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CITY OF SOUTH BEND I OFFICE OF THE CLERK conflict if they are a part of that too. So those kinds of issues would be listed by the EEOC downstate. Ms. DeRose had talked about that a few sessions ago and so that makes sense. I think this proposed ordinance more appropriately fits with the ordinances that relate to city offices and employees. Councilmember Davis continued, Subsection two (2), the ordinance clarifies the definition of employee to include all regular full-time and part-time employees. This is looked at. The officials who are separately compensated from the City and all appointed positions are encouraged to attend non-supervised training but are not required to do so.We had looked at it that even those appointed people, we looked at that and the City had requested they are encouraged but not required. And when I finish this we can have both attorneys share their thoughts regarding that and then of course have questions. Three (3), subsection three (3) clarifies a supervised employee as generally including any full or part time employee with authority to be hired, fired, demoted, promoted, transferred or disciplined. We want to make sure everybody understands that because that is a key thing. If any of your roles have hiring and firing power when it comes down to these kind of issues that is what we are talking about. Four (4) addresses the topics to be covered in the training. It is advised to eliminate possible redundancies. In this kind of topic, redundancies should not be an issue because it is so vast when it comes down to different elements of interactions of the job, outside of the job, social media and so many different things that can be covered as we look at the challenges and changes that continually go on as it relates to harassment issues. Councilmember Davis went on, Number five (5), subsection G, states the Department of Human Resources shall maintain a record of employee compliance with the training requirements and shall annually report the names of any City employee who fails to timely complete the training. They will have a list with them,they won't know who those are, so you can check from that standpoint. Number six (6), finally, we are changing the time requirement for new employees from sixty(60) days to six (6) months. That gives the employee adequate time to get everything done from that standpoint. And so, on those six points that are different from the original one (1) that has been submitted, I would like to give the floor to one (1) of the attorneys. Aladean DeRose, City Attorney with offices on the 12th floor of the County City Building, stated, I would like to commend the Council, particularly Councilmember Davis, for bringing this up. It coincides with a review that our Human Resources Department was already making.We have now expanded that and I think this shows the City's willingness and sensitivity to the issues that are facing our women, men and everyone in the workforce. It is an issue that is timely and important. The changes made were consistent with general employment practices and the difference between what the Human Rights Commission does as an agency. They primarily review claims of discrimination in the private sector. If an employee claims there is discrimination by the City, it often involves a question of whether or not the Human Rights Commission can be neutral. We believe it is always neutral and always objective but employees may not always have that same perception. Our general rule is to recommend those kinds of cases be transferred to the EEOC. Our recommendation was to change from the internal Human Rights Commission processing and supervision to Human Resources, which is where we resource all of our training for all City Employees. We work with the Commission to get best practices and ideas of what is occurring but our Human Resource Department does the actual planning sessions in consultation with the Human Rights Commission. The changes we made we think are consistent with the roles of the Council as a legislative body that recommends this to be done as well as the Administration that keeps track of who is doing the training. Those are the things that will monitor and take care of it. Kyra EXCELLENCE I ACCOUNTABILITY I INNOVATION I INCLUSION I EMPOWERMENT 455 County-City Building 227W.Jefferson Bvld]South Bend,Indiana 46601 p574.235.9221lf574.235.9173;TTD574.235.55671www.southbendin.gov 2