240City of Anaheim Administrative Regulation
CHAPTER 2 — EMPLOYMENT PROCEDURES
Subject: Non -Discrimination Program A.R. 240
Issue Date: Aug. 1, 1984
Revised: June 24, 1998
March 15, 2006
August 30, 2006
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Purpose:
The purpose of this regulation is to establish a policy pursuant to Title VII of the Civil Rights
Act of 1964 as amended in 1972, 1978 and 1992 and the California Fair Employment and
Housing Act (FEHA), which provides for a Non -Discrimination Program (NDP) that is
committed to achieving and maintaining equal employment opportunities for all applicants and
employees.
The City of Anaheim shall recruit, hire, train, promote, transfer, separate, provide compensation,
and other conditions, benefits, and privileges or employment to employees, solely on the basis of
qualification, without regard to race, color, national origin, ancestry, religious or political
affiliation or belief, sex, sexual orientation, marital status, status as a registered domestic partner,
pregnancy, age, medical condition, disability, except where sex, age, or mental and physical
condition is a bona fide occupational qualification. In doing so, the City of Anaheim shall use
only those procedures, processes, examinations and policies that promote the intent of our Non -
Discrimination Program and the merit system principle of equal employment opportunity
throughout the City. The City of Anaheim shall make good faith efforts designed to achieve a
work force balance of minority group members and women which approximate their
representation in the appropriate labor markets.
This policy also strictly prohibits the harassment of any employee that is based on their race,
color, national origin, ancestry, religious or political affiliation or belief, sex, sexual orientation,
marital status, status as registered domestic partner, pregnancy, age, medical condition, or
disability.
Procedure:
Each Department Head will be held accountable by the City Manager for establishing and
implementing a Non -Discrimination Program and for assuring equal employment opportunity
within his/her department.
The Human Resources Director is responsible for the general administration of and the internal
and external dissemination of the comprehensive City Non -Discrimination Program and Policy,
and for the Human Resources Information System which will monitor and report the
comprehensive City Non -Discrimination Program achievements.
City of Anaheim Administrative Regulation 240
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Responsibility:
The Non -Discrimination Program statement will be disseminated internally by each Department
Head and the Human Resources Director. The policy will be disseminated externally to all
recruiting sources and to all agencies and organizations dealing with the City of Anaheim
The Human Resources Director will be responsible for coordination and administration of the
comprehensive Non -Discrimination Program. The Human Resources Department staff will
assist the Human Resources Director in the formulation of policies, the identification of problem
areas, will provide technical assistance to operating departments and monitor the progress and
evaluate the achievements of the comprehensive City Non -Discrimination Program.
All personnel policies, practices, and procedures which include but are not limited to
classification specifications, employment standards, recruitment and selection procedures,
training, work assignments, promotion, layoff procedures, and all conditions and benefits of
employment will be reviewed to ensure the elimination of artificial barriers and ensure equal
employment opportunities for all applicants, employees, and contractors.
The Human Resources Director and Department Heads will ensure that good faith efforts are
made to create and maintain a workforce that reflects the representation of the labor force.
The Human Resources Director and Department Heads are responsible for taking prompt,
appropriate action to avoid, address and minimize the incidence of any acts of harassment based
on discrimination. Employees who believe they are experiencing workplace discrimination
should seek assistance from their supervisor, manager, designated department management
employee (human resources liaison), department head or the City's equal employment
opportunity representative in the Human Resources Department.
It is not necessary to follow the chain of command to report a complaint of discrimination.
Complaints may be submitted verbally or in writing. An investigation may be conducted in
order to determine the merits of the complaint. The investigative authority will have full
authority to investigate all aspects of the complaint, including access to records and the
cooperation of any employees involved.
No influence will be used to suppress any complaint, nor shall any employee be subject to
retaliation or reprisal for filing a complaint, or for cooperating as a witness.
The City will take preventive, corrective, and disciplinary action for any behavior that violates
this policy or the rights and privileges it is designed to protect.
Attachments: None