FR.1 - AN ORDINANCE OF THE MIAMI CITY COMMISSION REPEALING CHAPTER 2/ARTICLE IV/DIVISION 15 OF THE CODE OF THE CITY OF MIAMI, FLORIDA, AS AMENDED (“CITY CODE”), TITLED “EQUAL OPPORTUNITY AND DIVERSITY PROGRAMS"; REPEALING CHAPTER 2/ARTICLE VII OF THE CITY CODE, TITLED “AFFIRMATIVE ACTION POLICY”; REPEALING CHAPTER 2/ARTICLE XI/DIVISION 5 OF THE CITY CODE, TITLED “ADMINISTRATION/BOARDS, COMMITTEES, COMMISSIONS/EQUAL OPPORTUNITY ADVISORY BOARD,” AND FURTHER AMENDING CHAPTER 2, ARTICLE XI, DIVISION 25 OF THE CITY CODE, TITLED “ADMINISTRATION / BOARDS, COMMITTEES, COMMISSIONS / LESBIAN, GAY, BISEXUAL, TRANSGENDER, QUEER ("LGBTQ") ADVISORY BOARD,” AMENDING CHAPTER 2/ARTICLE IX OF THE CITY CODE, TITLED “CITY-OWNED PROPERTY,” AMENDING CHAPTER 2/ARTICLE XI/DIVISION 2 OF THE CITY CODE, TITLED “QUORUM REQUIREMENTS; EXCEPTIONS” AND “ ‘SUNSET’ REVIEW OF BOARDS,” TO COMPLY WITH SENATE BILL 1134, WHICH CREATED FLORIDA STATUTE SECTION 166.04971, PROHIBITING MUNICIPALITIES FROM MANIPULATING OR OTHERWISE INFL...
November 19, 2026
Department: N/A
Category: Other
WHEREAS, Senate Bill 1134 (“SB 1134”) was enacted on April 23, 2026, creating Section 166.04971, Florida Statutes; and
WHEREAS, Section 166.04971, Florida Statutes, prohibits a municipality from manipulating or otherwise influencing the composition of employees with reference to race, color, sex, ethnicity, gender identity, or sexual orientation other than to ensure that hiring is conducted in accordance with state and federal antidiscrimination laws; and
WHEREAS, Section 166.04971, Florida Statutes, prohibits a municipality from promoting or providing preferential treatment or special benefits to a person or group based on that person’s or group’s race, color, sex, ethnicity, gender identity, or sexual orientation; and
WHEREAS, Section 166.04971, Florida Statutes, prohibits a municipality from promoting or adopting training, programming, or activities designed or implemented with reference to race, color, sex, ethnicity, gender identity, or sexual orientation; and
WHEREAS, Section 166.04971, Florida Statutes, prohibits a municipality from funding or promoting, directly or indirectly, or taking any official action, including, but not limited to, the adoption or enforcement of ordinances, resolutions, rules, regulations, programs, or policies, as it relates to diversity, equity, and inclusion; and
WHEREAS, Section 116.04971, Florida Statutes, prohibits a municipality from expending any funds, regardless of source, to establish, sustain, support, or staff a diversity, equity, and inclusion office or to employ, contract, or otherwise engage a person to serve as a diversity, equity, and inclusion officer; and
WHEREAS, Section 166.04971, Florida Statutes, prohibits anything more than basic administrative support to a body of nonelected volunteers; and
WHEREAS, Section 166.04971, Florida Statutes, takes effect on January 1, 2027, and makes any existing ordinances or programs void effective January 1, 2027; and
WHEREAS, Section 166.04971, Florida Statutes, creates a cause of action against a municipality for violation of the statute, including the award of injunctive relief, damages and costs; and
WHEREAS, Section 166.04971, Florida Statutes, further permits the finding of misfeasance or malfeasance against any member of a governing body of a municipality or municipal officer who violates the statute in office; and
WHEREAS, the United States Supreme Court decision of Students for Fair Admissions vs. Harvard, 600 U.S. 181 (2023), held that affirmative action plans violate the United States Constitution; and
WHEREAS, Chapter 2, Article IV, Division 15 of the Code of the City of City of Miami, Florida, as amended (“City Code”) establishes the Equal Opportunity Diversity Programs (“EODP”) department; and
WHEREAS, Chapter 2, Article IV, Division 15 of the City Code designates an equalemploymentopportunity(“EEO”) officer, also known as affirmative action officer; and
WHEREAS, Chapter 2, Article IV, Division 15 of the City Code also authorizes the EODP department to work directly with the EEO advisory board in the preparation, review, and implementation of the city's continuing affirmative action program; and
WHEREAS, Chapter 2, Article IV, Division 15 of the City Code further authorizes the EODP department to represent the City Manager in all matters of affirmative action, andequalopportunityin employment; and
WHEREAS, Chapter 2, Article VII, establishes an affirmative action policy for the City; and
WHEREAS, Chapter 2, Article XI, Division 5 of the Code of the City of City of Miami, Florida, as amended (“City Code”) establishes the Equal Opportunity Advisory Board (“EOAB”); and
WHEREAS, Chapter 2, Article XI, Division 5 of the City Code authorizes EOAB to provide advice and recommendations regarding the City’s affirmative action plan, and periodically review and suggest revisions to the City’s affirmative action plan; and
WHEREAS, Chapter 2, Article XI, Division 5 of the City Code further establishes the director of EODP to bethe executive secretary for the board; and
WHEREAS, the EOAB Board is funded by the City and has the City Attorney as assigned legal counsel for the Board; and
WHEREAS, Chapter 2, Article XI, Division 25 of the Code of the City of City of Miami, Florida, as amended (“City Code”), created the Lesbian, Gay, Bisexual, Transgender, Queer (“LGBTQ”) Advisory Board (“Board”) to, in part, create educational programing to improve the lives of LGBTQ residents, recommend City actions with respect to issues affecting or relating to LGBTQ community, recommend solutions to the City regarding LGBTQ problems, encourage and attract LGBTQ businesses to relocate to the City, conduct studies through fact-finding and analysis of problems encountered by the LGBTQ community, recommend revisions to Miami policies and procedures having potentially negative effect on LGBTQ individuals; and
