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i <br /> i <br /> 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 /> j 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 /> i <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 /> j 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 /> <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 /> <br />