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<br />e <br /> <br />e <br /> <br />5. Evaluate promotion policy in order to expand areas of <br />consideration and basis for selection, and to delete <br />unnecessary requirements. <br /> <br />6. Use ava ilable federal, state and local programs for <br />the recruitment and promotion of minorities, females, <br />and persons with handicaps. <br /> <br />7. Analyze and remove all artificial barriers that may <br />exist in job descriptions which tend to discriminate <br />against females, and actively recruit females for <br />those positions traditionally held by males. <br /> <br />8. Conduct a continuous review of job classifications to <br />ensure job relatedness and the elimination of factors <br />that would adversely affect minorities, females and <br />persons with handicaps. <br /> <br />9. Maintain all records of individuals no longer in the <br />employ of the City of La Porte and all applications <br />for a period of not less than two (2) years. This is <br />in accordance with Section 1602.36 of the <br />Recordkeeping Regulations of the Equal Employment <br />Opportunity Commission. <br /> <br />10. Submit quarterly reports to the City Manager <br />indicating the status of the Cityls efforts to comply <br />with the affirmative action plan, including efforts <br />of various City departments to comply with the Plan, <br />and any other pertinent data. <br /> <br />The department heads will assist as follows: <br /> <br />1. <br /> <br />Possess and exhibit a <br />their commitment to <br />employment opportunity <br /> <br />firm and good-faith effort in <br />and compliance with equal <br />and affirmative action. <br /> <br />t. <br />