WHEREAS, the LGBTQ Board is funded by the City and has the City Attorney as assigned legal counsel for the Board; and
WHEREAS, the City will continue to prohibit employment discrimination and/or retaliation in all forms and will establish a reporting and investigatory protocol and procedure for any claims of discrimination or retaliation within the Department of Human Resources as permitted under Section 166.04971, Florida Statutes; and
WHERAS, the City will continue educating its employees of their rights under State and Federal Law, which prohibits discrimination and retaliation, as permitted under Section 166.04971, Florida Statutes; and
WHEREAS, the LGBTQ Board will continue to be a Board of nonelected volunteers with basic administrative support, as permitted under Section 166.04971, Florida Statutes;
NOW, THEREFORE, BE IT ORDAINED BY THE CITY COMMISSION OF THE CITY OF MIAMI, FLORIDA:
Section 1. The recitals and findings contained in the Preamble of this Ordinance are adopted by reference and incorporated as if fully set forth in this Section.
Section 2. Chapter 2 of the City Code is hereby amended in the following particulars:
“CHAPTER 2
ADMINISTRATION
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ARTICLE IV. DEPARTMENTS
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DIVISION 15. EQUAL OPPORTUNITY AND DIVERSITY PROGRAMSRESERVED
Sec. 2-581. Creation of the office of equal opportunity and diversity programs.
(a) Notwithstanding any provision in this Code to the contrary, the office of equal opportunity and diversity programs is created. The management, supervision, and control of the equal opportunity function to be performed on behalf of the city shall be the responsibility of the office of equal opportunity and diversity programs.
(b) All funds, personnel, records, and equipment currently budgeted in the department of employee relations for the division of equal opportunity and diversity programs are transferred and assigned to the office of equal opportunity and diversity programs.
Sec. 2-582. Appointment, reporting and qualifications of the administrator.
The equal opportunity and diversity programs administrator, shall be appointed by and report to the city manager, and the position shall be in the unclassified service. The administrator shall be responsible for the functions of the city office of equal opportunity and diversity programs and shall be qualified by education and experience in the area of equal opportunity compliance as determined by generally accepted standards within the field of practice. The equal opportunity and diversity programs administrator is also designated as the city’s equal employment opportunity (EEO) officer, also known as affirmative action officer.
Sec. 2-583. Staffing.
The office of equal opportunity and diversity programs shall be staffed by professional and support personnel as designated by the city manager and approved by the city commission in the city’s budget process, as may be amended periodically by the city commission, upon recommendation by the city manager.
Sec. 2-584. General duties, powers and responsibilities.
Subject to the direction of the city manager, the equal opportunity and diversity programs administrator shall:
(1)Represent the city manager in all matters of affirmative action, and equal opportunity in employment;
(2)Monitor compliance with the city’s administrative policies and laws related to the prohibition of employment discrimination including, but not limited to the following:
a. Title VII of the Civil Rights Act of 1964 with amendments;
b. Civil Rights Act of 1991;
c. Pregnancy Discrimination Act;
d. Family Medical Leave Act;
e. Equal Pay Act;
f. Age Discrimination in Employment Act;
g. Florida Civil Rights Act;
h. Americans with Disabilities Act of 1990 with amendments;
i. Vocational Rehabilitation Act of 1973.
(3)Investigate complaints involving employment discrimination;
(4)Prepare reports to internal and external sources relevant to compliance with EEO laws, and issues involving diversity and equal employment opportunity;
(5)Develop and implement instructional programs relevant to equal employment opportunity and diversity issues for city employees;
(6)Work in direct coordination with the EEO advisory board in the preparation, conduct, review, and implementation of the city’s continuing affirmative action program;
(7)Provide staff support to the EEO advisory board thus empowering the board to:
a.Review and recommend to the city commission, through the appropriate administrative channels, the adoption of, amendment and revisions to the city’s affirmative action plan, for meeting present and possible future requirements;
b.Review employment policies and practices of the city and make recommendations to the department of employee relations that will serve to ensure the city’s compliance with EEO laws, guidelines and best practices;
c.Conduct monthly meetings, open to the public, for discussion of the city’s affirmative action program, review of specific complaints of alleged discrimination properly brought before the board, and receipt of reports from the office of equal opportunity and diversity programs.
Secs. 2-585581 - 2-590. Reserved.
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ARTICLE VII.
AFFIRMATIVE ACTION POLICYRESERVED
Sec. 2-691. Definitions.
For the purpose of this article, the following terms, phrases, words and their derivatives shall have the following meanings:
Affirmative action means all actions in recruitment, hiring, upgrading and other areas which are designed to eliminate the effects of past discrimination.
