HomeMy WebLinkAboutR-1979-307i
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RESOLUTION NO. 307
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A RESOLUTION OF THE CITY OF DANIA, FLORIDA,
APPROVING THE AFFIRMATIVE ACTION PLAN FOR
THE CITY OF DANIA; AND PROVIDING THAT ALL
RESOLUTIONS OR PARTS OF RESOLUTIONS IN CON-
FLICT HEREWITH BE REPEALED TO THE EXTENT OF
SUCH CONFLICT; AND PROVIDING FOR AN EFFEC-
TIVE DATE.
BE IT RESOLVED BY THE CITY COMMISSION OF THE CITY OF DANIA,
FLORIDA:
Section 1. That the Affirmative Action Plan , a copy of
which is annexed hereto and made a part hereof, as "Exhibit A" ,
be and the same is hereby approved and adopted as the Affirma-
tive Action Plan for the City of Dania, Florida.
Section 2 . That all resolutions or parts of resolutions
in conflict herewith be and same are hereby repealed to the
extent of such conflict.
Section 3 . That this resolution shall be in force and
.� take effect immediately upon its passage and adoption.
PASSED and ADOPTED this 12th day of March, 1979 .
MAYOR - COM ISSIONER
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ATTEST:
CITY CLERK - AUDITOR
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APPROVED FOR FORM AND CORRECTIVENESS :
FRANK C. ADLER, City Attorney f
City of Dania, Florida
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THE CITY OF DANIA j s �
AFFIRMATIVE ACTION PLAN
` REVISED 12/14/78
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THE CITY OF DANIA
AFFIRMATIVE ACTION PLAN
Table of Contents
Section Page
Resolution -------
Statement of Policy -------_
City of Dania Organizational Chart -------------
Dissemination of Plan and Policy ---------------------------- I 1
Responsibility for Administration __________________ IT
1
Establishment of an Affirmative Action Committee --- III
1-2
Contracts -----------------------------
The Selection Process ------------------------------ V 2-3
Upward Mobilit 1W
y and Career Development ------------- VI
3-4
Employee Benefits ________________
---- VII 4-5
Grievance Procedures -----_____ VIII
--------------------- 5
Civil Service Plan
Police Benevolent Association - __ 5-7
Dania Association of Firefighters , Inc. -----___ 7-8
-- 8-9
Rules for Grievance Procedures ____________________
- 9-10
Labor Force Analysis ___________________ IX
--------
10-26
Goals and Timetables --------_
----- 29_28
Summation _______________
RESOLUTION NO. 307
A RESOLUTION OF THE CITY OF DANIA, FLORIDA,
APPROVING THE AFFIRMATIVE ACTION PLAN FOR
THE CITY OF DANIA; AND PROVIDING THAT ALL
RESOLUTIONS OR PARTS OF RESOLUTIONS IN CON-
FLICT HEREWITH BE REPEALED TO THE EXTENT OF
SUCH CONFLICT; AND PROVIDING FOR AN EFFEC-
TIVE DATE.
BE IT RESOLVED BY THE CITY COMMISSION OF THE CITY OF DANIA,
FLORIDA:
Section 1. That the Affirmative Action Plan , a copy of
which is annexed hereto and made a part hereof, as "Exhibit A" ,
be and the same is hereby approved and adopted as the Affirma-
tive Action Plan for the City of Dania, Florida.
Section 2 . That all resolutions or parts of resolutions
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in conflict herewith be and same are hereby repealed to the
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extent of such conflict.
Section 3 . That this resolution shall be in force and
take effect immediately upon its passage and adoption.
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PASSED and ADOPTED this 12th day of March, 1979.
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MAYOR -�CCOMMISSIONER
ATTEST:
CITY CLERK - AUDITOR
APPROVVJED FOUR FORM
,AND
D CORRECTIVENESS :
FRANK C. ADLER, City Attorney
City of Dania, Florida
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STATEMENT OF POLICY
The City of Dania recognizes the importance of eliminating employ-
ment barriers by establishing a non-discriminatory policy for its
employees and applicants for employment. Therefore , it shall now
be our policy not -to discriminate against any employee or appli-
cant for employment because of race , color, religion , national
origin, sex, age , or handicap. We will consider applicants who
are ex-offenders , based on the nature of the conviction , the date
it occurred, the relationship of the offense to the job in ques-
tion and the applicarit job qualifications .
