HomeMy Public PortalAboutORD-CC-2010-24ORDINANCE #2010-24
AN ORDINANCE ENACTING CHAPTER 9.40 OF THE MOAB MUNICIPAL
CODE REGARDING UNLAWFUL DISCRIMINATION IN EMPLOYMENT
PRACTICES BASED ON SEXUAL ORIENTATION OR GENDER IDENTITY
WHEREAS, Moab comprises many diverse groups, communities and individuals, and
the City of Moab values this diversity; and
WHEREAS, the City of Moab has determined that discriminatory practices can impede
the social and economic progress of the City by preventing all people from contributing
to or fully participating in the cultural, spiritual, social and commercial life of the
community, which is essential to the growth and vitality of the City's neighborhoods and
businesses; and
WHEREAS, the Utah Anti -Discrimination Act, Utah Code Section 34A-5-101 at seq.
addresses employment -related discrimination based on race, color, religion, sex,
pregnancy, childbirth or pregnancy -related conditions, national origin, age and disability,
but does not address employment -related discrimination based on sexual orientation or
gender identity, and
WHEREAS, Utah Code Annotated section 10-8-84(1) grants the City of Moab the power
to "provide for the safety" , "promote the prosperity ... and comfort and convenience" of
"the city and its inhabitants;" and
NOW, THEREFORE, the City Council of the City of Moab does hereby ordain as
follows:
That Chapter 9.40, Moab Municipal Code, pertaining to discrimination in employment
practices based upon sexual orientation and gender identity, is enacted to read as follows:
Ordinance #2010-24 1
CHAPTER 9.40
EMPLOYMENT DISCRIMINATION
Sections:
09.40.010 Purpose
09.40.020 Administration
09.40.030 No Private Right of Action; No Special Rights
09.40.040 Severability
09.40.050 Definitions
09.40.060 Applicability
09.40.070 Unlawful Employment Practices
09.40.080 Unlawful Intimidation and Retaliation
09.40.090 Procedures for Filing Complaints
09.40.100 Investigation
09.40.110 Conciliation
09.40.120 Disposition of a Complaint
09.40.130 Offenses and Penalties
09.40.010 Purpose
The purpose of this Chapter is to ensure that every person within the City has the
right to seek employment without undue discrimination. Discriminatory employment
practices are detrimental because they impede the social and economic progress of the
City by preventing all of the City's citizens from contributing to or fully participating in
the cultural, spiritual, social and commercial life of the community, which is essential to
the growth and vitality of the City's neighborhoods and businesses. While the Utah Anti -
Discrimination Act, Utah Code Section 34A-5-101 at seq. addresses employment -related
discrimination based on race, color, religion, sex, pregnancy, childbirth or pregnancy -
related conditions, national origin, age and disability, it does not address discrimination
based on sexual orientation or gender identity. It is further the purpose of this Chapter to
provide a clear and comprehensive mandate for the prevention and elimination of
discrimination in employment in the City against individuals based upon sexual
orientation or gender identity and this Chapter shall be liberally construed to achieve that
purpose.
09.40.020 Administration
The City Manager is responsible for administering and implementing this chapter.
09.40.030 No Private Right of Action; No Special Rights
This Chapter does not create a private cause of action, nor does it create any right
or remedy that is the same or substantially equivalent to the remedies provided under
Ordinance #2010-24 2
federal or state law. This Chapter does not create any special rights or privileges which
would not be available to all of the City's citizens because every person has a sexual
orientation and a gender identity.
09.40.040 Severability
If any section, sentence, paragraph, term, definition or provision of this Chapter is
for any reason determined to be illegal, invalid, superseded by other authority or
unconstitutional by any court of competent jurisdiction or by any state or federal
regulatory authority having jurisdiction thereof, such portion shall be deemed a separate,
distinct, and independent provision and such determination shall have no effect on the
validity of any other section, sentence, paragraph, term, definition or provision of this
Chapter, all of which will remain in full force and effect.
09.40.050 Definitions
In this Chapter:
A. CITY means all area within the incorporated city limits of the City of
Moab, Utah.
B. CITY ATTORNEY means the City of Moab's duly appointed City
Attorney.
C. CITY MANAGER means the City of Moab's duly appointed City
Manager.
D. CITY OF MOAB means the City of Moab as a corporate entity.
E. CITY PROSECUTOR means the City of Moab's duly appointed City
Prosecutor.
