DIVISION 2. - ADMINISTRATION
Part of the Code of Ordinances of East Providence, RI.
The text
Footnotes:
--- (4) --- Cross reference— Administration, ch. 2.
Sec. 11-151. - Responsibility for administration and implementation.#
(a)
The affirmative action plan commits all employees of the city to support the city's affirmative action policy. The plan reaffirms and implements the municipal government's belief in such policy and provides for a definite commitment to the policy on a continuing basis. In the implementation of this policy, the mayor exercises personal leadership in establishing, maintaining and carrying out the city's affirmative action efforts in order to promote equal opportunity in every aspect of city employment. To assist him in carrying out these policies, the affirmative action officer is assigned responsibility and authority as head of the city affirmative action policy.
(b)
Implementation of the plan will require coordination and cooperation among all divisions of city government and the community. Therefore, a permanent affirmative action committee shall be formed to work with the affirmative action officer and the mayor.
(c)
The committee shall be instrumental in the ongoing monitoring and evaluation of the affirmative action program. The affirmative action committee shall also assist in educating the general community to the provisions of the affirmative action plan and equal opportunity policy of the city.
(Rev. Ords. 1987, § 11-151; Ch. 877, § I, 6-6-23)
Sec. 11-152. - Affirmative action officer.#
(a)
There shall be created within the classified service the position of affirmative action officer who shall be hired by and responsible to the mayor. It shall be the responsibility of the affirmative action officer to ensure that any contractor or firm providing services to or doing business with the city shall adhere to equal employment opportunity, irrespective of race, creed, color, sex, national origin or age. The affirmative action officer shall be afforded the opportunity to inspect any records of firms, contractors or businesses providing services for the city, in regard to employment practices.
(b)
The affirmative action officer shall also ensure that all department and division staff openings within the municipal government shall be filled in accordance with the affirmative action plan of the city.
(c)
The affirmative action officer shall assist the personnel department in collecting and analyzing employment data, identifying problem areas, setting goals and timetables and developing programs to achieve goals. Such officer shall design, implement and monitor internal audit reporting systems to measure the affirmative action plan effectiveness and progress, and shall also be in frequent communication with the mayor to report the progress of each department. The affirmative action officer shall be knowledgeable about current legal information affecting affirmative action and equal employment opportunity. Such officer shall disseminate this information to responsible officials and the community at large.
(d)
The affirmative action officer shall cooperate with minority and women's organizations, community-based groups and all other civil rights agencies, in order to establish a workable reciprocal relationship which would lead to a broader understanding of the principles of equal employment opportunity and affirmative action among the citizens of the city.
(e)
The affirmative action officer in conjunction with the personnel director shall oversee all hiring done by the city and shall move to ensure that all hiring will be conducted through the personnel department and in accordance with the provisions of this plan.
(Rev. Ords. 1987, § 11-152; Ch. 877, § I, 6-6-23)
Sec. 11-153. - The affirmative action committee.#
(a)
Acting under the authority of subsections 11-31(3) through (5) of this Revision which gives the personnel hearing board the authority to "advise … on matters of personnel administration" and to "represent the public interest in the improvement of personnel administration in the city service," the personnel hearing board shall be an integral part of the affirmative action committee.
(b)
The committee shall consist of the three members of the personnel hearing board, as well as nine appointed members of the citizenry, among whom shall be at least one woman and representatives of minority groups. These citizens shall serve after appointment by the mayor for a period of two years. The mayor may remove a member for cause. The affirmative action committee shall elect two officers, a chair and vice-chair who shall serve in these positions for one year. The director of personnel and the affirmative action officer shall be ex officio members of this committee.
(c)
The affirmative action committee in cooperation with the affirmative action officer shall have the following responsibilities:
(1)
To review and recommend annual goals and timetables to the mayor. The goals and timetables are to be forwarded to the mayor by June 1, so funds needed for programs necessary to achieve them may be included in the mayor's proposed budget.
(2)
To review and recommend to the mayor and the city council such rules and regulations necessary to promulgate the city's affirmative action program.
(3)
To advise affected or underrepresented groups of their rights under the affirmative action plan.
(4)
To disseminate information and to educate the people of the city to a greater understanding and practice of affirmative action employment.
(5)
To make specific recommendations to the mayor and city council, so as to bring all appropriate ordinances into conformity with the policies of this program.
(6)
To recommend to the mayor and the city council a policy with respect to vendors and contractors and their obligation for affirmative action on any contract with the city.
(7)
At least once a year, to make a written report to the mayor and city council of its activities and recommendations.
(Rev. Ords. 1987, § 11-153; Ch. 521, § I, 1-4-11; Ch. 877, § XIX, 6-6-23)
Sec. 11-154. - Relationship between the affirmative action officer and the affirmative action committee.#
(a)
While the affirmative action officer will serve as an ex officio member of this committee, such officer's relationship to the committee is one of advising, sharing information and planning. The affirmative action officer will not have a vote on this committee.
(b)
The committee will recommend policy to the city council, to ensure the proper decisions and recommendations on affirmative action issues. The affirmative action committee may request that the affirmative action officer gather selected data for use by the committee.
(c)
The affirmative action officer shall make recommendations to the committee and will represent the city in any matter that does not require legal consideration or representation. The officer will make annual reports to the affirmative action committee and the mayor. The affirmative action officer shall also be available to supervise any affirmative action activity sponsored by the committee.
(Rev. Ords. 1987, § 11-154; Ch. 877, § I, 6-6-23)
Sec. 11-155. - Responsibilities of department and division directors.#
(a)
All department and division heads of the city shall be informed by the mayor of their responsibilities to adhere to this affirmative action plan for the city and shall consider these responsibilities basic to the successful operation of their particular divisions of municipal government. Supervisors and managers shall be informed that they will be expected to carry out affirmative action requirements as expeditiously as any other element of their stipulated duties.
(b)
The affirmative action officer, in cooperation with the mayor, shall initiate training sessions designed to sensitize directors, supervisors and managerial staff employed by the city to the kind of employment barriers and attitude deterrents that often hinder equal employment opportunity. The affirmative action committee membership will be utilized in the development of such sensitivity training sessions.
(c)
The affirmative action plan of the city shall be presented and discussed as a part of training and orientation programs for all employees of the city.
(Rev. Ords. 1987, § 11-155; Ch. 877, § I, 6-6-23)