Chico Municipal Code Ch. 2R.76 Equal Employment Opportunity

Section:

2R.76.005 Director.

Where used in this chapter, the term “Director” means the Director of the Human Resources Department or City Manager designee.

(Res. No. 113-07, Res. No. 19-13, Ord. 2493 §6)

2R.76.010 Equal employment opportunity policy statement.

The city of Chico commits itself to a policy designed to ensure equal employment opportunities to all job applicants and employees regardless of their race, color, national origin, gender, religion, age or disability. This policy statement represents a commitment that in matters affecting employment, the city will ensure that each employee and applicant will be accorded equal treatment with respect to all terms, conditions and privileges of employment, including recruiting, training and promotion. The city will provide reasonable accommodation in the recruitment, testing, selection and employment of qualified individuals with disabilities. Implementation of this equal employment opportunity policy shall be the responsibility of the city manager.

(Res. No. 93 83-84 §1 (part), Res. No. 38 97-98)

2R.76.015 Dissemination of equal employment opportunity plan.

A. Internal Dissemination. Upon adoption of this equal employment opportunity plan and any amendments thereto by the city council:

Each current employee of the city of Chico shall receive a copy.
Each new employee of the city shall receive a copy of the plan as a regular part of the employment processing.
Departments shall post a copy of the equal employment opportunity policy statement in a conspicuous place at each principal city work area.
Department heads, key staff members, and supervisors will be kept informed on a continual basis as to their responsibility and accountability for implementation of the equal employment opportunity plan.

B. External Dissemination. Upon adoption of this equal employment opportunity plan and any amendments thereto by the city council:

All employment announcements shall include the phrase “an equal opportunity employer.”
The city shall fully utilize its influence, powers of persuasion and good offices to encourage and assist businesses operating within the community and/or contracting with the city to adopt similar policies and practices and provide equal employment opportunities for all residents of the city.

(Res. No. 93 83-84 §1 (part), Res. No. 38 97-98)

2R.76.020 Responsibility for implementation of equal employment opportunity plan.

A. City Council. The Chico city council has ultimate responsibility for the equal employment opportunity plan and for ensuring its effective implementation.

B. City Manager.

The city manager has responsibility for policy dissemination and reviewing and determining department heads’ performance in their efforts to meet the goals of this equal employment opportunity plan.
The city manager has the responsibility to review proposed changes in the city’s recruitment, selection, classification, grievance, and related activities and to ensure that the Director takes appropriate action on their implementation.
The city manager has the responsibility of requesting city council approval for budgetary items to be allocated to equal employment opportunity programs in amounts sufficient to achieve the approved goals.

C. Director.

The Director shall coordinate the implementation of the provisions of the plan. The Director will continually review the personnel system and procedures and recommend changes to make them more responsive and effective in meeting equal employment opportunity goals.
The Director will measure the effectiveness of equal employment opportunity goals and timetables through audit and reporting systems.
The Director will monitor transfers, appointments, promotions, terminations and other transactions to ensure proper implementation of the equal employment opportunity plan.
The Director will monitor all questions asked by an interview panel to ensure that no questions are asked which are contrary to equal employment opportunity.
The Director has the responsibility for ensuring that each individual on the employment list is properly examined.
The Director has the responsibility of ensuring, through appropriate training, that all supervisory personnel are aware of their responsibility to prevent discrimination against employees because of their race, color, national origin, gender, religion, age or disability.
The Director has the responsibility to receive and investigate all complaints regarding discrimination, and to determine courses of action to resolve such complaints.

D. Department Heads.

Department heads will ensure that supervisors in their departments understand the equal employment opportunity plan and actively support it.
Department heads will make every good faith effort to ensure that all employees and applicants are treated in a non-discriminatory manner as it relates to their race, ethnicity, gender, or disability.
Department heads will be accountable to the city manager for ensuring non- discrimination in employment matters within their respective departments.
Department heads will recommend to the director suggestions for changes to the audit and reporting system to make it more effective for equal employment opportunity purposes.

