CROSS REFERENCE: See St. Tammany Personnel Policies and Procedures being Chapter 2, Division 2, Sections 2-048.0 through
2-048.38 of the Code of Ordinances of St. Tammany Parish, Louisiana.
The Parish of St. Tammany through the St. Tammany Parish Police Jury adopts and will
implement this plan to fulfill Federal Highway Administration/Louisiana Department of
Transportation and Development requirements, supplementing existing plans of similar
nature. (Ord. No. 81-178, adopted 04/02/81)
The St. Tammany Parish Council hereby adopts Attachment A as its official policy statement
on equal employment opportunity. (Attachment A was not published in the Municipal Code
publication of the Ordinances for St. Tammany, 1979-1987. It is reported to be available in
the Office of the Police Jury.) (Ord. No. 81-178, adopted 04/02/81)
(f) The President of the Police Jury will designate an individual (for purposes of this plan,
referred to hereinafter as the EEO Officer) who will have the responsibility for, and is
capable of effectively administering and promoting an active program of equal
employment opportunity and is assigned adequate authority and responsibility to do so.
(g) The designated EEO Officer is responsible and accountable to the following official(s): The President of the Police Jury and the Parish Manager.
(h) The EEO Officer is responsible for: Equal Employment Opportunity and Title VI, Civil Rights Act.
(a) The President of the Police Jury of St. Tammany Parish will in such manner and from he
elects, convey his support of the EEO policy and affirmative action plan to key officials,
managers and supervisors throughout the jurisdiction, charging each to cooperate with
and assist the EEO Officer and holding each responsible and accountable for effective
EEO implementation within their respective area of operation.
(b) All members of the Parish of St. Tammany staff and work force who are authorized to hire, supervise, promote, recommend training, reassign, demote, discharge or otherwise recommend, cause or are substantially involved in any change in an employee's status, will be made fully aware of the jurisdiction's EEO policy, this affirmative action plan, and the jurisdiction's contractual obligations, and made accountable for effective implementation within the operational area each such person is assigned or involved in. To ensure that this commitment is carried out and met, the following actions will be taken, as a minimum:
(1) Periodic meetings of supervisory and personnel office employees will be conducted, beginning within forty-five (45) days of adoption of this plan and thereafter no less often than once each year, at which times the jurisdiction's EEO policy and implementing procedures will be reviewed, explained and discussed. Such meetings will be conducted by the EEO Officer or other knowledgeable official.
(2) Newly hired supervisory and personnel office employees will be given a thorough indoctrination by the EEO Officer or other knowledgeable official covering all aspects of the jurisdiction's equal employment opportunity obligations and procedures within thirty (30) days of their reporting for employment duties.
(3) Personnel engaged in direct recruitment activities will be instructed by the EEO Officer or other knowledgeable official in the jurisdiction's procedures for locating and hiring minorities, females or other groups of persons under represented in the jurisdiction's work force.
(4) Documentation of meetings and other actions taken in fulfillment of subsections (b)(1) - (3) above will be maintained and available for review by Federal Highway Administration, Louisiana Department of Transportation and Development authorities, upon request.
(c) In order to make the Parish of St. Tammany's equal employment opportunity policy known to all employees, prospective employees and potential sources of employees, e.g., schools, employment agencies, labor unions (where appropriate), college placement offices, community organizations, etc., the Parish of St. Tammany will take the following actions:
(1) Notices and/or posters setting forth the Parish of St. Tammany's equal employment opportunity policy will be placed in areas readily accessible to employees,
applicants for employment and potential employees. Where actual posting or
placing of notices and posters is beyond the authority and control of the Parish of
St. Tammany, as may be the case in the properties of potential recruitment sources
listed, information on the Parish of St. Tammany's EEO policy will be furnished such
sources together with information on employment opportunities and how
prospective employees may make application for employment.
(2) The Parish of St. Tammany's equal employment opportunity policy and the procedures utilized to implement the policy will be brought to the attention of employees by means of meetings, newsletters, employee handbooks or other appropriate and innovative means. Paramount effort will be made to ensure that every employee at all times knows the name of the Parish's EEO Officer and the means by which to reach him/her promptly to discuss any matter relating to equal employment opportunity without fear of intimidation or retaliation. (Ord. No. 81-178, adopted 04/02/81)
The Parish of St. Tammany has conducted, or if not, will conduct within sixty (60) days of
adoption of this plan, a thorough analysis and assessment of its organizational structure,
work force composition and personnel practices, to include:
(a) A classification plan review to correct inaccurate position descriptions and to ensure that
positions are allocated to the appropriate classifications and further, that qualification
requirements are closely job-related.
(b) Efforts to restructure jobs and establish entry level and trainee positions to facilitate and encourage advancement within skill and occupational areas.
(c) Efforts to eliminate "dead-end" positions and/or provide paths for lateral and upward mobility.