F. COMPLAINANT means a person, including the City Manager, who files
a complaint under this chapter.
G. CONCILIATION means the attempted resolution of issues raised in a
complaint filed under this chapter, or raised in the investigation of the complaint, through
informal negotiations involving the Complainant, the Respondent, and the City Manager.
H. CONCILIATION AGREEMENT means a written agreement setting forth
the resolution of issues by conciliation under this chapter.
I. DISCRIMINATION means any direct or indirect exclusion, distinction,
segregation, limitation, refusal, denial, or other differentiation in the treatment of a person
because of a person's actual or perceived sexual orientation or gender identity or because
of a person's association with any such person. Discrimination shall not be interpreted to
require or to grant or accord preferential treatment to any person because of that person's
sexual orientation or gender identity.
J. EMPLOYEE means any individual applying with or employed by an
employer. The term does not include an elected official.
K. EMPLOYER means any person employing fifteen (15) or more
employees in the City for each working day in each of twenty (20) or more calendar
weeks in the current or preceding calendar year, and includes any agent of such a person.
Ordinance #2010-24 3
L. EMPLOYMENT AGENCY means any person, and any agent of a person,
undertaking to procure employees or opportunities to work for any other person in the
City or holding itself out to be equipped to procure employees or opportunities to work
for any other person in the City.
M. GENDER IDENTITY means a person's actual or perceived gender
identity, appearance, mannerisms, or other characteristics of an individual with or without
regard to the person's sex at birth.
N. LABOR ORGANIZATION means any organization that exists for the
purpose in whole or in part of collective dealing with Employers concerning grievances,
terms or conditions of employment; or other mutual aid or protection in connection with
employment.
O. OTHERWISE QUALIFIED means a person who possesses the following
required by an employer for any particular job, job classification, or position:
1. education;
2. training;
3. ability;
4. moral character;
5. integrity;
6. disposition to work;
7. adherence to reasonable rules and regulations; and
S. other job related qualifications required by an employer.
P. PERSON means one or more individuals, partnerships, associations,
corporations, legal representatives, trusts or trustees, receivers, the City of Moab and
Grand County as employers.
Q. RELIGIOUS ORGANIZATION means a religious corporation,
association, educational institution, society, trust or any entity or association which is a
wholly owned or controlled subsidiary or agency of any religious corporation,
association, society, trust or corporation sole.
R. RESPONDENT means a person identified in a complaint as having
committed an unlawful practice under this chapter.
S. SEXUAL ORIENTATION means a person's actual or perceived
orientation as heterosexual, homosexual, or bisexual.
T. UNLAWFUL PRACTICE means a discriminatory act or practice relating
to employment that is prohibited under this chapter.
09.40.060 Applicability
This chapter does not apply to:
A. A religious organization;
B. An expressive association whose employment of a person protected by
' this Chapter would significantly burden the association's rights of expressive association
under Bay Scouts of America v. Dale, 530 U.S. 640 (2000); the United States
Ordinance #2010-24 4
government, any of its departments or agencies, or any corporation wholly owned by it;
or
C. The United States government, any of its departments or agencies, or any
corporation wholly owned by it; or the State of Utah or any of its departments, agencies,
or political subdivisions except for the City of Moab and Grand County as corporate
entities.
09.40.070 Unlawful Employment Practices
A. Employers. An employer may not refuse to hire, promote, discharge,
demote, or terminate any person, and may not retaliate against, harass, or discriminate in
matters of compensation or in terms, privileges, and conditions of employment against
any person otherwise qualified because of a person's sexual orientation or gender
identity.
B. Employment agencies. An employment agency may not refuse to list and
properly classify for employment, or refuse to refer a person for employment, in a known
available job for which the person is otherwise qualified, because of a person's sexual
orientation or gender identity.
C. Labor organizations. A labor organization may not exclude any person
otherwise qualified from full membership rights in the labor organization, expel the
person from membership in the labor organization, or otherwise discriminate against or
harass any of the labor organization's members in full employment of work opportunity,
or representation, because of a person's sexual orientation or gender identity.
D. Training programs. An employer, labor organization, joint apprenticeship
committee, or vocational school, providing, coordinating, or controlling apprenticeship
programs, or providing, coordinating, or controlling on -the -job -training programs,
instruction, training, or retraining programs may not deny to, or withhold from, any
qualified person, the right to be admitted to, or participate in any apprenticeship training
program, on -the -job -training program, or other occupational instruction, training or
retraining program, because of a person's sexual orientation or gender identity.
