A. The City of Dubuque shall work to assure all employees equal and fair treatment in the areas of transfer, demotion, layoff, termination or recall without regard to race, color, creed, sex, national origin, age or disability. B. The proposed transfer, layoff, demotion, termination, or recall of any employee of the City of Dubuque will be monitored and concurred in by the Equal Employment Opportunity Officer to assure that the proposed action is taken without regard to race, color, creed, sex, national origin, age or disabilit; VIII. Conditions of Work and Related Benefits A. The City of Dubuque assures that all employees will be treated fairly and equally, and judged only on merit and seniority in the areas of promotion, pay and compensation without regard to race, color, creed, sex, national origin, age or disability. B. The City of Dubuque assures that all employees will be treated fairly and equally, in the areas of labor relations , work assignments, use of facili- ties and opportunities to serve on committees or decision -making bodies, without regard to race, color, creed, sex, national origin, age or disability. C. The City of Dubuque assures that all employees will be treated fairly and equally in the areas of leave policies and fringe benefits without regard to race, color, creed, sex, national origin, age or disability. D. The City of Dubuque assures that there will be no disparity in the compen- sation received by employees for performing equivalent work. E. The City of Dubuque assures that all employees will be treated fairly and equally for opportunities in performing overtime work or otherwise earning increased. compensation. F. The Equal Employment Opportunity Officer will monitor all on-the-job training programs and other employment activities leading to promotions to assure that fair and equal consideration has been given to all employees. G. The Equal Employment Opportunity Officer will consult with and encourage department managers to assure fair and equal utilization of all employees at all job levels. IX. Grievances A. Any applicant for employment who has reason to believe that he or she was discriminated against because of his or her race, color, creed, sex, national origin, age or disability will be advised by the Equal Employment Opportunity Officer of the provisions of the Dubuque Human Rights Ordinance, and referred by said officer to the Human Rights Commission of the City of Dubuque. B. Any employee who has reason to believe that he or she has been discriminated against in any phase of their employment with the City of Dubuque because of his or her race, color, creed, sex, national origin, age or disability may seek counsel with the Equal Employment Opportunity Officer for assistance in conciliating the grievance. X. Grievance Procedure A. Upon receipt of a grievance involving discrimination from an employee subject to the Dubuque Civil Service Commission, the Equal Employment Opportunity Officer shall (I) advise the complainant of the rules and procedures of the Dubuque Civil Service Commission and the appropriate provisions of the Iowa Code, as amended; (2) refer the complainant to the Secretary of the said commission; and (3) render to all parties the assistance required to conciliate the grievance, if such a grievance is found to exist. B. Upon receipt of a grievance involving discrimination from an employee who is a member of a labor, trade or other organization which has a written agreement with the City of Dubuque, the Equal Employment Opportunity Officer shall (1) advise the complainant of the grievance procedure in the employment agreement; (2) refer the complainant to the appropriate repre- sentative of the said labor, trade or other organization; and (3) render to all parties the assistance required to conciliate the grievance, if such a grievance is found to exist. C. Upon receipt of a grievance involving discrimination from an unaffiliated employee or from an employee who is a member of a labor, trade or other organization which does not provide a grievance procedure in the employ- ment agreement, the Equal Employment Opportunity Officer willwithin three working days arrange a meeting between all parties concerned and will use his best efforts to conciliate the grievance. 5 D. Whenever the Equal Employment Opportunity Officer determines that there has been discrimination by an employee of the City of Dubuque, and the offending employee after counseling continues to exercise discriminatory conduct, said employee shall be referred by the Equal Employment Opportunity Officer to the Office of the City Manager of the City of Dubuque for disciplinary action. E. The Equal Employment Opportunity Officer will continuously review the em- ployment policies and practices of the City of Dubuque and take the corrective measures necessary to eliminate any obstacles to the realization of the objectives of this Affirmative Action Program. F. The Equal Employment Opportunity Officer shall appoint an Equal Employment Opportunity Counselor in the major job groupings or classifications to assist and meet with employees as a counselor in those areas of minor misunder- standing and personal difficulties