New Chapter 14.5 Entitled Affirmative Action Procedures

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( 1) Determine in conjunction with the City Personnel Coordinator which job categories in the department require special skills; ( 2) Implement affirmative action policies in recruitment, hiring and employment within the department by communicating policies internally and developing programs to achieve affirmative action objectives; ( 3 ) Direct an initial review of all departmental policies and procedures and provide for the revision of those policies and procedures which reflect any discriminatory practice; (4) Attempt to resolve internally disputes which arise within the department regarding affirmative action procedures; (5) Direct a departmental review of recruitment, hiring and employment procedures and goals annually in order to monitor program effectiveness and to determine where progress has been made and where further action is needed; and (6) Report all pertinent affirmative action data and progress including but not limited to departmental procedures regarding affirmative action, goals established by the department, information regarding the employment of minorities and women by the department, pertinent personnel actions of the department as well as anticipated future action, to the Mayor annually by January 31. (e) Noncompliance procedures. In the event of a dispute over noncompliance with any of the provisions of this article every effort will be made to resolve disputes within the City. Ideally, disputes should be resolved internally within each department, agency, board or commission. In the event a dispute cannot be resolved internally: ( 1) A City employee should file a complaint with the Personnel Coordinator; ( 2) An applicant should notify the Personnel Coordinator of the problem in an effort to resolve the dispute; and ( 3 ) A City employee or applicant shall also have all rights available under Chapter 2, Article 9 of this Code, entitled Human Rights Ordinance. (f) Nothing in this Article shall be construed or implemented to permit preferential protection against layoffs to any employee because of that employee' s race, sex, or national origin. ARTICLE 3 . AFFIRMATIVE ACTION IN CONTRACTING Section 14. 5-5. Application of this article. This article shall apply to all bidders and contractors for all City contracts. Section 14.5-6. Affirmative action procedures. (a) Qualification. Each bidder under a City contract must be qualified in order to be considered a responsible and responsive bidder pursuant to I.C. 36-1-9-1, et seq. and I.C. 36-1-12-1, et seq.