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<br />All labor market representation percentages are rounded to <br />the nearest whole percentage on the assumption that female <br />minority availability is increasing. <br /> <br />CHAPTER 10 <br /> <br />EQUAL BENEFITS <br /> <br />The Office of Personnel will review periodically, at least annually, <br />all benefits for employees of the Cityto assure that the benefits are <br />available to all employees without discrimination on any grounds <br />covered by this Affirmative Action Plan. The review will include all <br />medical, hospital, accident, and life insurance programs; all <br />retirement and pension programs; and all other benefits provided by the <br />City. <br /> <br />CHAPTER 11 <br /> <br />LEAVE POLICIES <br /> <br />The Office of Personnel will insure that all leave policies of the City <br />are formulated and administered without discrimination on the basis of <br />sex or any other prohibited ground. <br /> <br />CHAPTER 12 <br /> <br />GRIEVANCE PROCEDURE <br /> <br />The City recognizes the importance of sound internal grievance <br />procedures for all employees, in order to ensure the fair treatment of <br />individual cases where discrimination is alleged. The City will strive <br />to ensure that the internal grievance procedures provide for the prompt <br />and equitable hearing of grievances and that they will be made <br />available to all employees. <br /> <br />CHAPTER 13 <br /> <br />GOALS AND TIMETABLES <br /> <br />The City of San Marcos will establish separately, for minorities and <br />women, goals and timetables relating to their employment in each major <br />job category in which they have been found to be underutilized. <br /> <br />Such goals and timetables will be stated as projections of the likely <br />representation of minorities and women which will exist on specified <br />dates in covered positions as a result of the City's good faith efforts <br />to make all aspects of its Affirmative Action Plan work. <br /> <br />Such projections will be based on utilization analysis, expected <br />turnover in positions covered, and other factors set forth in <br />applicable regulations. <br /> <br />The City's goals and timetables will not be developed or administered <br />as inflexible quotas which must be met, nor will they be administered <br /> <br />-12- <br />