involving discrimination. Reports, dis- cussions of activities and recommendations of Equal Employment Opportunity Counselors shall be made exclusively to the Equal Employment Opportunity Officer. G. In the event any grievance is not resolved to the satisfaction of the com- plainant, the Equal Employment Opportunity Officer shall advise the com- plainant of the Dubuque Human Rights Ordinance and refer said complainant to the Human Rights Commission of the City of Dubuque. H. Grievances, reports on investigations, statements and other documents or records obtained in investigating or resolving any grievance shall be closed records. PART II - CONTRACTS • I. Statement of Policy A. It is the policy of the City of Dubuque to require all contractors, subcon- tractors, suppliers and vendors who do business with the City of Dubuque to take whatever affirmative actions are necessary to assure equal employ- ment opportunity in all aspects of their employment practices and policies irrespective of race, color, creed, sex, national origin, age or disability. B. The City of Dubuque to assure compliance with equal employment opportunity requirements will require Affirmative Action Programs and shall observe and evaluate on a continuing basis, employment practices and policies of all labor, trade or other organizations representing employees of the City of Dubuque and all contractors, subcontractors, suppliers and vendors who do business with the City of Dubuque. II. Distribution of Affirmative Action Program A. A summary of the Affirmative Action Program of the City of Dubuque shall be included in all contract documents and called to the attention of all contrac- tors, subcontractors, suppliers and vendors in the Notice to Bidders. 6 B. The provisions of the Affirmative Action Program andthe equal employment opportunity requirements of the contract and of applicable federal, state and local laws and regulations shall be included as an item of discussion for all Pre -Construction Conferences. Appropriate equal employment opportunity posters and the grievance procedure set forth in Part II, Section V herein shall be posted by contractors, sub- contractors, suppliers and vendors in conspicuous places which will facilitate viewing by applicants for employment and employees . III. Implementation of the Affirmative Action Program A. The Equal Employment Opportunity Officer of the City of Dubuque is charged with the responsibility of reviewing all Affirmative Action Programs submit- ted to the City of Dubuque. No contract shall be executed by the City of Dubuque until the Affirmative Action Program, written or otherwise, has been concurred -in by the Equal Employment Opportunity Officer. B. Affirmative Action Programs submitted tb the City of Dubuque in conformance with the terms and conditions of a federal or state financial and/or technical assistance contract shall be reviewed and concurred -in by the Equal Employ- ment Opportunity Officer prior to the submission of the Affirmative Action Program to the appropriate federal or state agency or department for its re- view and concurrence. No contract shall be executed until such concurrence has been received. C.. The Equal Employment Opportunity Officer shall utilize his best efforts direct- ly and/or indirectly to cause any and all labor,: trade or other organizations of workers, apprenticeship and training program sponsors, and employment referral agencies engaged in work under a contract with the City of Dubuque or any agency referring workers or providing for supervising apprenticeship or training for or in the course of such work, to cooperate in the implementa- tion in the purpose of this Affirmative Action Program. D. The Equal Employment Opportunity Officer may request the Human Rights Commission of the City of Dubuque to provide his office with technical assistance to 1. Assist contractors, subcontractors., suppliers and vendors establish non-discriminatory employment practices , and policies and to develop Affirmative Action Programs . 2. Evaluate Affirmative Action Programs. 3. Investigate complaints. 7 E. The City Engineer is designated the Contract Compliance Officer for the City of Dubuque, and is charged with monitoring the non-discriminatory employment and subcontract provisions of contracts and Affirmative Action. Programs, and to report in writing all violations thereof to the Equal Employment Opportunity Officer. F. The Contract Compliance Officer may designate with the prior approval of the City Manager, a department manager as an Assistant Contract Com- pliance Officer to monitor the non-discriminatory employment provisions of Affirmative Action Programs and contracts for work being performed for that department. Said Assistant Compliance Officer shall report in writing all violations to the Contract Compliance Officer for forwarding to_the Equal Employment Opportunity Officer. - G. Ea.ch contractor, subcontractor, supplier and vendor doing business with the City of Dubuque shall designate in writing a. responsible person of the firm as the Equal Employment Officer to serve as the official representative to the City of Dubuque in the area of equal employment