It shall be our policy to comply with the Broward County Human
Rights Ordinance, HR 78-29 and Federal Executive Order 11246 ,
Titles VI and VII of the Civil Rights Act of 1973 , Sections 503
and 504 , which require that contractors who contract with the
government for goods or services of twenty-five hundred dollars
($2500) or more, formulate Affirmative Action Compliance Programs
for handicapped persons .
Finally, it shall be our policy to comply with the Affirmative
Action obligation imposed by the Vietnam Era Veterans Readjust-
ment Act of 1974, which requires contractors to take Affirmative
- • Action to employ and advance in employment , qualified veterans
and veterans of the Vietnam era at all levels of employment , in-
cluding the executive level . „--
This policy shall apply to all phases of employment , including
but not limited to recruitment , selection; romotion, demotion,
suspensions and termination.
Chief Executive Officer City Manager
City of Dania _
Organization
February 27 , 1979
Date
I. Dissemination of Plan and Policy
The City' s Policy Statement will be sent to the following:
All City employees
All Unions to which City employees belong
All contractors who do business with the City
Broward County organizations and media serving minorities ,
women , and the physically handicapped
Distribution will be completed by June 30 , 1979 .
The Policy will be posted -in the Personnel office and on the City
bulletin boards. Meetings will be held with elected officials ,
department heads , supervisors , union officials , and others to
publicize this policy and to remind employees of their individual
responsibility for carrying it out. Any orientation meetings for
new employees will include information on the Ci.ty 's Affirmative
Action Program.
II. Responsibility for Administration
To assure implementation of the Affirmative Action Plan , Garnell
Faulk, Administrative Assistant , shall be the interim Affirmative
Action Officer. fie will be directly accountable to the City
Manager, at the administrative level , and shall be responsible
for:
(a) Implementing and communicating the plan. �
(b) Periodically reviewing the plan, placing special empha-
sis on the results achieved.
(c) Preparing workforce breakdown every six months . This
report shall include information relative to recent
• hires , terminations , and promotions , according to race ,
sex, and national origin.
(d) Receiving and inquiring into complaints of discrimina-
tion end denial of due process from other employees .
(e) Aiding the Personnel Administrator in preparing job de-
scriptions for each position and distributing the de-
scriptions to employees upon hiring.
(f) Posting his name , location, hours , and phone number in
areas most accessible to employees.
(g) Acting as an informal arbitrator in grievances and com-
plaints .
III . Establishments of an Affirmative Action Committee
(a) An Affirmative Action Committee will be appointed within two
weeks from the date of final approval of the Affirmative Ac-
tion Program by Commission. This committee will include ,
but not be limited to , females and minorities. The Affirma-
tive Action Officer will be a member of this committee.
(b) The Affirmative Action Committee will be appointed by the
City Manager and the chairperson will. have direct administra-
tive access to the City Manager.
(c ) The committee will meet once every monL}i to evaluate the pro-
gress of the plan , to provide feedback to the Affirmative
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Action officer and to offer suggestions for the .rther de-
velopment of -the plan. The committee will review and update
the plan at least once each year.
IV. Contracts
All contracts approved by the City will contain an E.E.G. clause ,
specifying that the contractor or union will not practice employ-
ment discrimination based on race, color, ancestry, religion, sex,
age, physical disabilities , politics , or other non-ability cri-
teria. This provision will be monitored by the City Attorney-
V. The Selection Process
The City's application form has been revised to insure that all
information requested is job-related and non-discriminatory. No-
tice of job vacancies will be regularly disseminated to the fol-
lowing sources :
Broward Employment and Training Administration
Fort Lauderdale News
Fort Lauderdale Sun Sentinel
Florida State Employment Service
Hollywood Sun Tattler
Urban League Skills Bank
Westside Gazette
41RBD/WCKO Radio Stations �►
In addition, notices will. be sent -to local minority and women's
organizations (see attachments) .
A forty-eight (48 ) hour referral period shall be recognized as
"special consideration" to veterans as part of the Affirmative
Action obligation imposed by the Vietnam Veterans Readjustment
Act of 1974 .
