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<br />. <br /> <br />e <br /> <br />5. Evaluate promotion policy in order to expand areas of <br />cons ide ration and ba s i s for selec t ion, and to.. del ete <br />unneces~ar~_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 activ~u r.ecrui.t femal.e.Ji for <br />those positions traditionally neld by males. <br /> <br />.;' <br /> <br />8. Conduct a continuous review of job classifications to <br />ensure job relatedness and the elimination of factors <br />that would adversely affe0.t 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 accofdance with Section 1602.36 of the <br />Recordkeeping Regulations of the Equal Employment <br />Opportunity Commission. <br /> <br />10. Submi t qua rterly reports to the City Manager <br />indicating the status of the City's 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. Possess and exhibit a firm and good-faith effort in <br />their commitment to and compliance with equal <br />employment opportunity and affirmative action. <br />