E. Notices and advertisements. Unless based upon a bona fide occupational
qualification, or required by and given to an agency of government for security reasons,
an employer, employment agency, or labor organization may not print, or circulate, or
cause to be printed or circulated, any statement, advertisement, or publication, use any
form of application for employment or membership, or make any inquiry in connection
with prospective employment or membership that expresses, either directly or indirectly
any limitation, specification, or discrimination because of a person's sexual orientation or
gender identity.
It is unlawful for a joint labor-management committee controlling apprenticeship
or other training or retraining (including on-the-job training programs) to print or publish,
or cause to be printed or published, any notice or advertisement relating to admission to,
or employment in, any program established to provide apprenticeship or other training by
the joint labor-management committee that indicates any preference, limitation,
specification, or discrimination, based on sexual orientation or gender identity.
Ordinance #2010-24 5
Nothing in this Chapter prohibits a notice or advertisement from indicating a
preference, limitation, specification, or discrimination based on sexual orientation or
gender identity when sexual orientation or gender identity is a bona fide occupational
qualification for employment.
F. No Preferential Treatment. Nothing in this Chapter shall be interpreted to
require any employer, employment agency, labor organization, vocational school, joint
labor-management committee, or apprenticeship program subject to this Chapter to grant
preferential treatment to any person because of the person's sexual orientation or gender
identity on account of an imbalance which may exist with respect to the total number or
percentage of persons of any sexual orientation or gender identity employed by any
employer, referred or classified for employment by an employment agency or labor
organization, admitted to membership or classified by any labor organization, or admitted
to or employed in, any apprenticeship or other training program, in comparison with the
total number or percentage of persons of that sexual orientation or gender identity
available in the City's available work force.
09.40.080 Unlawful Intimidation and Retaliation
It is unlawful for any person to discriminate against, harass, threaten, harm,
damage, or otherwise penalize another person for opposing an unlawful practice, for
filing a complaint, or for testifying, assisting, or participating in any manner in an
investigation, proceeding, or hearing under this chapter.
09.40.090 Procedures for Filing Complaints
A. Any person who claims to have been injured by an unlawful employment
practice subject to the City's jurisdiction under this Chapter may file a complaint with the
City Manager. A complaint may also be filed by the City Manager if the City Manager
has reasonable cause to believe that a person has committed an unlawful employment
practice. A complaint must be filed within 180 calendar days after an alleged unlawful
employment practice has occurred.
B. A complaint must be in writing on a form provided by the City Manager,
made under oath or affirmation, and contain the following information:
1. The Complainant's name, address, and signature;
2. The date the alleged unlawful employment practice occurred;
3. A statement of the facts upon which the allegation of an unlawful
employment practice are based; and
4. The Respondent's name and address.
C. Promptly after the filing of a complaint, the City Manager shall:
1. Provide the Respondent named in the complaint written notice that a
complaint alleging the commission of an unlawful employment
practice has been filed against the Respondent;
Ordinance #2010-24 6
2. Furnish a copy of the complaint to the Respondent; and
3. Advise the Respondent of the Respondent's procedural rights and
obligations, including the right to file a written, signed, and verified
informal answer to the complaint within 15 days after service of notice
of the complaint.
D. Not later than the 15th day after service of the notice and copy of the
complaint, a Respondent may file an answer to the complaint. The answer must be in
writing, made under oath or affirmation, and contain the following information:
1. The Respondent's name, address, telephone number, and signature of
the Respondent or the Respondent's attorney, if any; and
2. A concise statement of facts in response to the allegations in the
complaint, including facts of any defense or exception.
09.40.100 Investigation
A. Upon the filing of a complaint, the City Manager shall commence an
investigation to determine the facts behind the complaint and whether there is reasonable
cause to believe the Respondent committed an unlawful employment practice, except that
no investigation may commence if, after reviewing the allegations of the complaint, the
City Manager determines that the complaint does not come within the scope of this
chapter. Upon determining that a particular complaint does not come within the scope of
this chapter, the City Manager shall dismiss the complaint, notify the Complainant and
Respondent and take no further action.
B. In connection with any investigation of a complaint filed under this
chapter, the City Manager shall seek the voluntary cooperation of any person to:
1. Obtain access to premises, records, documents, individuals, and any
other possible source of information;
2. Examine, record, and copy necessary materials; and
3. Take and record testimony or statements of any person reasonably
necessary for the furtherance of the investigation.
