EMPLOYMENT POLICIES

Jacksonville Ordinance Code tit. XI, ch. 400, pt. 2, subpt. B

in effect

Jacksonville Ordinance Code § 400.210 Job classification review.

Sec. 400.210. - Job classification review. When a new classification is created, or an existing class specification is reviewed, the Human Resources Division shall insure that all applicable guidelines are followed to the development or revision of the class specification. Class specifications will describe the work to be performed by positions assigned to the class and establish training and experience requirements essential for satisfactory performance of assigned duties. Where appropriate, the class(es) in line of promotion will be designated in the class specification along with requirements for promotion into the class, if applicable. (Ord. 2004-699-E, § 4)

Jacksonville Ordinance Code § 400.211 Recruitment.

Sec. 400.211. - Recruitment. Recruitment shall be conducted aggressively to inform prospective applicants of the personnel needs of the City, to encourage them to become applicants, and to provide for a qualified but diverse applicant pool, to the extent reasonably practicable. (Ord. 2004-699-E, § 4)

Jacksonville Ordinance Code § 400.212 Hiring.

Sec. 400.212. - Hiring. It shall be the policy of the City to make hiring decisions that result in a highly qualified workforce to conduct City activities and functions. Recruitment efforts for entrance into City employment should be directed toward reaching all segments of the population and shall be designed to attract a wide and diverse pool of qualified applicants. Selection devices, when used, should be in compliance with applicable federal, State and local laws, rules and regulations governing equal employment opportunity and equal employment opportunity plans, including the federal Uniform Guidelines on Employee Selection Procedures. A selection device which results in adverse impact, as defined by law, should not be used unless content, construct or criterion-related validity can be clearly demonstrated and/or the demographics of the available workforce are such that adverse impact is unavoidable. (Ord. 2004-699-E, § 4)

Jacksonville Ordinance Code § 400.213 Promotions.

Sec. 400.213. - Promotions. It shall be the policy of the City to make promotional decisions that result in a highly qualified workforce to conduct City activities and functions. Selection devices, when used, should be in compliance with applicable federal, State and local laws, rules and regulations governing equal employment opportunity and equal employment opportunity plans, including the federal Uniform Guidelines on Employee Selection Procedures. A selection device which results in adverse impact, as defined by law, should not be used unless content, construct or criterion-related validity can be clearly demonstrated and/or the demographics of the available workforce are such that adverse impact is unavoidable. (Ord. 2004-699-E, § 4)

Jacksonville Ordinance Code § 400.214 Work place discrimination to be eliminated.

Sec. 400.214. - Work place discrimination to be eliminated. City management shall use all means available, including but not limited to, civil service and collectively bargained procedures available to them to identify and eliminate unlawful discrimination and harassment in the workplace. (Ord. 2004-699-E, § 4)

Jacksonville Ordinance Code § 400.215 Prohibitions.

Sec. 400.215. - Prohibitions. In providing for equal opportunity/equal access, the following prohibitions shall apply: (a) In the appointment of eligible candidates to classified and unclassified positions, the use of quotas based on race, color, national origin, disability, religion, sex and similar non-merit factors is prohibited. A quota is a restriction of employment opportunities to members of any class by requiring numerical or proportionate representation which the appointing agency is obligated to attain without regard to merit and qualifications. A quota is distinguished from a goal in that a goal is a numerical objective, fixed realistically in terms of the number of vacancies expected and the number of qualified applicants available in the relevant job market, which the City endeavors to achieve on a timely basis within the context of the merit system of employment. (b) The City shall not create, maintain or use a list of eligible candidates by which a selected group of individuals is given a preference in hiring or promotion that -is not available to all individuals who are qualified. This prohibition shall not apply when a preference is required by federal law. (c) The reservation of a particular job category or job position for members of any class is prohibited. A job category or job position is reserved when, by administrative policy or directive, an appointing authority designs or is directed to hire or promote, exclusively or primarily, members of any class into that job category or job position. (Ord. 2004-699-E, § 4)

Jacksonville Ordinance Code § 400.216 Executive orders, rules and regulations.

Sec. 400.216. - Executive orders, rules and regulations. The Mayor is authorized to prescribe regulations by executive order or department or division directives for the implementation of this Part. Executive Orders and directives shall be reviewed by the Office of General Counsel for consistency with this Chapter and for conformity with State and federal law. (Ord. 2004-699-E, § 4)

Jacksonville Ordinance Code § 400.217 Records and reports.

Sec. 400.217. - Records and reports. The Manager shall prescribe the records and reports he/she deems necessary to allow adequate development and monitoring of the Equal Opportunity/Equal Access Program throughout the City government. The Manager shall establish and maintain the safeguards he/she deems adequate to insure that records disclosing race, color, religion, gender, age, national origin, disability, marital or veterans status are used only for appropriate monitoring and reporting purposes and that the records are not used for making decisions relative to hiring, promotion, demotion, transfer, dismissal or retirement unless any of these factors is a bona fide occupational qualification. The Manager shall annually report to the Mayor, and City Council on the progress and State of the Equal Opportunity/Equal Access Program, using official job categories and providing the explanatory and informational material he/she considers useful and necessary. The report shall be provided in the form prescribed by Council Rule 2.214 and referred to committees of reference which handle matter regarding Finance, Employment, and Equal Opportunity. Annually in March, reports and/or reports on the status of goals and objectives shall be delivered to City Council and a presentation by the reporting agency shall be scheduled. (Ord. 2004-699-E, § 4; Ord. 2017-16-E, § 2)

Source: City of Jacksonville, Ordinance Code and Charter and Related Laws (Municode Library, library.municode.com)URL: https://library.municode.com/fl/jacksonville/codes/code_of_ordinances?nodeId=TITXIEQOP_CH400EQOPEQAC_PT2EQOPEQACPR_SPBEMPOFetched: 10/27/2026