` These ads shall run for a period of ten (10) working days prior.
to -the scheduling of any application cut-off dates or other
hiring and selection procedures . Qualification standards will -
call for the minimum education and experience necessary for suc-
cessful job performances; substitution of education for experi-
ence or experience for education will be acceptable. All ads
shall include an equivalent phrase , "we are an equal employment
opportunity employer M/F" and will not make reference to male or
female in listing job requirements.
Minority, female and handicapped persons will be encouraged to
apply for all levels of City positions. An Affirmative Action
list of the above will be maintained in the Personnel office.
When vacancies occur, the data flow list of applicants will be
utilized as a placement tool.
Employment applications shall be kept on file for three (3)
years in accordance with federal. reporting requirements for
employees. The applicant will be notified of the reason for
his/her ineligibility. For applicants who are eligible and
qualified, a roster of eligible applicants shall be established
according to job related criteria.
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(a) Job De w: tions - all job descriptions will be X"�Tewed
at leap Once a year by the Personnel Department insure
that they are current and that they accurately reflect ma-
jor job functions.
(b) Testin , - the testing of an applicant' s job qualifications
includes written examinations when feasible , appraisal of
training and experience, appraisal by an oral review board ,
and a physical agility test for police and fire positions.
(c) Written Examination - in order to determine whether tests
have a disparate impact on any race , sex or ethnic group,
(a) all persons taking tests will be asked to volunteer
information on race , ethnic groan or sex, (b) A infor•ma--
tion will be on a form separate From the applicant 's test
paper, (c) the form will explain, and the test examiner
will verbally explain to the candidate that the information
will only be used to evaluate the progress of the City's
Affirmative Action Program, (d) these forms will not be
placed in the applicant ' s files , but will be kept separate-
ly and summarized quarterly by type of examination, race ,
ethnic group, sex and pass or. fail.
(d) Interviews - Appointing officials will ask only questions
relating to the individual 's ability to perform the job in
question. For example, questions relating to an individ-
ual ' s marital or parental status or credit record should
not be asked since they have nothing to do with the indi-
vidual ' s job qualifications . The Personnel. Administrator
and Affirmative Action Officer will fill out a brief writ-
ten record on each candidate interviewed and will state
the reasons for hiring or not hiring the particular candi-
date. These selection documents will be maintained by the
Personnel Administrator and forwarded to the Affirmative
Action Officer once each quarter, along with other infor-
mation on new hires , promotions , and other affirmative ac-
tion information. (The "whole person concept" should be
employed in the final selection--testing is but one indi-
cator in selecting new employees) .
(e) Promotions - Department Heads shall inform all employees in
their departments of announced promotional examinations at
least fourteen (14 ) days prior to the last date to file ap-
plications . Notices of promotional examinations shall be
posted in`n`conspi.cuous place in the offices of the department
and City Hall in accordance to the Civil Service Rules and
Regulation proposal . Notices of promotional appointments
will also be posted in the Personnel office to insure that
interested employees in all. City departments receive ade-
quate notice. Promotional examinations will be reviewed for
job-relatedness: in the same manner as other examinations.
Vl . Upward Mobility _and Career Development
Examinations Or all occupations arc: now open to any present em--
pl.oyee or applicant. Department Heads and supervisory personnel
will be responsible for making their employees aware of possibili-
ties for career advancement , both within the employee ' s present
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job series in other job series. For example , cle al em-
ployees with administrative ability and potential for greater
responsibility should be encouraged 'to take appropriate exami--
nations to qualify for technical and professional positions .
A clerical employee who moves into a technical or professional
classification will require much less orientation and thus will
be productive on the new job in a much shorter period of time
than a new employee hired from outr;:ide.
(a) If an employee with advancemerit potential needs further
education or other training to qualify for a. higher posi-
tion , he or she will be encouraged to take advantage of
tha Ci.ty' s cdncJ i iori,`i.l policy .
(b) The job structure will be rev.i.ewed to assure that persons
who begin their employment at the entry level may work up
to higher vacant positions after successful performance
in initial assignments.
(c) Every effort will be made to eliminate "dead-end" jobs.
with little or no promotional. potential by combining
lower level routine duties with jobs requiring greater
skills. In this way, career 'leaders can be created.
