HomeMy WebLinkAbout340-03c.' Y pp
POLICY & PROCEDURE
RFN7 a ,
Subject: Index: HRRM
EQUAL EMPLOYMENT OPPORTUNITY (EEO) Number: 34s 03
Effective Date: Supersedes: Page: Staff Contact: Approv y:
11/13/2019 2/5/2011 1 of 3 Ellen Bradley-Mak
1.0 PURPOSE:
To ensure that all employment decisions, and appointments.to City boards and
commissions, are made on a non-discriminatory basis in compliance with
applicable national, federal, state and/or local law(s).
To ensure equal treatment with respect to City-provided services.
To ensure contractors, subcontractors, and/or suppliers conducting business
within the City subscribe to non-discriminatory practices.
2.0 ORGANIZATIONS AFFECTED:
All city departments and divisions.
3.0 REFERENCES:
City Policy and Procedure#340-02— Unlawful Discrimination, Harassment, and Retaliation
City Policy and Procedure#340-01—Americans with Disabilities Act (ADA) Compliance
City Policy and Procedure#370-06- Hiring Process
Collective Bargaining Agreements
Equal Employment Opportunity Commission (EEOC)
Washington State Human Rights Commission (WSHRC)
RCW 49.60 (Law Against Discrimination)
City of Renton Professional Services Agreement
4.0 POLICY:
4.1 It is the policy of the City of Renton to ensure that every employee is able to
enjoy a work environment free from all forms of unlawful employment
discrimination. All decisions regarding recruiting, hiring, promotion, assignment,
training, termination, and other terms and conditions of employment will be
made without unlawful discrimination on the basis of:
Equal Employment Opportunity(EEO)
P&P 340-03
p. 2
Race and Color
National Origin
Sex
Age (over 40)
Religion and Creed
Disability (including HIV, AIDS, and Hepatitis C status)
Marital Status
Pregnancy and Maternity
Sexual Orientation, including Gender Identity
Honorably discharged Veteran or Military Status
Use of a trained Guide Dog or other Service Animal
Genetic Information
And/or any other class or characteristic as protected by law
4.2 Contractors, subcontractors, and suppliers conducting business within the City
of Renton shall affirm and subscribe to non-discriminatory practices and fair
treatment as set forth by law, and as defined in the City's Professional Services
Agreement.
4.3 The U.S. Equal Employment Opportunity Commission (EEOC) is responsible for
enforcing federal laws that make it illegal to discriminate against a job applicant
or an employee because of the protected classes listed in 4.1.
4.4 The Washington State Human Rights Commission (WSHRC) enforces the
Washington State Law Against Discrimination, RCW Chapter 49.60, and prohibits
retaliatory, adverse action against any person who has filed a complaint,
participated in an investigation, and/or opposed any practice forbidden by the
law.
4.5 The City of Renton will cooperate fully with all human rights organizations and
commissions that promote fair practices and equal opportunity in employment.
5.0 DEFINITIONS:
5.1 Discrimination under this policy and the law occurs when a City employee
suffers any adverse employment action, such as discipline, termination, or
unfavorable working conditions, and a substantial reason for the adverse
employment action is due to a protected class or characteristic as protected by
law. Discrimination can take the form of disparate treatment or failure to
provide a reasonable accommodation.
Equal Employment Opportunity(EEO)
P&P 340-03
p.3
5.2 Disparate treatment is treatment of an individual that is less favorable than
treatment of others for reasons based upon a class or characteristic as protected
by law.
5.3 Reasonable accommodation is a logical modification or adjustment to the work
environment to enable a qualified individual with a disability to perform the
essential functions of the position, or to meet the needs of an individual's
religion, so long as it does not jeopardize safety or pose an undue hardship to
the employer.
6.0 PROCEDURES:
6.1 Any employee who feels they have experienced discrimination as defined in this
policy in relation to a condition of employment should report the incident in
accordance with policy #340-02 — Unlawful Discrimination, Harassment, and
Retaliation, section 6.3; or policy #340-01 — Americans with Disabilities Act
ADA) Compliance, section 6.6.