activities. IV. Contract Provisions A. All contracts entered into by the City of Dubuque, shall include the follow- ing provisions and/or those provisions which may be required by state or Federal departments or agencies pertaining to state or federally assisted projects. "During the performance of this contract, the contractor agrees as follows: The contractor shall not discriminate against any employee or applicant for employment because Of race, color, creed, sex, national origin, age or disability. The contractor shall take affirmative action to ensure that applicants are employed and that employees are treated during employment, without regard to their race, color, creed, sex, national origin, age or dis- ability. Such action shall include, but not be limited to the following: employment, upgrading, demotion, or transfer; recruitment advertising; lay-off or termination; rates of pay or other forms of compensation; and selection for training, including apprenticeship. The contractor agrees to post in conspicuous places available to employees and applicants for employment, notices to be provided by the City of Dubuque setting forth the provisions of this non-discrimination clause. . The contractor shall, in all solicitations or advertisements for employees placed by or on behalf of the contractor, state that all qualified applicants will receive consideration for employ- ment without regard to race, color, creed, sex, national origin, age or disability. 8 "3. The contractor shall send to each labor union or representa- tive of workers with which he has a collective bargaining agreement or other contract of understanding, a written notice advising the labor union or workers' representative of the con- tractor's commitments under the Affirmative Action Program of the City of Dubuque. Copies of the said notice shall be posted in conspicuous places which will facilitate viewing by appli- cants for employment and employees. "4. The contractor shall comply with all of the provisions of the Affirmative Action Program of the City of Dubuque and with appli- cable local, state and federal laws and regulations. 5. The contractor shall furnish all information and reports required by the Affirmative Action Program• of the City of Dubuque and pertinent sections of the contractual obligation, and will permit access to his books , records, and accounts by the Equal Employ- ment Opportunity Officer for purposes of investigation to ascertain compliance with said Affirmative Action Program and pertinent contractual obligations. "6. The contractor shall include the provisions of Section A hereof in every subcontract or purchase order unless exempted by the Equal Employment Opportunity Officer so that such provisions will be binding upon each subcontractor or vendor. The contractor will take such action with respect to any subcontract or purchase order as the Equal Employment Opportunity Officer may direct as a means of enforcing such provisions including sanctions for non-compli- ance; provided, however, that in the event the contractor becomes involved in, or is threatened with, litigation with the subcontractor or vendor as a result of such direction by the Equal Employment Opportunity Officer, the contractor may request the City of Dubuque to enter into such litigation to protect the interests of the City of Dubuque." B. Each contractor having a contract containing the provisions prescribed in Section A hereof shall file and shall cause each of his subcontractors to file Compliance Reports with the City of Dubuque as the Equal Employment Opportunity Officer may direct. Compliance Reports shall be filed within such times and shall contain such information as to the employment prac- tices, policies, employment statistics and programs including documenta- tion of outreach efforts made to insure that minorities and women have equal opportunity for employment, training, promotion and in allconditions of employment of the contractor and each subcontractor, and shall be in such form, as the Equal Employment Opportunity Officer may prescribe. The Equal Employment Opportunity Officer shall recommend appropriate corrective mea- sures whenever deficiencies are found to exist. 9 C. The Equal Employment Opportunity Officer with the prior concurrence of the City Manager of the City of Dubuque may, exempt the requirements of including any or all of the provisions of Section A hereof in any specific contract, subcontract, or purchase order 1. For standard commercial supplies or raw material; 2. Involving less than .$ 5 , 000. 