(d) Desk audits will be performed when the Department Head
recommends for such on the following basis : An employee
has been given additional responsibilities and is per-
forming at a higher level of job performance. The Person-
nel Administrator will conduct a desk audit to determine
and verify the duties that the employee is actually per-
forming in order to reclassify the position if necessary.
Reasons for reclassification must be documented by the
Personnel. Administrator and approved by the City Manager.
VII . Employee Benefits
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All employee benefits will be equally available to all employees ,
regardless of race, color, religion, national origin, sex, age ,
or physical handicap. When the grantee subcontragts, 'the sub-
contractor shall also be obliged to provide equal employee bene-
fits to subcontractor' s employees regardless of race, color,
religion, national origin, sex, age or physical handicap.
Disabilities caused or contributed to by pregnancy, miscarriages ,
abortion, childbirth, and recovery therefrom, are temporary disa-
bilities and are to be considered as such for all job related pur-
poses. Leave shall therefore be accorded to an employee for any
of the above stated causes on -the Re basis as leave is granted
for other -temporary disabilities.
A pregnant employee is entitled to use all the paid .leave such
employee has accumulated , (sick, annual , or a combination of
both types ) , for maternity reasons . If additional leave is re-
quested, it rniy be granted withouL pay. The point at which ma-
ternity leave should begin and the proper time for the employee
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to return to work after delivery , are a matter for the employee
and her physician to determine . The employee shall indicate to
the Personnel Administrator whether or not she plans to resume
her employment. Every effort will be made by the City to place
the employee in a comparable position upon her return from leave.
VIII. Grievance Procedures
Any applicant, participant or regular employee who feels that he
or she has been discriminated against because of either race ,
color, religion, sex, national origin , age or handicap , or be-
cause clue process has been denied them (as required by Tit1c VI
and VII of the Civil Rights Act of 1964 ) or any other issues
relating to conditions of employment, benefits , staff or program
operations may file a complaint with the Affirmative Action Of-
ficer.
All grievance procedures will be processed in the following man-
ner, depending upon the contract that the affected employee is
governed under:
1. Civil Service Plan
(a) The employee shall first take his/her grievance to
: . their immediate supervisor who shall make a decision and
advise the employee within three (3) working days . It is
not necessary or desirable that the grievance be presented
in writing to the supervisor. Supervisors are encouraged
to consult with their Division Heads , Department Heads ,
Personnel Administrator, or any other individual who may
be qualified to offer assistance or information which will
aid the supervisor to reach a mutually equitable decision.
(b) If the grievance is not resolved by the immediate
supervisor to the satisfaction of the employee, or if a
decision is not made by him within three (3) working days ,
the nature of the grievance and the desired solution may
be submitted in writing by the employee to his Department
Head. A duplicate copy should be sent by the 'employee to
the Personnel Administrator who shall review the grievance
and immediately notify the employee and his Department Head
whether the grievance is subject to established ordinances ,
administrative regulations or these rules . Upon receipt of
notice from the Personnel Administrator that the grievance
is not subject to established ordinances , regulations or
rules , the Department Head shall then alive the responsibil-
ity for settling the grievance and shall inform the employee
in writing of his decision within Five ( 5 ) working days .
Grievances which are subject to charter, ordinance , admin-
istrative regulation or these rules shall be handled as pro-
vided therein.
(c) If the disposition of the grievance by the Department
flead is not satisfactory to Lhe employee , or if a decision
is not made within five ( 5 ) working days , the employee may
in writing, request his Department Hr�ad to refer his/her
grievance to the City llanapev. All. such request:,, will be
forwarded to the City Manager by the Departmetn Head with-
out delay. This request must be filed by the employee
within five ( 5 ) working days after receipt of the Depart-
ment Head' s decision and, in any case, not later than ten
(10 ) working days after the original request has been sent
to the Department Head. A copy of the request for review
by the City Manager shall be sent by the employee to the
Personnel Administrator. The City Manager , upon being
notified by the Department Head of an appeal may affirm
deny, or modify the decision of the Department Head, or
he may refer the appeal to the Personnel Administrator for
submission to a grievance committee. Tn the event- the
Department Head has readied no decision within the allot-
ted five (5 ) working days , the City Manager may decide the
case himself or refer the matter to the Personnel Admin-
istrator for submission to a grievance committee. The City
Manager will act upon an appeal within ten (10 ) working
days .
