2002-R-26
'-' RESOLUTION NO. 2002-R-26 'WIll
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
EDGEWATER, FLORIDA, ENACTING THE EQUAL
EMPLOYMENT OPPORTUNITY PLAN; REPEALING ALL
RESOLUTIONS IN CONFLICT HEREWITH AND
PROVIDING FOR AN EFFECTIVE DATE.
WHEREAS, the City Council of the City of Edgewater, Florida, has made the following
determinations:
WHEREAS, the City acknowledges that it has been an Equal Opportunity Employer for
years and has honored all criteria in an effort to prohibit any form of discrimination; and
WHEREAS, the City has determined that an Equal Employment Opportunity Plan Policy
should be enacted to be honored by all; and
WHEREAS, the Personnel Director should be appointed as the Equal
Opportunity/Americans with Disabilities Acts Coordinator to ensure that all policies and practices
comply with the Plan.
NOW THEREFORE, BE IT RESOLVED by the City Council of the City of
Edgewater, Florida:
Section 1.
In an effort to prohibit/discourage any form of discrimination, the City of
Edgewater hereby adopts and enacts the Equal Employment Opportunity Plan further described in
Exhibit "A" which is attached hereto and incorporated herein.
Section 2.
The City Manager has designated the Personnel Director as the Equal
Opportunity/Americans With Disabilities Acts Coordinator to ensure that all policies and practices
maintain compliance with the Plan.
Section 3.
All resolutions or parts of resolutions in conflict herewith be and the same are
hereby repealed.
Section 4.
This resolution shall take effect upon adoption.
2002-R-26
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After Motion bycouOilvoman LichtApd Second by Cn..nn nn n.n..,.. , the vote on
this resolution was as follows:
Mayor Donald A. Schmidt
Councilman James P. Brown
Councilman Dennis A. V incenzi
Councilwoman Harriet E. Rhodes
Councilwoman Judy Lichter
PASSED AND DULY ADOPTED this
ATTEST:
For the use and reliance only by the City of
Edgewater, Florida. Approved as to form and
legality by: Scott A. Cookson, Esquire
City Attorney
Foley & Lardner
2002-R-26
AYE NAY
x
day of September, 2002.
CITY COUNCIL OF THE
CITY OF EDGEWATER,,�FLORIDA
onald A. Schmidt
Mayor
Robin L. Matusick
Legal Assistant
Approved by the City Council of the City of
Edgewater at I meeting held on this /6
day of , 2002 under
Agenda Item o
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CITY OF EDGEWATER
EQUAL EMPLOYMENT OPPORTUNITY PLAN
Page
L STATEMENT OF POLICY... ...... .... ... ............. .... ... ........ ..... .... ........2
II. ADMINISTRATIVE RESPONSmILITIES........... ..... ....... ..... ......... .....4
J][(. RECOIlJ) J{][~~IN(; J>>li()C~))1JRE~................................................4
IV. DATA COLLECTION PRODUCTION AND PRESERVATION...............4
v. APPLICANT INFORMATION .... .... ...... ... .......... ........ ..... ... ..... .... .....4
~. RA<:~/SE" REPOIlTS...................................................................5
vu. LABOR MARKET INFORMA TION .................................................5
VJ][(. CURRENT CLASS~ICATION DATA...............................................5
IX. RECRUITMENT AND APPLICATION PROCEDURES.........................6
x. UPWAIlJ) MOBILITY AND CAREER DEVELOPMENT.......................7
XI. COMMUNICATION OF THE EEO POLICY.......................................8
)(II. ~E() (;~~A~CE PIl()CE))~....................................................9
STATISTICAL INFORMATION
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Statement of Policy
The City of Edgewater, Florida is firmly committed to prohibiting discrimination on the
basis of race, color, sex, age, religion, national origin or disability status. This
commitment applies through the entire City employment process from the advertisement
review, selection hiring and disciplinary procedures up to and including termination of
employment. This commitment shall also be firmly in place as regards to job training
and other terms and conditions and privileges of employment. The City of Edgewater is
committed to a program that will insure the fairest employment practices in all
departments, divisions and units. Each department head, supervisor or other management
position is responsible to understand, communicate, and strictly enforce this policy of the
City.
