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Employee Conduct Policies <br />Equal Employment Opportunity- (APPM Section 3-111) <br />The City is committed to having an employment environment that provides equal opportunities to all <br />applicants and employees. All terms, conditions, benefits, and privileges of employment with the <br />City apply to all employees regardless of race, gender, sexual orientation, color, national origin, <br />age, religion, disability, marital status, familial status, or source of income. For information on the <br />complaint procedure, see your supervisor or contact HRRS. <br />Affirmative Action- (APPM Section 3-113) <br />The objective of the City's affirmative action program is to have the City work force reflect the <br />diversity of the population we serve. In addition, the City strives to have representation by all <br />groups, including women, ethnic minorities, and people with disabilities, in all job categories. Where <br />there is under-representation in the City's work force of any population group for which the law <br />allows affirmative action, the City is committed to taking affirmative steps to correct the problem. <br />Americans With Disabilities Act- (APPM Section 3-112) <br />It is the desire and intent of the City of Eugene to comply with the provisions of the American with <br />Disabilities Act. The Human Resource and Risk Services Department will work directly with hiring <br />supervisors and their employees to assure compliance to the ADA; work with supervisors to ensure <br />that they are trained on the ADA; work with supervisors and employees when accommodation <br />needs are requested by employees; and work with applicants who request accommodation during <br />selection processes. Employees of the City of Eugene who feel they have a disability that needs <br />accommodation should bring that request forward to their supervisor. <br />Affirmative Action <br />The objective of the City's affirmative action program is to have the City work force reflect the <br />diversity of the population we serve. In addition, the City strives to have representation by all <br />groups, including women, ethnic minorities, and people with disabilities, in all job categories. Where <br />there is under-representation in the City's work force of any population group for which the law <br />allows affirmative action, the City is committed to taking affirmative steps to correct the problem. <br />Professional Conduct Policy/Prohibition Against Harassment and Discrimination- (APPM <br />Section 3-114) <br />It is the responsibility of all employees and agents of the City to treat each other with courtesy, <br />consideration, and respect and to create and maintain a work environment free of illegal <br />harassment or discrimination based on race, gender, sexual orientation, color, national origin, age, <br />religion, disability, marital status, familial status, source of income, or any other any other legally <br />protected status. Supervisors and managers have the additional responsibility to stop <br />discrimination and harassment in the work place and take appropriate steps if they receive a <br />complaint. For information on the complaint procedure, see your supervisor or contact HRRS. <br />Safety on the Job- (APPM Section 7-300) <br />City of Eugene employees have the right to expect a safe place in which to work, and proper tools <br />and equipment with which to do their jobs. The City is committed to providing a safe work place, <br />safe equipment, proper materials, and to establish and insist upon safe methods and practices at all <br />times. <br />You are expected to be familiar with general safety policy and departmental safety procedures. You <br />Page 4 <br />