00; 3. Involving less than four workers; or 4. Involving subcontracts below the second tier. The above provision does not exempt any contractor from compliance with any other provisions and requirements of the Affirmative Action Program of - the City of Dubuque and of applicable local, state and federal laws and regulations. D. When the City Manager of the City of Dubuque has determined the success- ful bidder for a proposed contract, he shall accordingly advise the Equal Employment Opportunity Officer and the Contract Compliance Officer. The Equal Employment Opportunity Officer will notify the successful bidder to provide his office with Affirmative Action Programs for him and his subcon- tractors, if any, within seven (7) days for his review. If the Affirmative Action Program is unacceptable, the Equal Employment Opportunity Officer will return the Affirmative Action Program/s with recom- mendations to correct deficiencies. Upon receipt of an acceptable Affirmative Action Program/s , the Equal Employment Opportunity Officer shall advise the City Manager and the Con- tract Compliance Officer accordingly. V. Grievance Procedure A. Any employee or applicant for employment of any contractor, subcontractor, supplier or vendor of the City of Dubuque may file a complaint with the Equal Employment Opportunity Officer of the City of Dubuque for alleged discrimina- tion in violation of the non-discriminatory employment clauses of any con- tract, the Affirmative Action Program or of any applicable local, state or fed- eral law or regulation. Such complaint shall be filed in writing not later than sixty (60) days from the date of the alleged discrimination. B. All violations of any non-discriminatory employment clauses of any contract, the Affirmative Action Program, or of any applicable local, state or federal. law or regulation by contractors , subcontractors , and labor unions reported to or otherwise called to the attention of the Equal Employment Opportunity 10 Officer, shall within seven (7) working days be investigated by the said offi- cer and the written report of the violation, if any, and the action taken, pro- vided the City Manager of the City of Dubuque. C. If after appropriate counseling the Equal Employment Opportunity Officer finds that a contractor, subcontractor, or labor union continues to exercise discriminatory practices, the Equal Employment Opportunity Officer shall im- mediately provide the City Manager a written summary of the violation. The City Manager and the Equal Employment Opportunity Officer shall seek through conference and persuasion, voluntary compliance and/or correction of the alleged violation. In the event this cannot be achieved within a rea- sonable time limitation, the City Manager shall provide the City Council a written report of the complaint together with appropriate recommendation/s for the City Council to act upon. Such recommendations may include among other things 1. Cancellation, termination or suspension of any contract or any portion or portions thereof, with any continuance of the contract contingent upon a program of future compliance approved by the Equal Employment Opportunity Officer. 2. Withholding of payments due under the contract until it is deter- mined that the contractor is in compliance. 3. Placing the contractor on probation as ineligible to bid on any future contract, or to enter into extensions or other modifica- tions of existing contracts, until the contractor has satisfied the Equal Employment Opportunity Officer that such contractor has established and will carry out personnel and employment policies in compliance with an approved Affirmative Action Program. A copy of the City Manager's report shall be provided the appropriate federal or state agency in the further event the violation is in connection with any contract which is financially and/or technically assisted by a federal or state department or agency. D. In no case shall action be taken by the City Council of the City of Dubuque to cancel or terminate an existing contract, debar a contractor from future contracts or to impose any other sanctions or penalties without providing the contractor an opportunity for a hearing before the City Council. The contractor shall be given at least ten (10) days from receipt of a written notice in which to file a request for a hearing before the City Council. Said notice shall be signed by the City Clerk and sent by certified mail. If at 11 the end of the ten day period, no request has been received by the City Clerk for a hearing, the City Council may proceed with whatever action deemed appropriate. In the event a hearing is requested by the contractor, said hearing shall be conducted at a City Council meeting on a date mutually convenient, but not less than ten (10) days or more than thirty (30) days from the date the hear- ing is requested. Any action taken by the City Council shall be reported to the appropriate federal or state department or agency in the further event the violation is in connection with any contract which is financially and/or technically assisted by a federal or state department or agency. E. The City of Dubuque may recommend to the Department of Justice that, in cases in which there is substantial or material violation or the threat of substantial or material violation of the contractual provisions set forth in Part II, Section IV, Paragraph A herein, appropriate proceedings be brought to enforce those provisions, including the enjoining, within the limitations of applicable law, of organizations, individuals, or groups who prevent directly or indirectly, or seek to prevent directly or indirectly, compliance. with the Affirmative Action Program. F. The City of Dubuque may recommend to the United States Equal Employment Opportunity Commission that appropriate proceedings be instituted under the Civil Rights Act of 1964. G. Nothing in this grievance procedure shall preclude any contractor, subcon- tractor, supplier, vendor or labor union from obtaining counsel and assis- tance from the Dubuque Human Rights. Commission. PART III - MISCELLANEOUS I. Community Relations A. The City of Dubuque will use its political and economic influence to further the acceptance and adoption of non --discriminatory employment practices and policies in all activities of the community. B. The City of Dubuque will through its actions and through its officers and employees work with appropriate public and private agencies and groups to further the acceptance and adoption of non-discriminatory employment prac- tices and policies in all activities of the community. 