Affirmative action plan means the written plan by which the city sets forth the specific affirmative actions by which it will eliminate and remedy the underrepresentation and/or underutilization of minorities and women. The affirmative action plan shall contain goals and timetables.
Discrimination means any act or acts which may adversely affect the employment opportunities of individuals because of race, color, religion, sex, national origin or other factors that, by law, may not be considered as a basis for employment actions.
Goals and timetable means the projections an employer makes of the numerical representation of minorities and women likely to be achieved in those positions in which they have been underutilized.
Labor market means the standard by which the employment participation of women and minorities is measured, based upon their respective incidence in the City of Miami civilian labor force.
Underrepresentation means the condition which exists when the participation rate of a group by number and/or percentage of an employer's work force is substantially less than the representation of said group in the relative labor market.
Underutilization means the condition which results from the employment participation rate of a group by job category being considerably less than the availability of said group in the labor market.
Sec. 2-692. Declaration of policy.
(a) The City of Miami hereby adopts an affirmative action policy recognizing not only an obligation, but also an ethical and moral responsibility to provide fair and equitable consideration of applicants and employees, without regard to race, color, religion, sex, age, national origin, place of birth, marital status or physical or mental handicap.
(b)The City of Miami hereby publicly reaffirms its commitment to a policy of nondiscrimination and affirmative action in all agencies of city government in order to enlarge and expand the employment opportunities of all qualified persons.
Secs. 2-693, 2-694. Reserved.
Sec. 2-695. Policy objective; promotional goals for minorities and women; clause in city contracts, lease agreements, etc.
(a)Until changed by ordinance, the objective of the city is to achieve as its long-term goal the participation at all levels throughout its work force of blacks, Hispanics and women approximating their respective proportions in the city's labor force as determined by the United States Bureau of the Census.
(b)Promotional goals shall be established for minorities and women on a departmental basis, with each department having as its yearly goals, either parity with the Miami city government work force population statistics or the percentage of minorities currently employed in the department, whichever is smaller.
(c)All City of Miami contracts, lease agreements, use permits or subcontractual arrangements shall contain an affirmative action clause prohibiting discrimination on the basis of race, sex, national origin or handicap.
Sec. 2-696. Term of policy; annual review.
The affirmative action policy established hereby shall be in effect until such time as the effects of prior discrimination against minorities and women have been compensated for, and parity achieved, at which time the goals provided for herein shall no longer be observed. There shall be a yearly review by the city commission to determine the continued need for said affirmative action policy.
Secs. 2-697691 - 2-725. Reserved.
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ARTICLE IX.- CITY-OWNED PROPERTY
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Sec. 2-778. –Reserved.Affirmative action clause and minority procurement clause to be part of lease of city-owned property.
(a) Notwithstanding any City Code provision to the contrary, in all future leases of city-owned property to private clubs and organizations, the lease agreements shall contain the following language that mandates adoption and implementation of an affirmative action plan by such club or organization:
AFFIRMATIVE ACTION PLAN
An affirmative action plan requires that action be taken to provide equal opportunity, as in hiring or admission, for members of previously disadvantaged groups, such as women and minorities, and often involves specific goals and timetables.
Lessee, in furtherance of providing equal opportunity for previously disadvantaged groups such as minorities, shall institute an affirmative action plan. The minority membership of the lessee club or organization representative of the City of Miami's population shall consist of no less than ten percent of the total membership after the first year of this lease agreement.
Lessee shall then increase its minority membership five percent per year thereafter until such time as said total club or organization membership reflects the minority percentages representative of the City of Miami's population.
Lessee shall provide a minimum of six public service functions for minorities at the club or organization facilities, which shall include three for Hispanics and three for Blacks. Four of the six public service functions shall be scheduled during the summer months of June, July, and August of each year and shall include two for Hispanics and two for Blacks.
(b) There shall also be a provision in every such lease agreement referring to Ordinance No. 10062 related to minority procurement \[codified as section 18-136 et seq.\] and incorporating such Ordinance No. 10062 within all such agreements thereby mandating the adoption and implementation of the annual goal of 51 percent minority/women business participation in the procurement of goods and services by lessees; further, every such lease agreement shall contain a provision requiring that lessees report annually to the city's office of minority/women business affairs on the attainment of such goals.
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ARTICLE XI. BOARDS, COMMITTEES, COMMISSIONS
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DIVISION 2. STANDARDS FOR CREATION AND REVIEW OF BOARDS GENERALLY
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Sec. 2-887. - Quorum requirements; exceptions.
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(b) The following boards are subject to quorum requirements as provided for elsewhere in this Code.
Affordable Housing Advisory Committee
Audit Advisory Committee
Bayfront Park Management Trust
Downtown Development Authority
Equal Opportunity Advisory Board
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Sec. 2-892. - "Sunset" review of boards.
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(4)The following boards shall initially be reviewed in the following years and shall be reviewed every four years thereafter:
a.1995:
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5\. Equal opportunity advisory board.
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DIVISION 5. RESERVED EQUAL OPPORTUNITY ADVISORY BOARD
Sec. 2-976.Established; members, terms of office.
(a)There is hereby established a board to be known as the city equal opportunity advisory board, hereinafter called the "board." The board shall consist of 14 members, ten members to be appointed by the city commission, and four members, one each, to be selected by each certified bargaining representative of city employees, as follows:
(1)Fraternal Order of Police, Miami Lodge No. 20.
(2)International Association of Firefighters, Local No. 587.