(d) When the Personnel Administrator is so notified by the
City Manager, he shall assemble a grievance committee with-
in ten (10 ) working days following receipt of such notice.
A grievance committee shall be composed of three (3) mem-
bers . One member shall be the employee or his representa-
tive, one member shall be the Department Head or his rep-
resentative , and a third member, who shall serve as chair-
man, shall be selected and mutually agreed upon by the
first two (2 ) . If an agreement cannot be reached , the
Personnel Administrator shall appoint the third member.
The chairman of the grievance committee shall schedule a
hearing to be held within fifteen (1 5 ) days , at a suitable
time and place, and shall so notify his committee members ,
the employees , the Department Head , and the Personnel Ad-
ministrator.
(e ) Within ten (10) days following the conclusion of the
hearing, the grievance committee shall supply the City
Manager with four ( ) copies of its report and recommenda-
tions , as approved by a majority of the committee. Upon
receipt of the committee ' s report and recommendations , the
City Manager shall put in writing the course of action he
intends to follow and shall forward one (1 ) copy of his
decision and one (1) copy of the committee ' s report and
recommendations to the Department Head ; one (1 ) copy of
each to the employee ; and one (1 ) copy of each to the Per-
sonnel Administrator. The fourth copy shall be retained
by the City Manager. The decision of the City Manager,
following consideration of the report and recommendations
of the grievance committee, shall he final and the employee
shall have no further right of administrative appeal .
(f) Appeal to the Civil Service Board - the charter and
these rules grant to regular employees the right to have
reviewed by the Civil Service Board , action leading to the
removal , suspension, or reduction in rank of the employee.
It .is not intended that the grievance procedure herein set
out , conflict with , suPersedc , or in any way jeopardize
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this right. Rather, it is expected that this procedure
will apply to prevent problems , complaints or disputes
from becoming so serious as to necessitate a personnel
action subject to Civil Service Board Review.
2 . Police Benevolent Association - Grievance and Arbitration
Procedures
Section 1. To promote better employee-employer relations ,
both parties pledge their cooperation to settle any grievance
or complaints that might arise out of the application ofof the
contract' by use of these procedi_tres .
Section 2 . The term "grievance" means disagreement submitted
in writing and signed by a member over the interpretation and
application of the terms of the agreement , hereinafter refer-
red to as a "contract grievance" or any disagreement , other
than a contract grievance, over conditions which are in whole
or in part subject to the control of the Chief of Police of
the City of Dania and which involves safety or health hazards ,
unsatisfactory physical facilities , surroundings , materials ,
equipment, unfair or discriminatory supervision and unjust
treatment by fellow members , hereinafter referred to as a
"non-contract grievance" .
Section 3. Procedure Defined
Step I. Any employee claiming a breach of any provision of
this contract (including non-contract grievance) shall refer
the grievance to the P. B.A. to be legitimate , the P.B.A. or
its representative shall present the grievance to the Chief
in writing. The written grievance shall state the nature of
the grievance , the section of the contract violated and the
remedy suggested. The grievance shall be presented within
twenty-one (21) days from the date thereof. The Chief shall
w respond to the grievance in writing fourteen (14 ) days , to
the P. B.A.
Section 4 .
Step II . If after fourteen 04 ) days from the date of sub-
mission to the Chief, or from the date of his reply, the
grievance still remains unadjusted, the person presenting
the grievance shall have fourteen (14 ) days to present per-
sonally with the P. B.A. the grievance in writing to the City
Manager.
Section 5.
Step III . The City Manager, shall have twenty-one (21) days
to reply. If he does not respond within twenty-one (21 )
days , or from the date of their response , the officer shall
have fourteen (14 ) day.,; to serve notice of his intention to
arbitrate 'the grievance. Such notice shall be in writing.
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Section 6. After the grievance has been so presented , the
parties , or their representatives shall elect one arbitra-
tor each. Those arbitrators shall then select a third.
Section 7. The arbitrators ' decision shall be final and
binding on the parties .
