HomeMy WebLinkAbout881214.tiff RESOLUTION
RE: APPROVE ADOPTION OF WELD COUNTY AFFIRMATIVE ACTION PLAN
WHEREAS, the Board of County Commissioners of Weld County,
Colorado, pursuant to Colorado statute and the Weld County Home
Rule Charter, is vested with the authority of administering the
affairs of Weld County, Colorado, and
WHEREAS, the Weld County Commissioners intend to abide by
Equal Employment Opportunity practices in the employment of
employees within the County, and with those individuals applying
for and participating in programs offered to Weld County residents
through Federal, State, and local assistance programs, and
WHEREAS, the Affirmative Action Plan, updated in December,
1988 , represents a joint and ongoing effort by Weld County
Government to refine, improve, and direct Equal Employment
Opportunity and a program of affirmative action, and
WHEREAS, it is recognized that Equal Employment Opportunity
can only be developed and implemented through total commitment to
the concepts of an Affirmative Action Plan and be made a part of
an administrative process to assist in assuring that no person or
group of persons will be discriminated against on the basis of
race, color, religion, sex, national origin, age, handicap,
disabled veterans and Vietnam era veterans, or political
affiliation or belief, and
WHEREAS, the content of the Affirmative Action Plan, updated
in December, 1988 , is intended to provide a comprehensive view of
a unified Affirmative Action Program, and it will demonstrate Weld
County Government's commitment to the concept of Equal Employment
Opportunity and integrate the principles and functions of an
integrated Affirmative Action Program, and
WHEREAS, the Board deems it advisable to adopt the
Affirmative Action Plan updated in December, 1988, a copy of which
it attached hereto and incorporated herein by reference.
NOW, THEREFORE, BE IT RESOLVED by the Board of County
Commissioners of Weld County, Colorado, that the Affirmative
Action Plan, updated in December, 1988 , be, and hereby is,
adopted.
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RE: ADOPT AFFIRMATIVE ACTION PLAN
The above and foregoing Resolution was, on motion duly made
and seconded, adopted by the following vote on the 28th day of
December, A.D. , 1988 .
BOARD OF COUNTY COMMISSIONERS
ATTEST: WELD COUNTY, COLORADO
Weld County erk and Recorder EXCUSED
and Clerk to the Board Gene R. Brantner, Chairman
BY:
C.W.K , P` -Tem
Deputy/ounty erk
APPROVED AS TO FORM: a•que \ nne h - •n
Gor
County Attorney
Frank '•mag ch
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WELD COUNTY
AFFIRMATIVE
ACTION
PLAN
UPDATED: DECEMBER 1988
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I. Introduction
The Weld County Commissioners intend to abide by Equal Employment
Opportunity practices in the employment of employees within the County, and
with those individuals applying for and participating in programs offered to
Weld County residents through Federal, State, and local assistance programs.
It is recognized that Equal Employment Opportunity can only be developed and
implemented through total commitment to the concepts of an Affirmative
Action Plan and be made a part of an adminstrative process to assist in
assuring that no person or group of persons will be discriminated against on
the basis of race, color, religion, sex, national origin, age (40-70) ,
handicap, disabled veterans and Vietnam era veterans, or political
affiliation or belief .
The Affirmative Action Plan represents a joint and ongoing effort by Weld
County Government to refine , improve, and direct Equal Employment
Opportunity (EEO) and a program of affirmative action.
The content of this Affirmative Action Plan is intended to provide a
comprehensive view of a unified Affirmative Action Program. It will
demonstrate Weld County Government's commitment to the concept of Equal
Employment Opportunity and integrate the principles and functions of an
integrated Affirmative Action Program.
The Affirmative Action Plan identifies, analyzes, and sets measureable goals
and targets for 24 Weld County departments.
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II . Assignment of Responsibility
A. Affirmative Action Officer
L . The Affirmative Action Officer shall implement policies included
in this plan and shall review the plan at established intervals to
monitor and update the plan as well as the Affirmative Action
activities of all management personnel.
2 . The Affirmative Action Officer and other appropriate committee(s)
shall review the plan at established intervals.
3. The Affirmative Action Officer shall implement a system of
receiving and investigating complaints of discrimination for
applicants, participants and employees of Weld County.
4. The Affirmative Action Officer shall maintain records of all Equal
Employment Opportunity (EEO) activities.
