|
Employee Conduct Policies
<br />Equal Employment Opportunity APPM Section: 1.1 (Revised 05114104)
<br />It is the policy of the City to treat all applicants and employees without regard to race, religion, creed, color,
<br />national origin, sex, age, disability, marital or family status sexual orientation, source of income, or any other basis
<br />prohibited by local, state, or federal law, except where there are bona fide occupational requirements. The City is
<br />committed to extending equal employment opportunity to all persons in all aspects of employment including .
<br />recruitment, hiring, promotion, layoff, termination, demotion, transfer, training, pay, benefits, use of facilities, and
<br />all other terms, conditions, and privileges of employment.
<br />Affirmative Action APPM Section: 1.2 (Revised 05114104)
<br />The City is committed to having its workforce reflect the diversity of the population we serve. In addition, the City
<br />strives to have participation by all groups, including women, ethnic minorities, and people with disabilities, in all job
<br />categories. To assist us in reaching this goal, the City has voluntarily adopted an affirmative action program and
<br />develops detailed AA plans for each department. Where there is under - representation in the City's work force of
<br />any protected class population group, the City is committed to taking affirmative steps to correct the situation.
<br />The City may recruit beyond the metropolitan service area to achieve a balanced applicant pool from which to
<br />make hiring decisions. It is not the intent of the City's affirmative action program or policy to mirror the diversity of
<br />recruitment areas beyond the metropolitan area.
<br />Americans with Disabilities Act APPM Section 1.4.8 (Revised 08102104)
<br />It is the policy of the City of Eugene to comply with the provisions of the American with Disabilities Act (ADA) and
<br />applicable state and local laws that forbid discrimination in employment against qualified individuals with
<br />disabilities. (As defined in the ADA, a qualified person with a disability is an individual with a disability who can
<br />perform the essential functions of the job the individual holds or desires to hold, with or without reasonable
<br />accommodation). To this end, the City will ensure that qualified individuals with disabilities are treated in a non-
<br />discriminatory manner in the pre - employment process and in all terms, conditions, and privileges of employment.
<br />The City will give applicants and employees with disabilities reasonable accommodations, except where making
<br />an accommodation would create an undue hardship for the City. Every City employee holds the responsibility of
<br />creating an environment free from discrimination or harassment, including discrimination or harassment due to a
<br />disability.
<br />The City is also committed to complying with the requirements of Section 504 of the Rehabilitation Act of 1973
<br />which also prohibits discrimination against otherwise qualified individuals due to his/her disability. The Human
<br />Resources Manager is designated as the coordinator of the City's efforts to comply with this law, as well as the
<br />ADA.
<br />The Human Resources Division will provide notice to all applicants and employees of the procedures for
<br />requesting accommodation; work with applicants who request accommodation during selection processes; work
<br />directly with hiring supervisors to ensure compliance to the ADA; work with supervisors to ensure that they are
<br />trained on the ADA; and, work with supervisors when accommodation needs are requested by employees.
<br />Applicants or employees of the City of Eugene who feel they have a disability that requires accommodation should
<br />follow the procedures outlined below to request accommodation.
<br />Professional Conduct Policy / Prohibition against Harassment and Discrimination
<br />APPM Section 1.4 (Revised 05114104)
<br />The City of Eugene is committed to fair and impartial treatment of all employees, applicants, contractors,
<br />volunteers, and agents of the City, and to provide a work environment free from discrimination and harassment,
<br />where people treat one another with respect. It is the responsibility of all employees to maintain a work
<br />environment free from any form of discrimination or harassment based on race, creed, sex, sexual orientation,
<br />color, national origin, age, religion, disability, marital status, familial status, source of income, or any other legally
<br />protected status. The City prohibits unlawful harassment and /or discrimination. Accordingly, derogatory racial,
<br />ethnic, religious, age, gender, sexual orientation, sexual, or other inappropriate remarks, slurs, or jokes will not be
<br />tolerated.
<br />Any employee who engages in objectionable conduct is subject to discipline up to and including termination.
<br />Supervisors and managers have additional responsibility to:
<br />a. Monitor the work place and stop any discrimination and harassment; and
<br />b. Listen to and document complaints of discrimination or harassment and work directly with Human Resources staff to
<br />investigate and take corrective action where appropriate.
<br />
|