12 II. Cooperation with the State and Federal Government t A. The City of Dubuque will cooperate with the Iowa Civil Rights Commission, the United States Equal Employment Commission, the United States Secretary of Labor, and all other state and federal departments and agencies to take all steps necessary and appropriate to prevent and eliminate discrimination in employment practices and policies in all activities of the community because of race, color, creed, sex, national origin, age or disability. B. The Equal Employment Opportunity Officer will provide state and federal departments and agencies copies of this Affirmative Action Program together with appropriate documentation to support program and project applications. C. The Equal Employment Opportunity Officer will prepare and provide state and federal departments or agencies with progress and other reports which may be required from time to time. D. The Equal Employment Opportunity Officer will• cause all records relating to compliance with equal employment opportunity obligations to be retained as required by law and to be made available at reasonable times and places for inspection by any state or federal representative authorized to inspect or conduct compliance reviews. III. Liaison with the Human Rights Commission A. The Equal Employment Opportunity Officer will be the liaison officer with the Dubuque Human Rights Commission, and will confer with said Commission to develop programs, policies and changes in policies necessary to ensure that the City of Dubuque can achieve the objectives of its Affirmative Action Program. IV. Annual Report A. The Equal Employment Opportunity Officer as of July 1 of each year shall pro- vide the City Council of the City of Dubuque through the City Manager, a written report of the activities of his office during the immediate past twelve months. Said report shall contain among other items 1. A review and evaluation of the effectiveness of the Affirmative Action Program of the City of Dubuque identifying areas where more effective action is needed and the measures recommended to be adopted to accom- plish such action. 2. A statistical breakdown of the total work force of the City of Dubuque by sex, race, and job classification on a professional, semi-professional, technical, clerical, foreman, skilled and unskilled basis. The survey 13 shall identify all changes for the immediate past twelve month period compared to the extent possible to the previous five 12 month periods. 3. An audit of hiring and promotional patterns undertaken by contractors who do business with the City of Dubuque. 4. A summary of all violationstogether with a report of their disposition. 5. Report of contacts with local minority and female organizations and groups representing handicapped persons. V. Statement of Goals A. The Equal Employment Opportunity Offider as of July 1 of each year shall provide the City Council through the City Manager for its review and approval, a Statement of Goals for the City of Dubuque for the corning twelve month period. B. The Statement of Goals shall review the progress of the City of Dubuque to attain previously adopted goals, identify short and long-term measures necessary to further the acceptance and adoption of non-discriminatory employment practices and policies in all activities of the City of Dubuque and establish a reasonable timetable to achieve adopted goals., 14 Exhibit °' A" AFFIRMATIVE ACTION EMPLOYMENT GOALS FOR CITY OF DUBUQUE 1. To provide extra -ordinary effort in recruiting qualified females, minorities, aged and disabled persons for employment opportunities in the City of Dubuque in order to promote greater participation by these groups in the total work force and to insure more equitable representation in all job categories. 2. To provide purposeful training and promotional opportunities for females, minorities, aged and disabled persons in order to insure greater participation by these groups in occupations requiring higher levels of skill and responsibility. AFFIRMATIVE ACTION EMPLOYMENT OBJECTIVES FOR CITY OF DUBUQUE 1. To attain employment for a minimum of twenty (20) females, seventeen (17) minorities, and three (3) aged or disabled persons by June 30, 1975 as indicated in Exhibit "A" , (Short Term Employment Goals) and to maintain or exceed these goals through the continued employment policy and practice of Affirmative Action. 