Section 8 . The arbitrators shall be asked to submit their
award within thirty (30) days from the date of the hearing.
Their decision may also provide retroactivity and shall
state the effective date.
Section 9. The City and the P.B.A. shall divide equally the
compensation of the arbitrator, the cost of any hearing room.
Section 10. Any cost for recording shall be paid for by the
party requesting it.
Section 11. Should a dispute arise over any provision after
this agreement has expired, said dispute shall not be arbi-
trable.
• Section 12. Should an arbitrator' s decision conflict with
any Federal statutes , Florida statutes , City of Dania ordi-
nances and/or the administrative rules of the Department of , ..,
Commerce Public Employee ' s Relations Commission , then such
ruling(s ) or any part thereof shall be invalid to the extent
of such conflict.
3 . Dania Association of Firefighters , Inc.
Any grievance , defined as a claim reasonably and suitably
founded on a violation of the terms and conditions of the
agreement, shall systematically follow the steps outlined
below as the grievance procedure . Any grievance filed shall
refer to the provision or provisions of the agreement alleged
to have been violated and shall adequately set forth the facts
pertaining to the alleged violation, and such .grievance shall
be limited to the application and interpretation of this agree-
ment. A grievance must be communicated to the employer either
orally or in writing by the employee or the union within five
(5 ) working days from the events giving rise to the grievance ,
otherwise it is deemed to be waived.
Step 1. The aggrieved employee shall present orally or in
writing his grievance to his immediate supervisor. Discus-
sions will be informal for the purpose of settling differences
in the simplest and most direct manner. The immediate officer
shall, reach a decision and communicate it orally or in writing
to the aggrieved empl.oycc within two (2 ) working days from the
date the grievance was presented to him.
Step 2_ Tf the grievance is not settled at the first step,
the aggrieved employee , within three ( 3 ) working days , shall
present the wvitten grievance to the Fire Chief of his desig-
nec . The Fire Chief or his designee shall obtain the facts
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concerning the alleged grievance and shall , within five (5)
working days following receipt of the written grievance , con-
duct a meeting between himself, his representative , if needed,
and the aggrieved employee. The aggrieved employee may be
accompanied at this meeting by his representative. The Fire
Chief or his designee shall notify the aggrieved employee in
writing with a copy to the union, of his decision not later
than five ( 5) working days following the meeting date .
Step 3. If the grievance is not settled at the second step,
the aggrieved employee within three (3) working days shall
forward the written grievance to the office of the City Mana-
ger. The City Manager or his designee shall meet with the
aggrieved employee and/or his designated grievance represent-
ative within ten (10) working days after receipt of the griev-
ance unless such time is mutually extended in writing. The
City Manager shall furnish a copy of his decision in writing
to the aggrieved employee, with a copy to the union , within
five (5 ) working days after -the meeting , unless this period
is extended by mutual agreement in writing.
Step Lt. If the grievance is not settled at Step 3 , the griev-
ance shall be submitted within ten (10) working days to arbi-
tration. The award of the arbitrators shall be final and
binding.
RULES FOR GRIEVANCE PROCESSING
A. The grievance must be brought forward as soon as might be
reasonable to have known to exist and within five (5) working
days as set forth herein. The grievance, if in writing,
shall be submitted on the sample form attached to this agree-
ment.
B. Time limit at any stage of the grievance procedure may be ex-
tended. by mutual written agreement of the parties involved at
that step.
C. A grievance presented at Step 2 and all above , shall be dated
and signed by the aggrieved employee presenting it. A deci-
sion rendered shall be written to the aggrieved employee and
shall be dated and signed by the employee' s representative at
that step.
D. When a written grievance is presented , the employer's repre-
sentative shall acknowledge receipt of it and the date there-
of in writing.
E. A grievance not advanced to the higher step within the time
limit provided shall be deemed permanently withdrawn as hav-
ing been settled on the basis of the decision most recently
given. Failure on the part of the employer's representative
to answer within the time set .forth in any step will entitle
the employee to proceed to the next step.
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F. When a grievance is reduced in writing, there shall be set
forth in the space provided on the grievance form, a complete
statement of the grievance and the facts upon which it is
based together with the section or sections of this agreement
claimed to have been violated and the remedy of correction
requested. In absence of the required information , the
grievance will be deemed void.