5. The Affirmative Action Officer shall monitor compliance with EEO
standards within the Affirmative Action Plan.
6. The Affirmative Action Officer shall design, implement, and
monitor internal audit and reporting systems to measure program
effectiveness and to determine where progress has been made and
where further action is needed.
7. The Affirmative Action. Officer shall act as a focal point of
Affirmative Action; particularly in the development and
implementation of the Plan, and internal communication procedures.
8. The Affirmative Action Officer shall assure that current legal
information affecting Affirmative Action is disseminated to
responsible officials.
9. The Affirmative Action Officer shall serve as the liaison between
Weld County regulatory agencies, minority and women's
organization, and other community groups.
10. The Affirmative Action Officer shall develop and implement
external communication procedures.
11. The Affirmative Action Officer shall collect and analyze
employment, applicant, and participant data, identify problem
areas, set goals and timetables, and develop programs to achieve
these goals.
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B. Weld County Departments
1 . All nanagement personnel share responsibility for
implementing the Plan in their respective departments and
sub-departments throughout Weld County Government.
2. The Personnel Department shall have overall responsibility to
maintain Affirmative Action records, and to submit related
reports to the Board of County Commissioners.
3. The Personnel Department will collect and analyze employment,
applicant, and participant data, identify problem areas, set
goals and timetables, and develop programs to achieve these
goals.
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C. Equal Opportunity Committee
The Weld County Commissioners shall be the Equal Opportunity Committee
and shall have the ultimate responsibility of enforcing and monitoring
the Affirmative Action Program. The Equal Opportunity Committee shall
also ensure compliance with the Affirmative Action Program.
This Plan in no way supercedes the general statuatory authority
assigned to the Weld County Commissioners, Weld County Clerk, Weld
County Treasurer, Weld County Assessor, Weld County District Attorney,
Weld County Sheriff, and other elected officials by the Colorado
Revised Statutes of 1973, as amended or Weld County Home Rule Charter.
Additionally, the Affirmative Action Officer and the EEO Officer shall
provide staff support to the Equal Opportunity Committee. This will be
considered a resource allocated to the Affirmation Action Plan.
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III. Authority
The Affirmative Action Pltnn is developed under the authority of Federal and
State laws , rules and executive orders . The following affect Equal
Employment Opportunity for persons employed by ?Feld County, Lod those
applying for or participating in employment programs;
A. Title VII of the Civil Rights Act of 1964
Title VII of the Civil Rights Act of 1964 (as amended by the Equal
Employment Opportunity Act of 1972) prohibits discrimination in
Federal, State, and local governments, and in the private sector on the
basis or race, color, religion, sex, or national origin.
B. Equal Opportunity Act of 1972
The Equal Opportunity Act of 1972 greatly augments powers and expands
jurisdiction of the Equal Employment Opportunity Commission (EEOC) in
enforcement of Title VII of the Civil Rights Act.
As amended, Title VII now includes all private employers of 15 or more
persons, all education institutions, state and local government, public
and private employment agencies, labor unions with 15 or more members,
and joint labor-management committees for apprenticeship and training.
C. Executive Order 11246
Executive Order 11246 (as amended by Executive Order 11375) was issued
by President Johnson in 1965 to prohibit discrimination in employment
by federal contractors and sub-contractors.
D. Revised Order No. 4
Revised Order No. 4, Office of Federal Contract Compliance (OFCC) , U.S.
Department of Labor, outlines guidelines which require federal
contractors to establish and maintain Affirmative Action programs to
eliminate and prevent discrimination. The order requires that within
120 days from the commencement of a contract each prime contractor or
sub—contractor with 50 or more employees and a contract of $50,000 or
more must develop a written Affirmative Action Program.
E. Equal Pay Act of 1963
The Equal Pay Act of 1963 (as amended by Education Amendments of 1972)
amends the Fair Labor Standards Act to include a prohibition against
pay differentials based on sex. All business which must pay minimum
wage are prohibited from sex discrimination. The Education Amendments
of 1972 extended the Equal Pay Act's sex discrimination provision to
include executive, administrative, and professional workers.
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F. Age Discrimination in Employment Act of 1967
The Age Discrimination in Employment Act prohibits employers of 25 or
more persons from discriminating against persons 40-70 in any area of
employment because of age.
G. Title VI of the Civil Rights Act of 1964
Title VI of the Civil Rights Act prohibits discrimination based on
race, color, or national origin in all programs or activities which
receive Federal financial aid.