2•. To attain employment for a minimum of eighty three (83) females, forty four (44) minorities, and eight (8) aged or disabled persons by June 30, 1979 as indicated in Exhibit "A" , (Long Term Employment Goals) and to maintain or exceed these goals through the continued employment policy and practice of Affirmative Action. Exhibit A Short Term Employment Goals - 7/1/74 - 6/30/75 Budgeted Projected Projected Total Employment Employment Employment ...---- Job Categories Reportable Positions Replacement Additional Projected Goal Goal Goal Under Federal/State Law 1974 Requirements Requirements Requirements Female Minority Aqe/Disability 1. Officials/Administrators 47.0 2. Professionals 53.5 3. Technicians 67.0 4. Protective Service 133.0 5. Para -Professionals 2.0 6. Office/Clerical 54.5 7. Skilled Craft 81.5 3. . Service/Maintenance 76.0 TOTALS ' 514.5 2 2 1 3 0 14 9 22 53 0. 2 1 3 5 2 2 1 0 3 2 0 0 0 6 0 9 3 0 22 5 4 57 20 0 14 1 1 1 1 0 3 3 7 17 0 1 0 0 0 2 0 0 3 • COMMENTS The projected employment goals are predicated in large measure on statistical assumptions of replacements. Projected goals for age/disability:are indicated as result of agreements with Dubuque Human Rights Commission and other interested individuals and groups. Exhibit A Long Term Employment Goals 7/1/74 - 6/30/79 (Includes Short Term Employment Goal Figures 7/1/74 - 6/30/75) Budgeted Projected Projected Total Employment Employment Employment Job Categories Reportable Positions Replacement Additional Projected Goal Goal Goal Under Federal/State Law 1974 Requirements Requirements Requirements Female Minority Aqe/Disabilit 1. Officials/Administrators 47.0 10 1 11 2 3 1 2. Professionals 53.5 10 5 15 4 3 1 3. Technicians 67.0 5 2 7 2 2 1 4. Protective Service 133.0 15 0 15 4 4 0 5. Para -Professionals 2.0 1 0 1 1 0 0 6. Office/Clerical 54.5 70 • 1 71 50 6 4 7, Skilled Craft 81.5 45 2 47 5 6 0 8. Service/Maintenance 76.0 110 2 112 15 20 1 TOTALS 514.5 266 13 279 83 44 8 COMMENTS The projected employment goals are predicated in large measure on statistical assumptions of replacements. Projected goats for age/disability are indicated as result of agreements with Dubuque Human Rights Commission and other interested individuals and groups. RESOLUTION NO. 229 _74 RESOLUTION APPROVING THE CITY OF DUBUQUE'S NARRATIVE AFFIR ATIVE ACTION PROGRAM ✓• • 0 ▪ /�, r •,, • • NOW THEREFORE BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF DUBUQUE, IO,'1A: Section 1. That the narrative of: the City of Dubuque's Affirmative Action Program hereto attached, marked Exhibit "A" and by reference made a part hereof as though fully set out herein, be and the same is hereby approved, and same is hereby adopted as the Affirmative Action Program of the City of Dubuque, Iowa bearing date of January 1974. EST: Passed, approved and adopted this City Clerk Leo F, Frommelt d loth day of June, 1974. oilmen Alvin E. Lundh RESOLUTION NO. 262-74 ADOPTING STATEMENT OF GOALS FOR THE AFFIRMATIVE ACTION PROGRAM FOR THE CITY OF DUBUQUE WHEREAS, the City Council under date of June 10, 1974, adopted Resolution No. 229-74, approving the narrative portion of the Affirmative Action Program for the City of Dubuque; and WHEREAS, pursuant to said Affirmative Action Program, a Statement of Goals for the City of Dubuque has been prepared both for a twelve month period and a five year period beginning July 1, 1974; and WHEREAS, the Statement of Goals sets forth certain short and long-term measures necessary for the City of Dubuque to continue to effectuate the objectives of the Affirmative Action Program; and WHEREAS, both the Affirmative Action Program and the Statement of Goals represents the objectives of the City of Dubuque to exercise its political and economic influence to further the acceptance and adoption of nondiscriminatory employment practices and policies in all activities or the community; now therefore BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF DUBUQUE, IOWA: SECTION 1. That it is hereby found and determined that the projected levels of achievement as set forth in the Statement of Goals for the Affirmative Action Program of the City of Dubuque are reasonable in view of the availability of qualified minorities, women and handicapped persons and the estimated employee turnover and additional employee positions to be created.• SECTION 2. That the Statement of Goals attached hereto as Exhibit "A" and made a part hereof, is adopted for the City of Dubuque. SECTION 3. That the City Manager and the Equal Employment Opportunity and Contract Compliance Officers are hereby authorized and directed to undertake whatever measures are necessary to effectuate the objectives of the Affirmative Action Program and the Statement of Goals. SECTION 4. That the City Manager and the Equal Employment Opportunity Officer are hereby authorized and directed to provide copies of this Resolution together with the attached Statement of Goals as well as the Affirmative Action Program adopted by the City Council under date of June 10, 1974, to appropriate Federal and State agencies and offices Passed, approved and adopted this ATTEST: 1st day of Erni OUNCI MEN July a r�-Bract ,.I)14.� C. Robert Justmann , 1974. 4.