(3)Laborers' International Union of North America, Local No. 800.
(4)Miami General Employees, American Federation of State and County Municipal Employees, Local No. 1907.
(b)Persons so selected shall become members of the board when confirmed by the city commission.
(c)The terms of the board members shall be of one year or until the nominating commissioner leaves office, whichever occurs first.
(d)The city commission may remove any member of the board for cause, upon stating in writing the reasons for removal, allowing him or her to be heard by the city commission in his or her own defense.
(e)Any vacancy on the board shall be filled by the commission for the unexpired term; provided, however, that members of the board shall continue to serve until their successors have been selected and qualified.
Sec. 2-977.Election of officers; establishment, availability of rules of procedure.
(a)The board shall choose from among themselves a chairperson and vice-chairperson to serve for terms of one year each, and shall choose other officers as they deem appropriate.
(b)The board shall establish rules of procedure for governing and conducting its affairs. These rules should be available in writing upon request from the public.
Sec. 2-978.Designation of executive secretary.
The director of equal opportunity diversity programs, hereinafter referred to as "director" in this division, shall be the executive secretary for the board.
Sec. 2-979.Meetings—Generally.
(a)Scheduling. The board shall hold at least one regularly scheduled meeting each month, except during the month of August, on days to be determined by the board. Upon ten days' notice, the chairperson of the board may cancel and/or reschedule any meeting. Other meetings may be scheduled by the board or be held at the call of the chairperson; however, ten days' written notice to each member is required, except where the city manager and board chairperson agree to call an emergency meeting. The board, its established committees, and specially appointed officers shall have the power to take testimony under oath.
(b)Minutes. The board shall keep minutes of its proceedings, showing the vote of each member, or his or her absence or failure to vote.
(c)Quorum, majority vote requirement. A majority of the members present shall constitute a quorum for the purpose of convening any meeting of the board. A majority vote of those present and voting shall decide any question properly brought before the board.
Sec. 2-980.Same—Authority to require attendance of department representatives.
Upon a minimum of ten days' notice from the executive secretary of the board, a city department head requested to attend a meeting of the board shall so attend or may appoint and direct a representative of that department to attend.
Sec. 2-981.Disqualification of members.
(a)Residency. With the exception of those board members selected by certified bargaining representatives of city employees, all board members shall be permanent residents of the city in order to serve on the board.
(b)Conflicts of interest. Board members shall not vote on matters which involve their personal or private interests. If a majority of the other board members sitting vote to disqualify a member from voting on a given matter because they determine that a conflict of interest exists, that member shall not be permitted to vote. No board member shall be permitted to represent any other person before the board or the city commission in any matter concerning employment or affirmative action.
(c)Nonattendance of meetings. Failure of a board member to attend three consecutive meetings, as determined and recorded by the chairperson, shall automatically disqualify said member from holding office.
Sec. 2-982.Duties generally.
The board shall provide advice and recommendations regarding affirmative action. The director or his or her designee shall represent the city manager in all matters of affirmative action and shall provide all staff support to the board. With the assistance of the director, the board shall perform the following duties and functions:
(1)Review and recommend to the mayor and the city commission the adoption of amendments and revisions to the city's affirmative action program plan, for meeting present and possible future requirements.
(2)Review employment policies and practices of the city and make recommendations to the personnel management department through the director.
(3)Conduct monthly meetings, open to the public, for discussion of the city's affirmative action program, review of specific complaints of alleged discrimination properly brought before the board, and receipt of reports from the director.
(4)Recommend to the mayor and city commission ordinances, resolutions, and other proposals relating to the affirmative action program.
(5)Serve with the director and the personnel management department as an instrument for informing the mayor, city commission, city departments and agencies and the public of the continuing affirmative action program and its purposes.
(6)Make recommendations or reports to the mayor and city commission directly as deemed appropriate by the board.
Sec. 2-983.Formulation, adoption of affirmative action plan.
(a)Coordination by director. Under the authority of the city manager, the director shall work in direct coordination with the board and other city boards and departments in the preparation, conduct, review, and implementation of the continuing affirmative action program.
(b)Review, submission by board for commission approval. The board shall review any plan relating to the city's affirmative action program as prepared and submitted by the director. This review shall be conducted in meetings open to the public and in full compliance with F.S. ch. 286, the government-in-the-sunshine law. Upon completion of public hearings and review by the board, the board shall submit to the commission through the director and the city manager its comments and recommendations concerning the plan or modifications to the plan. The civil service board of the city shall receive a copy of the plan and the board's recommendations at the same time they are submitted to the city manager.
(c)Consideration by city commission. The city commission, upon receiving the proposed affirmative action plan or any changes thereto, shall set a date for a public hearing, said date not being less than 30 days from the date the commission received the report from the board through appropriate administrative channels. At the conclusion of this public hearing, the city commission may adopt, reject or modify the plan or any portion thereof. No affirmative action program or plan shall become effective until its adoption by the city commission. The city commission's adoption of the plan or modifications to the plan shall take the form of a resolution wherein the commission resolves to concur with the city manager's adoption of the plan and/or modifications thereto. The city commission may, from time to time, resolve to concur with or support statements of policy formulated by the board and/or the city administration.
Sec. 2-984.Periodic review of affirmative action plan.
The board shall review and make comments or recommendations annually, or as directed by the city commission, concerning the city's affirmative action plans and programs. These comments and recommendations shall be presented to the city commission.
