09 - Personnel Policies Amendment to Section 2.01

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SECTION 2.01— Eg ual O )ortung Em Flo fer In compliance with the state and federal laws including Title VII of the Civil Rights Act of 1964 and the American with Disabilities Act of 1991, the City is an equal opportunity employer. No person shall be discriminated against because of race, color, religion, sex, age, national origin, disability, pregnancy, HIV/AIDS, veteran status or any other characteristic protected by law in job application procedures, hiring, promotions, discharge, disciplinary measures, compensation, benefits, job training, and other terms or conditions of employment. Disqualification on the basis of physical requirements is prohibited unless such disqualification constitutes a bona fide occupational qualification or essential function necessary to proper and efficient administration of a job. Discrimination, including association or support of any religious organization, against any person based wholly or partly on the person's membership in, affiliation with, or contribution, donation, or other support provided to a religious organization is prohibited. The City is prohibited from withholding or terminating employment to persons based upon association or support of any religious organization. Procedures may be adapted to provide reasonable accommodation to the known physical (including the effects of a pregnancy or child birth) or mental impairments so that people with disabilities including HIV/AIDS may remain employed and productive for as long as possible. The following options may be considered: possible assignment or reassignment of job duties, leaves of absences, and flexible work schedules. The City's obligation under this policy is limited to providing reasonable accommodations that will not result in undue hardship to the City. All employees, however, are expected to perform the essential functions of their job with or without reasonable accommodation. While the ADA does protect disabled employees from employment discrimination, all employees, those with and without disabilities, have the same performance and conduct standards regarding hiring, promotion, transfer, and dismissal. City employees or applicants, who need reasonable accommodations due to a disability or feel they have been the subject of discrimination, should discuss these circumstances with their Department Head and/or Human Resources. The City will protect the confidentiality of employee medical records and information. Written consent of the employee must be obtained to share any confidential medical record and information with other staff. Those with access to confidential medical record and information must maintain strict confidentiality and privacy, separating this information from employee's personnel records. While the City acknowledges co-worker concerns regarding disabilities and encourages any employee with such concerns to contact Human Resources for educational resources, employees do not however have the right to refuse to work with someone who has a disability. An employee who wants assistance concerning a disability or a life-threatening illness should contact Human Resources.