(d) Through analysis of current work force composition by organizational units and by job groupings to determine if minorities, women or other groupings of personnel are under represented or disproportionately distributed, i.e., confined to certain areas of skill and responsibility or to certain pay levels only.
(e) Identification of training needs and/or other barriers to progressive development and advancement of employees. (Ord. No. 81-178, adopted 04/02/81)
(a) The Parish of St. Tammany will set specific, measurable and attainable hiring,
placement and promotion goals, with reasonable target dates for attainment, in each
area of underutilization of qualified employees or applicants for employment, particularly
minorities and females.
(b) Goals and time tables will also be set for any other efforts and actions deemed necessary and effective to overcome deficiencies or remove barriers to employee development and advancement revealed by the assessment made in accordance with Section 6-045.00 above.
(a) Consistent with personnel needs (i.e., vacancies, turnover rate, shortage of applicants
and/or employees in certain skill areas, etc.) and unless precluded by a valid bargaining
agreement, the Parish of St. Tammany will conduct systematic and direct recruitment
through public and private employee referral sources likely to yield qualified minority,
female and other underrepresented group applicants. Such referral sources may
include, but not be limited to, state employment agencies, schools, colleges, trade and
professional organizations and minority group organizations. To meet this requirement,
the Parish of St. Tammany will identify and most importantly, establish effective referral
procedures with a sufficient number of such sources to ensure an adequate
representation of minorities and females among applicants referred.
(b) In the event the Parish of St. Tammany has a valid bargaining agreement providing for exclusive referrals or a bargaining agreement providing that current employees who are union members be given preferential consideration, the Parish of St. Tammany will observe that agreement to the extent that the system permits the jurisdiction to comply with its equal employment opportunity contractual obligations. (It has been held by various authorities that where adherence to such agreements has the effect of excluding or discriminating against minorities and/or women or obligates an employer to do so, adherence to such agreement violates federal financial assistance requirements.)
(c) The Parish of St. Tammany will encourage present employees to refer minority group and female applicants for employment by posting appropriate notices or bulletins in areas accessible to such employees. In addition, information and procedures with regard to referring applicants will be discussed with employees.
(d) When advertising for employees through public media, the Parish of St. Tammany will include in all such advertisements the notation, "An Equal Opportunity Employer." All such advertisements will be published and/or broadcast in media having a known large readership and/or listening/viewing audience among minority groups within the area from which the jurisdiction's work force is normally derived. (Ord. No. 81-178, adopted 04/02/81)
Wages, working conditions and employee benefits will be established and administered, and
personnel actions of every type including hiring, placement, upgrading, promotion, training,
transfer, demotion, layoff and termination, shall be made without regard to race, color,
religion, sex, national origin or to handicap of an employee except where job-related factors
or reasonable accommodation for the handicapped person warrants. The following actions,
as a minimum, will be taken:
(a) The EEO Officer will conduct periodic inspections of the jurisdiction's buildings and other
properties where employees work to ensure that working conditions and employee
facilities do not indicate discriminatory treatment.
(b) The EEO Officer will periodically evaluate payrolls and pay scales to determine any evidence of discriminatory wage practices.
(c) The EEO Officer will periodically review selected personnel actions (e.g., all new hires during a selected period, or all promotions, demotions, terminations etc., again for a selected period) to determine whether there is evidence of discrimination (as when a disparate number of minorities and/or women appear to be affected by the particular personnel action under review). Where such evidence is found, the EEO Officer will promptly initiate appropriate corrective action. If the review indicates that the discrimination may extend beyond the particular action(s) reviewed, such corrective action will include all affected persons. (Ord. No. 81-178, adopted 04/02/81)
CROSS REFERENCE: See St. Tammany Personnel Policies and Procedures being Chapter 2, Division 2, Sections 2-048.0 through 2-048.38 of the Code of Ordinances of St. Tammany Parish, Louisiana.
The Parish of St. Tammany through its personnel policy will establish effective procedures
for counseling of employees on Equal Employment Opportunity matters and for the receipt,
investigation and resolution of complaints filed by employees. (Ord. No. 81-178, adopted
(a) The Parish of St. Tammany will keep such records as are necessary to determine
compliance with equal employment opportunity contractual obligations. The records
kept will be designed to show:
(1) The number of minority and nonminority group members and women employed in each work classification;
(2) The efforts and progress being made in locating, hiring, training, qualifying and upgrading minority and female employees;
(3) The efforts and progress being made in cooperation with unions to increase employment opportunities for minorities and women, if applicable;
(4) Contracts made with applicant referral sources and results obtained therefrom;
The foregoing plan has been adopted by the St. Tammany Parish Police Jury to comply with
the requirement of the Louisiana Department of Transportation and Development for
participation in the Off-System Bridge Replacement and Rehabilitation Program. (Ord. No.
81-178, adopted 04/02/81)