Sec. 2-984.Periodic review of affirmative action plan.
The board shall review and make comments or recommendations annually, or as directed by the city commission, concerning the city's affirmative action plans and programs. These comments and recommendations shall be presented to the city commission.
Sec. 2-985.Hearing and review of discrimination complaints.
(a)The board may hear or review grievances concerning alleged discrimination in employment policies and practices of the city when a specific grievance or complaint is referred by the director to the board.
(b)Following such referral by the director, the board may appoint a committee or a single hearing officer to hear these complaints and to report findings and make recommendations to the full board.
Secs. 2-986976 \- 2-1010.Reserved
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DIVISION 25. LESBIAN, GAY, BISEXUAL, TRANSGENDER, QUEER ("LGBTQ") ADVISORY BOARD
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Sec. 2-1352.Meetings; quorum and voting; attendance requirements; parliamentary authority; rules of procedure; minutes; assignment of staff; legal counsel; and notices and filing of records.
(a)Meetings. The board shall hold at least one regularly scheduled meeting each month, except during the month of August. Other meetings of the board may be scheduled at the call of the board's chairperson. All meetings shall be open to the public and are subject to the Florida Sunshine Law or Florida Public Records Law. The meetings shall be held at City Hall, located at 3500 Pan American Drive, Miami, Florida, unless the board elects to hold a meeting at another location and such location has been duly noticed.
(b)Quorum and voting. The provisions set forth in section 2-887 of this article shall apply to all meetings of the board.
(c)Attendance requirements. The provisions set forth in section 2-886 of this article shall apply to all members of the board.
(d)Parliamentary authority; rules of procedure. The board shall use Roberts Rules of Order (current edition) as its parliamentary authority, or may adopt its own order of business and rules of procedure governing its meetings, and actions on matters within its jurisdiction, not inconsistent with the provisions set forth herein, which rules of procedure shall be filed with the city clerk.
(e)Minutes. Copies of minutes of all board meetings shall be furnished to the mayor, commissioners and the city manager.
(f)Assignment of staff. It shall be the duty of the city manager to provide administrative support to the board, which shall include the services of an individual to keep minutes of meetings, maintain board correspondence, post meeting notices, file reports and perform all other necessary support functions.
(g)Legal counsel. The city attorney shall serve as legal counsel to the board. Reserved.
(h)Notices and filing of records. The provisions set forth in section 2-888 of the City Code shall apply to the board. Notice of meetings shall be posted by the city clerk at City Hall and other appropriate locations after being apprised by the board of an upcoming meeting(s). Advertised public notice of meetings are not required. It shall be the duty of the city clerk to comply with applicable laws related to filing of records and section 2-889 of the City Code.
(i)Election of officers. The board shall choose from among themselves a chairperson and vice-chairperson to serve for terms of one year each, and shall choose other officers as they deem appropriate.
Sec. 2-1353.Powers and duties.
The LGBTQ advisory board shall have the following powers, duties, functions, and responsibilities:
(1)To serve as a vehicle for a systematic and periodic assessment of the quality of life of LGBTQ residents of and visitors to the city;
(2)To foster mutual understanding, tolerance, and respect for the LGBTQ community in the city;
(3)To cooperate in the development of educational programs dedicated to the improvement of the lives of LGBTQ residents and visitors by eliciting support from public and private entities engaged in the inculcation of ideals of tolerance, mutual respect and understanding for the LGBTQ community;
(4)To make recommendations to the city commission with respect to all issues affecting or relating to the LGBTQ community;
(5)To recommend solutions to the social, economic, cultural and political problems in the LGBTQ community, as well as to serve as liaison between the LGBTQ community and the city community at large;
(6)To encourage and attract LGBTQ businesses to the city, to assist LGBTQ businesses located in the city, and to promote economic development, especially job creation in the city;
(7)To promote positive images and concepts of the LGBTQ community as well as promote their many contributions to our society;
(8)To conduct studies through fact-finding and analysis of problems encountered by the LGBTQ community;
(9)To examine and recommend revisions in Miami policies and procedures having potentially negative consequences for LGBTQ individuals;
(10)To serve as a forum to which individuals and groups can express concerns related to issues of homophobia and transphobia;
(11)To continue to strengthen ties with the larger Miami community;
(12)To conduct outreach to other entities and the community, including but not limited to the city's LGBTQ community;
(13)To perform such other duties as may from time to time be assigned to it by the city commission by resolution.
Should SB 1134(2026)and/or Section 116.04971, Florida Statutes, be repealed and/or deemed unconstitutional, Division 25, Sections 2-1350 through 2-1353shall automatically revert to the text as it existed prior to theadoption of Ordinance No. \\_\\_\\_\_\_\_\_\_\_\_\_, without requiring further legislative action by the City Commission.
Sec. 2-1354 – 2-1359. Reserved.
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Section 3. If any section, part of a section, paragraph, clause, phrase, or word of this Ordinance is declared invalid, the remaining provisions of this Ordinance shall not be affected.
Section 4. This Ordinance shall become effective immediately upon its adoption and signature of the Mayor.
