HomeMy WebLinkAboutEqual Opportunity Advisory BoardCITY OF MIAMI, FLORIDA
INTER -OFFICE MEMORANDUM
TO: Emilio Gonzalez
City Manager
FROM:
DATE: January 9, 2018
SUBJECT: 2018 Annual Report: Equal
Opportunity Advisory Board
Asseline Hyppolite, Administrator REFERENCES:
Office of Equal Opportunity/Diversity Programs ENCLOSURES:
Pursuant to Section 2-890 of the Code of the City of Miami, FL, please find attached the 2018
Annual Report on the Equal Opportunity Advisory Board ("EOAB"). This report was approved by
the EOAB on December 19, 2018.
Should you have any questions or concerns, please do not hesitate to contact me at (305) 416-
1990.
Cc: Todd Hannon, City Clerk
Miriam Arcia, Agenda Coordinator
AH/sn
EQUAL OPPORTUNITY ADVISORY BOARD
2018 Annual Report
Presented to:
Emilio Gonzalez
City Manager
Board Members:
Louis Marshall, HI, Chair
Corey Taylor, Vice -Chair
Viona Browne -Williams
Aurelus Dorvil
Edilfa Perez
Miriam Urra
Sergio Garrido
Anna Fernandez
Ivan Parra
Office of Equal Opportunity and Diversity Program ("EODP") Staff:
Asseline Hyppolite, Administrator
Sandra Novas, Assistant to the EODP Administrator
Marc Royster, Senior EODP Specialist
Board Attorney:
Stephanie Panoff, Assistant City Attorney
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Introduction
Pursuant to Section 2-976 of the Code of the City of Miami, Florida ("Code"), the Equal Opportunity
Advisory Board ("EOAB") is comprised of fourteen (14) members, ten (10) of which are appointed by the
Miami City Commission ("Commission"), and the remaining four (4) are appointed by each of the certified
bargaining representatives. Appointment of all individuals is effective when confirmed by the
Commission. The Administrator and/or the Specialist for the Office of Equal Opportunity and Diversity
Programs ("EODP") serves as liaison to the EOAB and provides technical and administrative assistance. In
addition, the Office of the City Attorney provides legal advice and related support when requested.
Purpose and Function of EOAB
Pursuant to Section 2-982 of the Code, the purpose of the EOAB is o review the employment policies and
practices of the City and provide advice and recommendations regarding equal employment
opportunities.
The EOAB's duties include:
(1) Review and make recommendations to the mayor and the city commission regarding equal
employment opportunities.
(2) Review employment policies and practices of the city and make recommendations to the human
resources department through the director.
(3) Conduct monthly meetings, open to the public, for discussion of equal employment
opportunities and receive reports from the director.
(4) Recommend to the mayor and city commission ordinances, resolutions, and other proposals
relating to equal employment opportunities.
(5) Make recommendations or reports to the mayor and city commission directly as deemed
appropriate by the board.
The EOAB has addressed a number of issues related to equal employment opportunities for City
employees. In turn, the delivery of City services has been enhanced by promoting a work environment
that respects cultural, ethnic and gender differences of City employees. It has helped pave the way for
providing a work environment reflective of the diverse population of the City of Miami.
There is no other Board, either public or private, which serves the same function as the EOAB.
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Major Accomplishments of the EOAB
(1) EOAB reviewed the EEO demographic composition of employees citywide.
(2) EOAB received a City Attorney's Ethic Training on the sunshine law, public records law, conflict of
interest, gift laws, financial and gift disclosure, outside employment, lobbyist and cone of silence.
(3) Joe Napoli, Deputy City Manager attended the EOAB meeting and engaged in meaningful and
interactive conversations regarding employment policies and practices, share Manager's Office
vision for the City.
(4) Dennis Jackson, Assistant Chief of Police attended the EOAB meeting and share the Chief of
Police's vision for the Police department. Engaged in a meaningful and interactive conversations
regarding Police department outreach efforts with the community.
(5) Reviewed monthly reports on all cases received by EODP.
(6) Conducted in-depth discussions on citywide employment issues.
EOAB's Fulfillment of Community Needs
EOAB members reside, work, maintain a business, or own real property within the City of Miami.
Members keep City officials apprised of community concerns related to the City's employment practices.
Members serve as a conduit to the community on the City's efforts to continue and improve upon diversity
and other employment related issues.
Ordinance Revisions/Membership Modifications
The EOAB has made a continuing effort to review the Code as it pertains to the EOAB's duties and
procedures. The EOAB recommends amendment to Section 2-982 of the Code to reflect current practices
in the area of equal employment opportunities. The EOAB has directed EODP to work with the City
Attorney's office to conduct further research on this matter, and present proposed amendments to the
City Manager's Office and City Commission. The EOAB does not recommend modification to the
membership requirements.
Costs
The EOAB does not have its own budget but operates using the EODP staff. Therefore, any costs incurred
through staff's time, mailings, and other related expenses will be incurred as part of the general budget
of EODP.
Conclusion
The EOAB was created to advise and recommend on the City's employment practices.
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The EOAB believes it is important for department directors to attend its meeting which has proven to be
a beneficial to department directors and the City. The one-on-one discussions and questions raised by the
board has prompted department directors to review and make plans to avoid possible discriminatory
employment practices against employees and to continue improving their departments and employment
relation issues.
The EOAB continues to ensure equal employment opportunities for current and future City employees.
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