Res 1989-147 - Laserfiche WebLink

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and of nondiscrimination. The City of San Marcos is committed to, and shall adhere to the policy of equal employment opportunity, especially with regard to recruitment, hiring, training, transfer, promotion, compensation and benefits, layoffs, recall, and termination, which practices shall be administered without regard to race, color, creed, sex, religion, national origin, age, handicap, veteran status, or sexual preference, except in circumstances where such factor is a bona fide occupational qualification. All employment decisions shall be made with the concept of furthering the principle of equal employment opportunity. Such decisions shall be based solely upon valid requirements. All personnel will be responsible for assuring that the various aspects of the overall program which are within their immediate control are administered in compliance with the policy of equal employment opportunity; and all personnel will be evaluated on their efforts to support and advance the program and policy of equal employment opportunity. Applicable laws and regulations concerning Equal Employment Opportunity include Title VII of the Civil Rights Act of 1964 as amended, Executive Order No. 11246, OFCC Revised Order No. 4, the Vietnam-Era Veterans Readjustment Assistance Act of 1974, the Age Discrimination in Employment Act of 1967, as amended and the Rehabilitation Act of 1973, as amended. PURPOSE OF AFFIRMATIVE ACTION POLICY The purpose of the City of San Marcos's Affirmative Action Policy is to provide fair and equal employment opportunity to all qualified applicants and employees on the basis of demonstrated merit without regard to race, color, religion, sex, age, national origin, physical or mental handicap, veteran status, or sexual preference. Parity in City employment will be accomplished by: ( 1) actively recruiting protected classes for positions reflecting underutilization, ( 2) training and promotion of minorities and women into positions of increased pay status and responsibility, (3) distribution of the City's Affirmative Action Policy and other EEO related information and policies to minority groups, women's groups, employment agencies, management employees of the City, all City employees and other information sources, (4) EEO training for managers and supervisors, (5) requiring accountability for affirmative action at all levels, and (6) monitoring & evaluating, of the Affirmative Action Plan.