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7. tncJucte disabled workers when employees are pictured in consumer, promotional, or help- <br /> wan~ed aOvenisi~;,. <br /> <br />Distribute the Affirmative Action Policy via the City Finance Officer to vendors and <br />contraclo~ who deal with the City and encourage them to foliow similar practices. <br /> <br /> --.~" 9. Take positive steps to attract qualified disabled persons not currently in 1he worklorce <br /> who have requislle skills and can be recruited through affirmative action measures. <br /> <br />............. G Internal Dissemination of Policy-- - <br /> <br />-~=;;~.;~-~;;::~-:..:i:. Reahzing that an outreach program is ineffecbve without adequate internal· sUppo~ from" <br /> ':': ...... ' "::' depa~ment heads: and other employees, who may have had limited ~nta~ with disabled < <br /> persons in the past, and in order to assure greater employee ~operation and pa~icipation, <br /> the City of Ramsey shall disseminate this ~licy internally as follows: <br /> <br />1. Post the policy on company bulletin boards, including a statement that employees and <br /> applicant's are protected from coercion, intimidation, interterence, or discrimination for <br /> filing a complaint or assisting in an investigation under the Minnesota Human Rights Act. <br /> <br />2. Discuss the policy thoroughly in both employee orientation and management training <br /> programs. <br /> <br />H. Responsibility for Implementation <br /> <br />Kay E. McAIoney, Personnel Coordinator has been designated director of Ramsey's <br />affirmative action activities. <br /> <br />Her identity shall appear on all internal and external communications regarding the City of <br />Ramsey's affirmative action programs. Kay E. McAIoney has been given necessary support to <br />manage the implementation of this program, including the following activities: <br /> <br />1. Develop policy statements, affirmative action programs, and internal and external <br /> communication techniques to be certain the City of Ramsey's policies are being followed. <br /> In addition, supervisors shall be advised that: <br /> <br /> a. Their work performance is being evalualed on the basis of their affirmative-a~tion <br /> 'efforts. . . . _... <br /> <br />b. The City of Ramsey is obligated to prevent harassment of employees placed through <br /> affirmative action efforts. <br /> <br />2. Identify problem areas in conjunction with Department Heads and known disabled <br /> employees, in the implementation of the affirmative action plan, and develop solutions. <br /> <br />26 <br /> <br /> <br />