C. The City Manager may request the issuance of a subpoena or subpoena
duces tecum to compel the attendance of a witness or the production of relevant materials
or documents.
D. The City Manager may dismiss a complaint during the investigation and
prior to referral to the City Prosecutor if the City Manager determines that:
1. The complaint was not filed within the required time period;
2. The location of the alleged unlawful employment practice is
not within the City's jurisdiction;
3. The employer does not employ a sufficient number of
employees in the City to meet this chapter's jurisdictional
requirements;
Ordinance #2010-24 7
4. The alleged unlawful employment practice is not a violation of
this chapter;
5. The Complainant refuses to cooperate with the City Manager
in the investigation of the complaint or enforcement of an
executed conciliation agreement;
&. The Complainant cannot be located after the City Manager has
performed a reasonable search; or
7. A conciliation agreement has been executed by the
Complainant and Respondent.
8. The Complainant withdraws the complaint by written notice to
the City Manager.
09.40.110 Conciliation
A. During or after the investigation, but subsequent to the mailing of the
notice of the complaint to the Respondent, the City Manager shall, if the Respondent
appears to have committed an unlawful employment practice, attempt to conciliate the
complaint. In conciliating a complaint, the City Manager shall try to achieve a just
resolution and obtain assurances that the Respondent will satisfactorily remedy any
violation of the Complainant's rights and take action to ensure the elimination of both
present and future unlawful employment practices. A conciliation agreement may
include: sensitivity training for the Respondent and/or the Respondent's employees; the
Respondent's agreement to adopt and pursue a policy of non-discrimination in
employment practices; and the Respondent's agreement to not engage in discriminatory
practices in the future.
B. A conciliation agreement executed under this section must be in writing in
a form approved by the City Attorney and must be signed and verified by the Respondent
and the Complainant, subject to approval of the City Manager who shall indicate
approval by signing the agreement.
C. If a Respondent voluntarily enters into a conciliation agreement, the City
Manager shall immediately dismiss the complaint.
09.40.120 Disposition of a Complaint
A. If, upon completion of an investigation of a complaint, the City Manager
determines that an unlawful employment practice has occurred and is unable to secure an
acceptable conciliation agreement from the Respondent, then the City Manager shall file
a report with the City Prosecutor for review, issuance of an information, and the initiation
of an action in Justice Court.
09.40.130 Offenses and Penalties
A person violates this chapter if the person engages in any action made unlawful
by this Chapter. An offense committed under this chapter by an employer employing
fifty (50) or fewer employees is punishable by a civil fine of not more than $500.00. An
offense committed under this chapter by an individual employing fifty-one (51) or more
Ordinance #2010-24 8
employees or by an employment agency or labor organization is punishable by a civil
fine of not more than $1,000.00.
This ordinance shall take effect on January 1, 2011.
PASSED ANDAADOPTED by action of the Governing Body of the City of Moab in open
session this q day ofttimhewduz472010.
ATTEST:
Rachel Ellison
Moab City Recorder
Dave Sakrison
Mayor of Moab City
Ordinance #2010-24 9
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Proof of Publication
STATE OF UTAH,
County of Grand,
}
SS.
Zane W. Taylor, being first duly sworn accord-
ing to law, deposes and says: That he is the pubisher of
The Times -Independent, a weeldy newspaper of general
circulation, published every Thursday at Moab, Grand
County, State of Utah, and a designated agent of the Utah
Press Association; that the notice attached hereto and
which is a copy of a
City of Moab
Ordinances
which is made a part of this Affidavit of Publication, was
published in said newspaper for a period of 1 consecu-
tive issues, the first publication date having been made
December 9, 2010
; and the last on
; and the said notice was published in each and every copy
of said newspaper during the period and time of publica-
tion, and that it was published in the newspaper proper
and not in a supplement thereof, and that said notice was
published on Utahlegals.com on the same day as the first
newspaper publication and the notice remained on Utah-
legals.com throughout the period and time of print pub-
lication.
Publisher
Subscribed and sworn before me this
Notary Public
Residing in Moab, Utah
My Commission Expires
SADIE WARNER
Notary Pubi c stare of Utah
My Comm,ssiol F.Ap;res on_
November i, 2013
Comm. Number. 581356