WHEREAS, Section 166.04971, Florida Statutes, prohibits a municipality from manipulating or otherwise influencing the composition of employees with reference to race, color, sex, ethnicity, gender identity, or sexual orientation other than to ensure that hiring is conducted in accordance with state and federal antidiscrimination laws; and
WHEREAS, Section 166.04971, Florida Statutes, prohibits a municipality from promoting or providing preferential treatment or special benefits to a person or group based on that person’s or group’s race, color, sex, ethnicity, gender identity, or sexual orientation; and
WHEREAS, Section 166.04971, Florida Statutes, prohibits a municipality from promoting or adopting training, programming, or activities designed or implemented with reference to race, color, sex, ethnicity, gender identity, or sexual orientation; and
WHEREAS, Section 166.04971, Florida Statutes, prohibits a municipality from funding or promoting, directly or indirectly, or taking any official action, including, but not limited to, the adoption or enforcement of ordinances, resolutions, rules, regulations, programs, or policies, as it relates to diversity, equity, and inclusion; and
WHEREAS, Section 116.04971, Florida Statutes, prohibits a municipality from expending any funds, regardless of source, to establish, sustain, support, or staff a diversity, equity, and inclusion office or to employ, contract, or otherwise engage a person to serve as a diversity, equity, and inclusion officer; and
WHEREAS, Section 166.04971, Florida Statutes, prohibits anything more than basic administrative support to a body of nonelected volunteers; and
WHEREAS, Section 166.04971, Florida Statutes, takes effect on January 1, 2027, and makes any existing ordinances or programs void effective January 1, 2027; and
WHEREAS, Section 166.04971, Florida Statutes, creates a cause of action against a municipality for violation of the statute, including the award of injunctive relief, damages and costs; and
WHEREAS, Section 166.04971, Florida Statutes, further permits the finding of misfeasance or malfeasance against any member of a governing body of a municipality or municipal officer who violates the statute in office; and
WHEREAS, the United States Supreme Court decision of Students for Fair Admissions vs. Harvard, 600 U.S. 181 (2023), held that affirmative action plans violate the United States Constitution; and
WHEREAS, Chapter 2, Article IV, Division 15 of the Code of the City of City of Miami, Florida, as amended (“City Code”) establishes the Equal Opportunity Diversity Programs (“EODP”) department; and
WHEREAS, Chapter 2, Article IV, Division 15 of the City Code designates an equalemploymentopportunity(“EEO”) officer, also known as affirmative action officer; and
WHEREAS, Chapter 2, Article IV, Division 15 of the City Code also authorizes the EODP department to work directly with the EEO advisory board in the preparation, review, and implementation of the city's continuing affirmative action program; and
WHEREAS, Chapter 2, Article IV, Division 15 of the City Code further authorizes the EODP department to represent the City Manager in all matters of affirmative action, andequalopportunityin employment; and
WHEREAS, Chapter 2, Article VII, establishes an affirmative action policy for the City; and
WHEREAS, Chapter 2, Article XI, Division 5 of the Code of the City of City of Miami, Florida, as amended (“City Code”) establishes the Equal Opportunity Advisory Board (“EOAB”); and
WHEREAS, Chapter 2, Article XI, Division 5 of the City Code authorizes EOAB to provide advice and recommendations regarding the City’s affirmative action plan, and periodically review and suggest revisions to the City’s affirmative action plan; and
WHEREAS, Chapter 2, Article XI, Division 5 of the City Code further establishes the director of EODP to bethe executive secretary for the board; and
WHEREAS, the EOAB Board is funded by the City and has the City Attorney as assigned legal counsel for the Board; and
WHEREAS, Chapter 2, Article XI, Division 25 of the Code of the City of City of Miami, Florida, as amended (“City Code”), created the Lesbian, Gay, Bisexual, Transgender, Queer (“LGBTQ”) Advisory Board (“Board”) to, in part, create educational programing to improve the lives of LGBTQ residents, recommend City actions with respect to issues affecting or relating to LGBTQ community, recommend solutions to the City regarding LGBTQ problems, encourage and attract LGBTQ businesses to relocate to the City, conduct studies through fact-finding and analysis of problems encountered by the LGBTQ community, recommend revisions to Miami policies and procedures having potentially negative effect on LGBTQ individuals; and
WHEREAS, the LGBTQ Board is funded by the City and has the City Attorney as assigned legal counsel for the Board; and
WHEREAS, the City will continue to prohibit employment discrimination and/or retaliation in all forms and will establish a reporting and investigatory protocol and procedure for any claims of discrimination or retaliation within the Department of Human Resources as permitted under Section 166.04971, Florida Statutes; and
WHERAS, the City will continue educating its employees of their rights under State and Federal Law, which prohibits discrimination and retaliation, as permitted under Section 166.04971, Florida Statutes; and
WHEREAS, the LGBTQ Board will continue to be a Board of nonelected volunteers with basic administrative support, as permitted under Section 166.04971, Florida Statutes;
NOW, THEREFORE, BE IT ORDAINED BY THE CITY COMMISSION OF THE CITY OF MIAMI, FLORIDA:
Section 1. The recitals and findings contained in the Preamble of this Ordinance are adopted by reference and incorporated as if fully set forth in this Section.
Section 2. Chapter 2 of the City Code is hereby amended in the following particulars:
“CHAPTER 2
ADMINISTRATION
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ARTICLE IV. DEPARTMENTS
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DIVISION 15. EQUAL OPPORTUNITY AND DIVERSITY PROGRAMSRESERVED
Sec. 2-581. Creation of the office of equal opportunity and diversity programs.
(a) Notwithstanding any provision in this Code to the contrary, the office of equal opportunity and diversity programs is created. The management, supervision, and control of the equal opportunity function to be performed on behalf of the city shall be the responsibility of the office of equal opportunity and diversity programs.