All policies, procedures and practices of the City will be continually scrutinized to insure
any form of discrimination does not occur. Discrimination has no place in the City of
Edgewater and the City will use all of its facilities and resources available to insure this
does not occur. It is the City's ultimate goal and responsibility to insure that every
measure possible is taken to insure all individuals receive equal opportunity for
employment and promotion regardless of age, sex, national origin or disability status.
The City's Personnel Department shall routinely review all job classification, disciplinary
actions, applications for employment, terminations of employment, transfers, layoffs, re-
employment, and other personnel issues to insure equal treatment of all employees and
applicants. The Personnel Department of the City will insure equal treatment and insure
that the system is free of any discrimination.
The City of Edgewater utilizes a variety of pre-employment tests, exams or review
boards, and other resources to insure that it selects qualified candidates without
discrimination in the process. Promotional tests are utilized by the Police and Fire
Departments in compliance with City polices and collective bargaining agreements,
which also comply with the City's EEO Plan.
The Personnel Director of the City is appointed as the Equal Opportunity/Americans with
Disabilities Acts Coordinator with primary responsibility for implementing appropriate
polices and practices in compliance with the EEO Plan. Any concurs, questions, or
recommendations regarding the EEO Plan should be directed to the Personnel Director
who will insure the plan is up to date and in compliance with all federal, state, county and
municipal laws.
All complaints, allegations or other charges that relate to discrimination of any type by
any employee, supervisors or other within the City, shall be immediately referred to the
Personnel Director as the coordinator who in turn investigate and make referrals to the
appropriate agencies for civil or criminal review.
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The overall primary responsibility for the plan rests with the office of the City Manager
who supervises the EEO/ADA Coordinator. All levels of management and supervisory
personnel are responsible to insure full implementation and management of this plan.
They are responsible to insure discrimination does not occur as stated previously. All
Unions and collective bargaining units will comply with all the terms and conditions of
the EEO Plan and these standards will be part of all collective bargaining agreements
within the City of Edgewater. All businesses or others doing any form of business with
the City of Edgewater will, upon request, receive copies of the City's EEO Plan and will
be required to comply and support the EEO Plan and the Americans with Disabilities Act
while doing business with the City of Edgewater.
In conclusion, it is the commitment of the City Council, the City Manager's Office and
all department heads and supervisors of the City to support equal employment
opportunity for all, both in spirit and to the letter of the law.
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Administrative Responsibilities:
It is the direction of the City Council and the City Manager's Office that all department
heads, supervisors and employees support the policy of non-discrimination and equal
employment opportunity and to fully implement the policies and procedures set forth in
this plan within their respective areas of authority and to bring about the proper and
efficient administration of the EEO Program.
Record Keepine: Procedures:
The City of Edgewater will preserve various records that will contain notations on the
race and sex of each employee and applicant in the following manner:
1. American Indian or Alaskan Native
2. Asian or Pacific Islander
3. Black
4. Hispanic
5. White
These particular terms and classifications are to comply with those needed for the
standard terminology for the generation of reports to federal and state agencies and shall
be consistent with those terminologies utilized by the U.S. Census Bureau.
Date Collection Production and Preservation:
The City shall collect data on its applicants and employees to facilitate:
1. Monitoring of the EEO Program
2. Measuring the impact of the City's personnel activities upon any protective
class of applicant or employee
3. Producing various EEP related reports, and
4. Providing investigative data in regards to any potential gnevance or
complaints of discrimination
Applicant Information:
The names, addresses, telephone numbers and information regarding the racial or ethnic
group, sex, age, disability status, and veterans' status of all persons who apply for
employment or promotional opportunities within the City, when collected, will be
preserved. The Personnel Department may provide a supplemental information form to
collect additional data as necessary to facilitate the collection of this information. The
Personnel Department may also retain this form with all applications. These records will
be maintained pursuant to state and federal archive laws and should be available under
the Public Records Law as well.
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Race/Sex Reoorts:
The City shall maintain and retain reports that reflect the race and sex composition i.e.,
white males, white females, black males, black females, other males, other females, of
employees in each of the eight EEO-four job categories in accordance with the EEO
Commission requirements.