(Res. No. 93 83-84 §1 (part), Res. No. 133 95-96 §3, Res. No. 38 97-98, Res. No. 113-07, Res. No. 19-13)

2R.76.030 Human resources commission.

A. A human resources commission shall be maintained to:

Evaluate and make suggestions to the city on the equal employment opportunity plan and its implementation.
Review issues of equal employment opportunity and non-discrimination in City employment.
When so assigned by Council, investigate and make recommendations on policy issues relating to personnel matters.

B. The human resources commission's membership shall be selected in accordance with Chapter 2.64 of the code.

C. The human resources commission and the city manager shall periodically report to the council regarding the status of the city's equal employment opportunity plan. Amendments to the plan as proposed by the human resources commission shall be reviewed by the city manager and submitted to council for action. The human resources commission may request to meet with the city council to discuss the city’s equal employment opportunity program or its progress.

(Res. No. 93 83-84 §1 (part), Res. No. 162 94-95, Res. No. 3 96-97, Res. No. 38 97-98)

2R.76.040 Audit and reporting system.

A. The Director will keep an annual record of the following:

Recruitment activity;
Applications received for city jobs;
Records of applicants’ performance on written, oral, and other examinations administered, and records on job analysis data supporting the job relatedness of selection procedures;

1. Records of new employee appointments;
1. Records of promotions;
1. Records of separations;
1. Records of current city work force.

All of the above information shall be compiled by protected group status.

B. Periodic reports will be submitted by the Director to the city council through the city manager.

These reports will contain information on applicants’ examination results, appointments, promotions, separations, and work force surveys.

The city council will review these reports for progress the city is making toward equal employment opportunity goals. The city council will make suggestions for improvement of the equal employment opportunity efforts and will establish whatever enforcement or redirection it feels is necessary.

(Res. No. 93 83-84 §1 (part), Res. No. 133 95-96 §3, Res. No. 38 97-98, Res. No. 113-07)

2R.76.050 Utilization analysis.

The Director shall conduct utilization analyses and develop and maintain goals and timetables which can be used to determine the extent to which protected group members are represented in the city's work force. The representation of protected group members will be compared to the distribution of such individuals in the Butte County labor force.

(Res. No. 93 83-84 §1 ( part), Res. No. 38 97-98, Res. No. 48 97-98 §4, Res. No. 113-07)

2R.76.060 Equal employment opportunity goals.

A. The overall equal employment opportunity goal for the city of Chico is to provide equal access to employment opportunities to all individuals regardless of their race, color, national origin, gender, religion, age or disability which will result in parity between the percentages of protected group members in the city work force and the percentages of protected group members in the Butte County labor force.

(Res. No. 93 83-84 §1 (part), Res. No. 133 95-96 §3, Res. No. 38 97-98)

2R.76.070 Discrimination appeal process.

A. Non-Employee and Hourly-Exempt Employee Job Applicant.

Any non-employee or hourly-exempt employee job applicant who feels that an employment opportunity was denied on the basis of race, color, national origin, gender, religion, age, or disability shall have 30 calendar days from the date of the alleged discriminatory incident to file a written complaint thereon with the Director.
Within 30 calendar days of the receipt of such complaint, the Director shall investigate, resolve if possible and respond to such complaint.
At any time during this appeal process, or if the complainant is not satisfied with the response of the Director, the complainant may pursue the matter directly with the city council or any other appropriate federal or state agency.
This appeal process shall be publicized by inclusion on the city's employment opportunity announcements and shall be posted in the personnel office.

B. Employee Job Applicant. Full-time, permanent employees of the city who feel that they have been subject to employment discrimination may utilize the grievance procedure set forth in the personnel rules or may pursue the matter directly with any other appropriate federal or state agency.

(Res. No. 93 83-84 §1 (part), Res. No. 133 95-96 §3, Res. No. 38 97-98, Res. No. 02 03-04, Res. No. 113- 07)