(b) All funds, personnel, records, and equipment currently budgeted in the department of employee relations for the division of equal opportunity and diversity programs are transferred and assigned to the office of equal opportunity and diversity programs.
Sec. 2-582. Appointment, reporting and qualifications of the administrator.
The equal opportunity and diversity programs administrator, shall be appointed by and report to the city manager, and the position shall be in the unclassified service. The administrator shall be responsible for the functions of the city office of equal opportunity and diversity programs and shall be qualified by education and experience in the area of equal opportunity compliance as determined by generally accepted standards within the field of practice. The equal opportunity and diversity programs administrator is also designated as the city’s equal employment opportunity (EEO) officer, also known as affirmative action officer.
Sec. 2-583. Staffing.
The office of equal opportunity and diversity programs shall be staffed by professional and support personnel as designated by the city manager and approved by the city commission in the city’s budget process, as may be amended periodically by the city commission, upon recommendation by the city manager.
Sec. 2-584. General duties, powers and responsibilities.
Subject to the direction of the city manager, the equal opportunity and diversity programs administrator shall:
(1)Represent the city manager in all matters of affirmative action, and equal opportunity in employment;
(2)Monitor compliance with the city’s administrative policies and laws related to the prohibition of employment discrimination including, but not limited to the following:
a. Title VII of the Civil Rights Act of 1964 with amendments;
b. Civil Rights Act of 1991;
c. Pregnancy Discrimination Act;
d. Family Medical Leave Act;
e. Equal Pay Act;
f. Age Discrimination in Employment Act;
g. Florida Civil Rights Act;
h. Americans with Disabilities Act of 1990 with amendments;
i. Vocational Rehabilitation Act of 1973.
(3)Investigate complaints involving employment discrimination;
(4)Prepare reports to internal and external sources relevant to compliance with EEO laws, and issues involving diversity and equal employment opportunity;
(5)Develop and implement instructional programs relevant to equal employment opportunity and diversity issues for city employees;
(6)Work in direct coordination with the EEO advisory board in the preparation, conduct, review, and implementation of the city’s continuing affirmative action program;
(7)Provide staff support to the EEO advisory board thus empowering the board to:
a.Review and recommend to the city commission, through the appropriate administrative channels, the adoption of, amendment and revisions to the city’s affirmative action plan, for meeting present and possible future requirements;
b.Review employment policies and practices of the city and make recommendations to the department of employee relations that will serve to ensure the city’s compliance with EEO laws, guidelines and best practices;
c.Conduct monthly meetings, open to the public, for discussion of the city’s affirmative action program, review of specific complaints of alleged discrimination properly brought before the board, and receipt of reports from the office of equal opportunity and diversity programs.
Secs. 2-585581 - 2-590. Reserved.
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ARTICLE VII.
AFFIRMATIVE ACTION POLICYRESERVED
Sec. 2-691. Definitions.
For the purpose of this article, the following terms, phrases, words and their derivatives shall have the following meanings:
Affirmative action means all actions in recruitment, hiring, upgrading and other areas which are designed to eliminate the effects of past discrimination.
Affirmative action plan means the written plan by which the city sets forth the specific affirmative actions by which it will eliminate and remedy the underrepresentation and/or underutilization of minorities and women. The affirmative action plan shall contain goals and timetables.
Discrimination means any act or acts which may adversely affect the employment opportunities of individuals because of race, color, religion, sex, national origin or other factors that, by law, may not be considered as a basis for employment actions.
Goals and timetable means the projections an employer makes of the numerical representation of minorities and women likely to be achieved in those positions in which they have been underutilized.
Labor market means the standard by which the employment participation of women and minorities is measured, based upon their respective incidence in the City of Miami civilian labor force.
Underrepresentation means the condition which exists when the participation rate of a group by number and/or percentage of an employer's work force is substantially less than the representation of said group in the relative labor market.
Underutilization means the condition which results from the employment participation rate of a group by job category being considerably less than the availability of said group in the labor market.
Sec. 2-692. Declaration of policy.
(a) The City of Miami hereby adopts an affirmative action policy recognizing not only an obligation, but also an ethical and moral responsibility to provide fair and equitable consideration of applicants and employees, without regard to race, color, religion, sex, age, national origin, place of birth, marital status or physical or mental handicap.
(b)The City of Miami hereby publicly reaffirms its commitment to a policy of nondiscrimination and affirmative action in all agencies of city government in order to enlarge and expand the employment opportunities of all qualified persons.
Secs. 2-693, 2-694. Reserved.
Sec. 2-695. Policy objective; promotional goals for minorities and women; clause in city contracts, lease agreements, etc.
(a)Until changed by ordinance, the objective of the city is to achieve as its long-term goal the participation at all levels throughout its work force of blacks, Hispanics and women approximating their respective proportions in the city's labor force as determined by the United States Bureau of the Census.
(b)Promotional goals shall be established for minorities and women on a departmental basis, with each department having as its yearly goals, either parity with the Miami city government work force population statistics or the percentage of minorities currently employed in the department, whichever is smaller.
(c)All City of Miami contracts, lease agreements, use permits or subcontractual arrangements shall contain an affirmative action clause prohibiting discrimination on the basis of race, sex, national origin or handicap.
Sec. 2-696. Term of policy; annual review.