H. Rehabilitation Act of 1973 (Section 503 and 504)
The Rehabilitation Act of 1973 (Section 502 and 504) prohibits
discrimination based on handicap. Section 504 includes provisions for
the assessibility of programs and services to the handicap and
prohibits employment discrimination based on handicap.
I. Uniform Guidelines on Employee Selection Procedures (1978)
The Equal Employment Opportunity Commission, the Civil Service
Commission, the Department of Labor, the Department of Justice, and the
Department of the Treasury have adopted joint uniform guidelines on
employee selection procedures.
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16'. Supportive in-house. and Community Programs
The Weld County Commissioners are fully committed to providing supportive
in-house services nrd cooperating with community programs to assure that all
employees, applicants, and participants have the opportunity to benefit from
Equal Employment Opportunities and the Affirmative Action Program.
A. Training of Supervisors
The Affirmative Action Plan is committed to the concept that training
can provide positive responses toward Equal Employment Opportunity.
Supervisors will be informed of their responsibilities and commitments
to the success of the Affirmative Action Plan and its goals. Training
areas will include management training, selection standards, job
progression, promotion procedures, transfer opportunities for staff,
and other training opportunities available to staff.
B. Supportive Services
Supportive services will be developed to assure that all employees have
equal opportunity in achieving job progression. These supportive
services will include employment counseling through the Personnel
Department and the listing of training opportunities to achieve
advancement.
C. Job-Related Education
Job-related education will be made available to Department Heads to
inform them of education programs which can improve their or their
staff opportunities to achieve upward mobility. Some of these
educational areas may include management classes, technical workshops,
etc.
D. Cooperation with Job-Related Community Programs
Job-related community programs will assist in the attainment of
Affirmative Action goals. On-the-Job Training Program will be a
primary source in training within entry-level positions. Affirmative
Action planning goals shall be introduced to affect minority and female
participation rates within Weld County.
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V. Publicizing Affirmative Action Program
A. Internally (Training and orientation)
1. Top Management
The Weld County Commissioners, Department Heads, and Elected
Officials shall he informed about the Affirmative Action Program,
its contents, and revisions on an on-going basis. Information
will he provded through intra-office memoranda, training and
orientation sessions.
The Affirmative Action Program shall be outlined in the Personnel
Manual and all job announcements shall contain the Equal
Employment Opportunity/Affirmative Action statement.
2. Weld County Employees
All Weld County employees .shall be informed of the Affirmative
Action Program through the following methods:
a. Presentation and discussion of the Affirmative Action Program
as part of the initial briefing and orientation of new
employees.
b. Publicity and informative presentations in the County
newsletter and intra-office memoranda.
c. Job announcements shall contain the Equal Employment
Opportunity/Affirmative Action statement.
d. Policy inclusion within employee handbooks and annual
reports.
e. Prominent display of posters and bulletins informing
employees of Equal Employment Opportunity policies.
f. Through local media coverage of County public proceedings
relating to Affirmative Action.
g. Through public participation on committees in the
development, formulation, and monitoring of the Affirmative
Action Plan.
h. Copies of the Affirmative Action policy statement and a
written summary of key program elements to be made available
to employees.
i. By making the Affirmative Action Plan available in its
entirety to all employees.
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3. Applicants and Pert:icipants
To inform all applicants and participants of the Affirmative
Action Program through handouts, posters, orientation
sessions, etc.
h. To inform all applicants and particpants of the grievance
procedures through written handouts, posters, orientation
sessions, etc.
B. Externally
1. Regular Recruitment Sources
Regular recruitment sources are notified that Weld County
Government is an Equal Employment Opportunity Employer and has an
Affirmative Action Program.
These recruitment sources also provide for recruitment within
minority and female groups. •
2. Sub-contractors and Vendors
Sub-contractors and vendors shall provide assurance to Weld County
through the bidding process that they are Equal Employment
Opportunity Employers. Each sub-contractor and vender shall be
informed of Weld County' s Affirmative Action Policy.
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VI. Weald County Profile
The Weld County Profile is contained in the separate document "Weld County
Affirmative Action Profile , Analysis, Goals and Timetables" . A copy of
this document can be obtained at tie Weld County Personnel Office . This
document includes all of the statistical analysis as well as the goals and
timetables.
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