G. This grievance procedure is the exclusive method of resolving
disputes relating to the application and interpretation of
this agreement.
H. The cost of the arbitration shall be borne equally by both
parties , provided however, either party requesting a tran-
script of -the hearing shall bear the cost of same.
I. The City will choose two arbitrators and the union will
choose two arbitrators. These four (4) arbitrators will
choose a fifth arbitrator. The arbitration committee shall
hear the grievance and give a ruling. The decision of the
arbitration committee shall be final and binding.
IX. Labor Force Analysis
The purpose of an Affirmative Action Plan is results. In other b _
words, does the plan actually improve the representation of
minorities, women, and the physically handicapped in jobs and
salary ranges in which they have previously been under-repre-
sented? Results, to be meaningful , must be measured , and nu-
merical goals and timetables are a way to measure results .
These goals are not rigid quotas. They do not require or imply
that any unqualified individual should be hired or promoted.
Instead, they are a voluntary and self-imposed method of account-
ability. By holding itself accountable for results , the City of
Dania demonstrates that it is serious about its commitment to
equal employment opportunity.
The long-range goal of the City will be achieved when minority,
white, male, female, and handicapped employees are well distrib-
uted throughout all departments , kinds of jobs and salary ranges.
Achieving this goal will take a concerted effort, and the Affirm-
ative Action Plan will be used as a flexible working tool and will
be modified and up-dated whenever necessary to insure its effec-
tiveness.
The following breakdown is derived from the analysis of the labor
force for the City of Dania , Florida as of December 14 , 1978.
The problem areas are in the black female labor force percentage ,
Spanish speaking Americans and the overall female labor force
percentage. Statistics on the handicapped are unavailable at
this tune for Broward County (current) .
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The breakdown is as follows :
Black females are 6 . 06% of the labor force
Black males are 16. 36% of the labor force
Handicapped are 3 . 03% of the labor force
Spanish Speaking Americans are . 61% of the labor force
White females are 13 . 33% of the labor force
Minorities are 23 . 03% of the labor force
Females are 19. 39% of the labor force
White males are 60. 61% of the labor force
Overall , the percentile for minorities is above the p�arcentile
for Broward County.
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STATE OF FLORIDA DEPARTMENT OF COMMERCE
Division of Employment Security
105-107 East Broward Boulevard
Post Office Box 14546
Port Lauderdale, Florida 33302
October 27, 1978
The following information is furnished in response to your request for
population and labor force data for Broward County:
1. Population - April 1978 979,000
" Female 513,000
Minority 159,600
Negro 108,700
Spanish American 48,000
Others 2,900
2. Labor force - September 1978 378,300
Female 163,400
Minority 59,000
3. Employment - September 1978 349,400
Female 150,900
Minority 54,500
4. Unemployed - September 1978 28,900
Female 13,600
Minority 4,500
5. Unemployment Rate 7.6
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CITY OF DANIA EMPLOYMENT CLASSIFICATIONS
Administration
City Manager, Department Heads , Administrators and Administrative
Assistants
Professionals
Lieutenants both police and fire)
Technicians
Sergeants , Foremen , Supervisors , Inspectors (both building and
fire) Engine Operators
Protective Service Workers
Policemen, Fire Fighters, Detectives
Para-Professional
I.D. Technician , Beach Aides , Booking Officers , Dispatchers ,
Lii'eguards , Outreach Workers , Community Organizers , Recreation
Leaders, and Recreation Aides ~ "
Office of Clerical
Account Clerks , Secretaries , Clerks , Clerk Typists and Receptionists
Skilled Craft Workers
Carpenters , P— ai— ner, Equipment Operators , Mechanics , Water Operators ,
Meter Readers and Drivers
Maintenance
Maintenance (cemetery) , Small Equipment Operators , Custodians and
Boat Ramp Attendants
I -lfi-
JOB CATEGORY BREAKDOWN FOR THE CITY OF DANIA
MAINTENANCE PARA-PROFESSIONALS
Black males - 6 Black males - 8
