HomeMy WebLinkAboutM-82-01000
TO Howard V. Gary
City Manager
CITY Or MIA�At. FLORIDA
Robert D. Krause AM/-
Director
Department of Human Resources
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November 6, 1981 "F
Affirmative Action Progress
Report for 1981
Attached for your review is the Affirmative Action Progress Report
for 1981. The Affirmative Action Plan, Section 13, approved by the
City Commission on January 11, 1978 requires that this report be
prepared by the Affirmative Action Office for review by the City
Manager. If the report meets your approval, it should be forward-
ed to the City Commission and the Affirmative Action Advisory Board.
In addition to monitoring the statistical data required to assess
progress in meeting Affirmative Action goals, the Affirmative Action
Office engages in other activities which reinforce the program's ob-
jectives.
A major responsibility is to keep abreast of legislation relative
to the equal employment opportunity program and the applicability
to City functions. In this capacity a Policy Statement on Sexual
Harassment, APM-3-81, was developed and disseminated to City Depart-
ments. Several existing procedures which are relative to handi-
capped, sex and age discrimination were reviewed for revisions.
Specifically under study were procedures regarding pregnant employ-
ees, medical guidelines and age requirements for police and fire
applicants.
Training programs that reinforce equal employment opportunity are
an integral part of the Affirmative Action Plan. In June, more
than 150 employees participated in a four day multiethnic awareness
workshop, designated to increase sensitivity to minorities and women
in the community and City government.
To articulate the provisions of APM-3-81, information sessions were
conducted by the Affirmative Action Office for Department Directors
and approximately 75 employees in the Departments of Fire, Public
Works, Human Resources and Building and Zoning.
A major function of the Affirmative Action Division is the investi-
gation of complaints of alleged discrimination. The office pro-
cessed ten EEOC cases and thirty in-house complaints during 1981.
There were no judgments of -discriminatory practices rendered by
the EEOC during this reporting period. The I 'in
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Howard V. Gary
November 2, 1981
Page #2
these complaints vary and were resolved through formal investigation,
negotiated settlements or employee counseling.
The Affirmative Action Office,in conjunction with the Consent Decree
staf f, monitors departmental hiring and promotions. Since the incep-
tion of the Consent Decree in 1977, the City has shown a consistent
increase in the hiring and promotion of minorities and females.
Specific details are included in the Progress Report.
In summary, the City has made progress in total employment opportu-
nities for minorities and women. The year ahead provides an opportu-
nity for continued efforts.
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