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Show MiQMSii Moon; By ROSELYN KIRK Richard Nelson, Davis County Equal Opportunity Employment officer, told county commissioners that, although the county affirmative affirma-tive action plan was adopted by the county two years ago, "it is a well kept secret." HE RECEIVED authorization authoriza-tion from the commission to update the equal employment affirmative action policy statement and make it available, along with the procedure for complaints against discrimination, to all county department heads and elected officials. He told county commissioners commis-sioners that the statistics included are two years out of date and parts of the plan must be rewritten. The policy, which is a summary of the equal opportunity employment practices, was revised to include the name of Commissioner Wendell Zaugg, who had been elected since the plan was originally written. Mr. Nelson's name, as the Equal Opportunity officer, of-ficer, was also added. THE POLICY states that Davis County will follow a plan of non-discrimination in the hiring and promotion of employees without regard to race, religion, age, sex, color or national origin. In order to receive funding from the federal government, the county must have a viable equal employment policy. According to Mr. Nelson, two county departments have their own affirmative action policies, but for those departments depart-ments which do not, the county must provide such a policy. Davis County Community Com-munity and Mental Health and the Agricultural Extension Exten-sion Services each have such a policy. Community Action Program (CAP) has also submitted a policy to Housing and Urban Development (HEW) agency for approval, but that document has not yet ' on approved. IN ADDITION to the policy statement, a document showing show-ing the procedure for handling complaints involving involv-ing discrimination was also approved by the county commissioners com-missioners and will also be available to all department heads. The statement specifies that any allegation should first be investigated by the equal employment opportunity oppor-tunity officer, finally in writing writ-ing if the matter is not resolved. If further investigation is needed, the equal employment opportunity officers of-ficers will appoint a referee to hear evidence and make a recommendation. If the decision of the referee is appealed, ap-pealed, the evidence and witnesses wit-nesses will finally be presented to the county com- mission. Any decision -s by that board, can ulur, be appealed to the si federal government. |