The purpose of Rule 5 is to explain the Commission's policy on affirmative action and equal employment opportunities for applicants and City employees.
The Human Resources Department will carry out its responsibilities as provided in the City Charter without regard to race, color, creed, religion, ancestry, national origin, sex, affectional preference, disability, age, marital status, or status with regard to public assistance. These responsibilities include, but are not limited to: recruitment, selection, promotion, demotion, transfer, layoff, leaves of absence, training, disciplinary actions and classification. Additionally, the Civil Service Commission and Human Resources Department will work cooperatively with the City agency charged with the primary responsibility of ensuring equal and non-discriminatory treatment of individuals including access to appropriate data and documents that are relevant to the investigation of a verified charge.
The Human Resources Department will take affirmative steps to ensure that women, minorities, and persons with disabilities are adequately represented at all levels of City employment. The City is committed to seek out, address and remedy the effects of present and past discrimination that may present barriers to the full employment of these persons. This will include cooperating in the establishment of reasonable goals and timetables for the hire and promotion of women, minorities, and persons with disabilities. In order to assist in the attainment of these citywide goals, the Human Resources Department will carry out these affirmative actions: (CSC 3/14/02)
A. Intensively recruit protected class persons to ensure representation;
B. Provide test tutoring wherever appropriate and feasible;
C. Make every effort to ensure adequate representation of protected classes at each step of the way when the selection process consists of successive hurdles;
D. Provide for alternative methods of testing when applicants have a disability that limits them in the test but not on the job;
E. Provide for expanded certification procedures whenever appropriate so that departments will have sufficient opportunities to select protected class persons in those job classes where they are inadequately represented; and, (CSC 11/22/94)
F. Any other affirmative actions that are appropriate, legally allowable, and called for according to the City's Affirmative Action Management Program and/or current labor contracts.
Last updated Dec. 23, 2011