Black females - 0 Black females - 6
White males - 6 White males - 16 + 3
White Feeiales - 0 White females - 7
H/C White male- 3
ADMINISTRATION
Black males - 2 OFFICE 6 CLERICAL
Black females - 0 Black males - 0
White males - 5 Black females - 6
White females - 3 White males - 0
- � White females - 11 + 1
PROFESSIONAL
H/C White female- 1
Black males - 0
Black females - 0 SKILLED CRAFT WORKERS
White males - 6 Black males - 7
White females - 0 Black females - 0
,a White males - 16
TECHNICIANS
White females - 0
Black males - 2
Black females - 0 TOTAL = 161
White males - 13
White females - 0
PROTECTIVE SERVICES
Black males - LI
Black females - 0
White males - 32
White females - 0
SSA males - 1
-19-
City of Dania Minority Salary Distribution
The ethnic breakdown and salary range for minorities , handicapped ,
and women, is as follows :
American Black Black Handi- White White:
Indian Female Male capped Oriental SSA Female Male
4 , 000-5 , 999 0 0 0 0 0 0 0 2 PT
6, 000-7 , 999 0 6 5 1 0 0 10 ILI
8 , 000-9 , 999 0 3 9 4 0 0 5 21
10 ,000-12 , 999 0 1 10 0 0 1 5 22
13 , 000-15 , 999 0 0 2 0 0 0 1 16
16 , 000-18 , 999 0 0 1 0 0 0 0 11
19 , 000-21, 999 0 0 0 0 0 0 1 9;
22, 000 9 over 0 0 0 0 0 0 0 3
0 10 27 5 0 1 22 10C !'
-20-
I. Population Breakdown - 1978
52.40 of the total population is female
2 . Population - April 1978 - 979 , 000
Female = 52. 40% of total population (513 , 000)
Minority = 16. 30% of total population (159 , 600)
Black = 11 . 10% of total population (108 ,700)
S. S.A. = 4 . 90% of total population (48 , 000)
Others = . 30% of total population (2900)
3 . Labor Force - September, 1978 - 378 , 000
Femal.e = 43. 230 of the labor force. (163 ,400)
Minority = 15 . 610 of the labor force (59 ,000)
4 . Employed - September, 1978 - 349 ,400
Female = 39. 92% of the employed population (150 , 900)
Minority = 15. 61% of the employed population (54 , 500)
i
5. Unemployed - September, 1978 - 28 , 900
Female = 36% of the labor force (13 , 600)
Minority = 11 . 9% of the labor force (4 , 500)
6. Unemployed Rate = 7. 6%
Special note: Veterans represent 27. 27% of the labor force for s
the City of Dania. The Police Department has 14 . 0%
of the veterans and the Fire Department has 10 . 0%.
-21-
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GOALS AND TIMETABLES (CON'T)
Goals were developed by the problems identified in an employee
availability study and minority utilization analysis of Broward
County conducted April , 1978 , and September, 1978 .
*The departments are filled to capacity. Should a vacancy occur
or additional personnel is required due to expansion of services ,
a concerted effort will be undertaken to hire minorities, women,
and the handicapped. This also applies to departments that are
currently staffed to capacity but have no minorities and handi-
capped.
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SUMMATION
The City Commission of Dania, Florida recognizes the legal and
moral responsibility to serve all the community' s citizens by
practicing equal employment opportunity. All people, regard-
less of race, color, religion, sex, national origin , age or
physical handicap, have equal opportunity to compete for po-
sitions with the City and to be judged on the basis of their
individual capabilities .
This policy of non-discrimination is not merely neutral , but
will be implemented by a positive , results-oriented program
of affirmative action. This program will benefit the City
through the efficient utilization, development, and manage-
ment of human resources.
The Affirmative Action program will effect all departments of
the City and all employment practices , including (but not
limited to) recruiting, testing, hiring, transfer, promotions ,
training, compensations , benefits , lay-off, and terminations .
All management and supervisory personnel will share in the
responsibility for implementing -this program, and management
performance in the area of affirmative action will be evalu-
ated in the same way that performance on other assigned duties
is evaluated.
Garnell Faulk, Administrative Assistant , (Telephone 981-8700 ,
extension 202 ) , has been appointed to administer the Affirma-
tive Action Plan and to make all necessary reports to the
City Manager and elected officials.
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