Town of Amherst's Personnel Bylaw (PDF - 87KB)
Town of Amherst's Equal Employment Opportunity Policy
Town of Amherst's Affirmative Action Commitment
Equal Employment Opportunity Is the Law (PDF - 72KB)
Fair Employment Law (PDF - 51KB)
General Information on the Fair Labor Standards Act (FLSA)
Your Rights Under the Family and Medical Leave Act of 1993 (PDF - 10KB)

Equal Employment Opportunity Policy

It is the policy and intent of the Town of Amherst to provide equality of opportunity in employment to all Town employees and applicants for employment. This policy prohibits discrimination because of race, color, religious creed, sex, national origin, ancestry, age, handicap, economic status, lifestyles, or other nonmerit factors in all aspects of its employment procedures and personnel practices. Such activities shall be based solely on individual merit and fitness of applicants and employees relative to specific jobs.

This policy applies to all terms, benefits, and conditions of full, part-time, temporary and seasonal employment.

This policy shall be clearly communicated to all present and prospective Town of Amherst employees and applicants for employment. It is the responsibility of every department head, supervisor, and all Town employees to cooperate in the implementation of this policy.

Failure of any employee to perform in a manner consistent with this policy shall constitute grounds for reprimand, suspension, demotion or dismissal from the Town’s service.

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The fact has been recognized by federal, state and local governments that it is not enough to enforce a policy of non-discrimination. Many discriminatory practices of the past remain deeply embedded in basic institutions of society and continue to have an unequal effect even in the absence of a conscious intent to discriminate. Removing these barriers requires positive affirmative action to develop new policies and practices that will provide equal opportunity to all persons.

The Affirmative Action Plan is a specific, assertive, pragmatic plan to change and/or remedy the effects of past discrimination. It affects all management practices including compensation, benefits and conditions of employment, job qualifications, recruitment, testing interviewing, selection and hiring, probationary period, disciplinary actions, retention, training and advancement.

Affirmative action is directed at the consequences of management practices rather than the intent. It involves a detailed analysis by department and job classification of the present utilization of personnel, and an articulation of deficiencies where there is not proportional representation of recognized groups in relation to their presence in the population and work force. Goals and timetables shall be realistic and achievable and shall not result in layoffs or discharge of personnel.

Responsibility for the Affirmative Action Plan will be assigned to a person designated by the Town Manager. All department heads and supervisors share in this responsibility and shall cooperate with the Affirmative Action Officer.