Labor Market Information:
The City shall obtain and retain relative information of the labor market composition in
the immediate area of Edgewater indicating that composition by sex, age and race. This
information will be obtained from and the Housing Report for the State of Florida. The
City shall also obtain current employment information as may be available from the local
State of Florida Employment Service for inclusion with its plan as may be amended.
Current Classification Data:
The City shall maintain a current classification chart for all authorized positions in the
City. This chart will indicate all job categories by department indicating rates of pay for
each category and the number of persons in each category or job classification. Principle
job duties for each job classification shall be maintained in the Personnel Office through
approved job descriptions. This data shall also identify those positions that have different
work shifts in a particular department and the number of employees assigned to those
types of assignments by race, sex, and national origin.
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Recruitment and Aoolication Procedures:
The City of Edgewater will attempt through all available means to disseminate
information relative to open positions within the City to females, minorities, and disabled
persons in the area. To this end, the Personnel Department will post all positions on the
City's web site and the bulletin boards throughout the City departments and at City Hall.
The City may also advertise in the local newspaper and send job announcements to the
local unemployment office and the Job Service office in the local area.
All applicants shall be recruited on a basis of minimum experience and education
requirements established through the classification system for each job classification and
job description. Application procedures have been simplified as much as possible to
insure employment candidates for minority, female, disabled, and eligible veterans are
provided easy accessibility to employment and promotion within the City.
To insure all employees who are minorities, females, disabled, and eligible veterans are
equally notified of all employment opportunities in the City, all job announcements shall
be posted conspicuously on bulletin boards in all department and City buildings and work
areas. The Personnel Director shall periodically conduct sight visits to insure this policy
is being carried out and to determine whether the bulletin boars are conspicuous and
accessible to all employees.
The City will not solicit information on employment applications, which could be
determined to indicate age, sex, national origin, or disability status. This information will
be collected at a later time through the pre-employment medical and drug screen process
and then only after an offer of employment has been given. This information will be
collected as required for statistical information to meet EEO guidelines.
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Upward Mobilitv and Career Development:
The City of Edgewater strongly supports upward mobility for all its employees. To this
end, the City has policies to encourage promotions from within the City government. All
vacancies within the classification system will first be advertised to City employees.
When the City employees submit their internal applications and meet all the minimum
qualifications for the positions, the selection process will be completed and
recommendations made to the respective department head for review and approval. If no
qualified City employees are available, the position will be advertised outside pursuant to
the EEO program. The City has also developed a program to encourage upward mobility
and career development through educational incentive payment programs. This also
includes all collective bargaining agreements the City has entered into. In compliance
with City policies the City will pay for college courses, advanced training and other skill
development programs up to and including a masters degree for required work-related
courses and for the betterment of the City operations. This will include, but shall not be
limited to: books, tuition, travel and other related expensed based on the particular need
of the department divisions or units. The employees must receive a passing grade in
order to be eligible for reimbursement or payments pursuant to this policy. In
conjunction with this policy, the Personnel Department will routinely review job
classifications and job descriptions to insure educational standards are applicable and
current so as to insure local educational institutions can be aware of and provide those
necessary courses for City employees.
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Communication of the EEO Policy:
The City of Edgewater shall communicate its policy of non-discrimination and equal
employment opportunity and the goals of its EEO Policy to:
1. All applicants for employment with the City of Edge water
2. All City employees, including but not limited to, department heads,
supervisors, management level, administrative and all other employees
including contract employees
3. All labor unions which have collective bargaining contracts and agreements
with the City
4. All federal, state and county EEO compliance agencies
5. All businesses and other organizations which have contracts with the City or
do business with the City
6. All public and private employment agencies within the area the City does
business with
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EEO Grievance Procedure:
It is the policy of the City to provide procedural due process and to adjudicate any
grievance of a City employee who believes they have received any type of discriminatory
treatment because of some condition of their employment. The City provides a grievance
procedure within the personnel policies and procedures and in all collective bargaining
agreements. In all cases, all City employees are required to contact the Personnel
Director immediately regarding any alleged discrimination issue or act to insure
procedural steps are taken to satisfy their complaints. This grievance procedure is
designed to be proactive in nature and to effectively deal with any discriminatory act
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