The affirmative action policy established hereby shall be in effect until such time as the effects of prior discrimination against minorities and women have been compensated for, and parity achieved, at which time the goals provided for herein shall no longer be observed. There shall be a yearly review by the city commission to determine the continued need for said affirmative action policy.
Secs. 2-697691 - 2-725. Reserved.
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ARTICLE IX.- CITY-OWNED PROPERTY
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Sec. 2-778. –Reserved.Affirmative action clause and minority procurement clause to be part of lease of city-owned property.
(a) Notwithstanding any City Code provision to the contrary, in all future leases of city-owned property to private clubs and organizations, the lease agreements shall contain the following language that mandates adoption and implementation of an affirmative action plan by such club or organization:
AFFIRMATIVE ACTION PLAN
An affirmative action plan requires that action be taken to provide equal opportunity, as in hiring or admission, for members of previously disadvantaged groups, such as women and minorities, and often involves specific goals and timetables.
Lessee, in furtherance of providing equal opportunity for previously disadvantaged groups such as minorities, shall institute an affirmative action plan. The minority membership of the lessee club or organization representative of the City of Miami's population shall consist of no less than ten percent of the total membership after the first year of this lease agreement.
Lessee shall then increase its minority membership five percent per year thereafter until such time as said total club or organization membership reflects the minority percentages representative of the City of Miami's population.
Lessee shall provide a minimum of six public service functions for minorities at the club or organization facilities, which shall include three for Hispanics and three for Blacks. Four of the six public service functions shall be scheduled during the summer months of June, July, and August of each year and shall include two for Hispanics and two for Blacks.
(b) There shall also be a provision in every such lease agreement referring to Ordinance No. 10062 related to minority procurement \[codified as section 18-136 et seq.\] and incorporating such Ordinance No. 10062 within all such agreements thereby mandating the adoption and implementation of the annual goal of 51 percent minority/women business participation in the procurement of goods and services by lessees; further, every such lease agreement shall contain a provision requiring that lessees report annually to the city's office of minority/women business affairs on the attainment of such goals.
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ARTICLE XI. BOARDS, COMMITTEES, COMMISSIONS
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DIVISION 2. STANDARDS FOR CREATION AND REVIEW OF BOARDS GENERALLY
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Sec. 2-887. - Quorum requirements; exceptions.
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(b) The following boards are subject to quorum requirements as provided for elsewhere in this Code.
Affordable Housing Advisory Committee
Audit Advisory Committee
Bayfront Park Management Trust
Downtown Development Authority
Equal Opportunity Advisory Board
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Sec. 2-892. - "Sunset" review of boards.
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(4)The following boards shall initially be reviewed in the following years and shall be reviewed every four years thereafter:
a.1995:
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5\. Equal opportunity advisory board.
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DIVISION 5. RESERVED EQUAL OPPORTUNITY ADVISORY BOARD
Sec. 2-976.Established; members, terms of office.
(a)There is hereby established a board to be known as the city equal opportunity advisory board, hereinafter called the "board." The board shall consist of 14 members, ten members to be appointed by the city commission, and four members, one each, to be selected by each certified bargaining representative of city employees, as follows:
(1)Fraternal Order of Police, Miami Lodge No. 20.
(2)International Association of Firefighters, Local No. 587.
(3)Laborers' International Union of North America, Local No. 800.
(4)Miami General Employees, American Federation of State and County Municipal Employees, Local No. 1907.
(b)Persons so selected shall become members of the board when confirmed by the city commission.
(c)The terms of the board members shall be of one year or until the nominating commissioner leaves office, whichever occurs first.
(d)The city commission may remove any member of the board for cause, upon stating in writing the reasons for removal, allowing him or her to be heard by the city commission in his or her own defense.
(e)Any vacancy on the board shall be filled by the commission for the unexpired term; provided, however, that members of the board shall continue to serve until their successors have been selected and qualified.
Sec. 2-977.Election of officers; establishment, availability of rules of procedure.
(a)The board shall choose from among themselves a chairperson and vice-chairperson to serve for terms of one year each, and shall choose other officers as they deem appropriate.
(b)The board shall establish rules of procedure for governing and conducting its affairs. These rules should be available in writing upon request from the public.
Sec. 2-978.Designation of executive secretary.
The director of equal opportunity diversity programs, hereinafter referred to as "director" in this division, shall be the executive secretary for the board.
Sec. 2-979.Meetings—Generally.
(a)Scheduling. The board shall hold at least one regularly scheduled meeting each month, except during the month of August, on days to be determined by the board. Upon ten days' notice, the chairperson of the board may cancel and/or reschedule any meeting. Other meetings may be scheduled by the board or be held at the call of the chairperson; however, ten days' written notice to each member is required, except where the city manager and board chairperson agree to call an emergency meeting. The board, its established committees, and specially appointed officers shall have the power to take testimony under oath.
(b)Minutes. The board shall keep minutes of its proceedings, showing the vote of each member, or his or her absence or failure to vote.
(c)Quorum, majority vote requirement. A majority of the members present shall constitute a quorum for the purpose of convening any meeting of the board. A majority vote of those present and voting shall decide any question properly brought before the board.
Sec. 2-980.Same—Authority to require attendance of department representatives.
Upon a minimum of ten days' notice from the executive secretary of the board, a city department head requested to attend a meeting of the board shall so attend or may appoint and direct a representative of that department to attend.
Sec. 2-981.Disqualification of members.
(a)Residency. With the exception of those board members selected by certified bargaining representatives of city employees, all board members shall be permanent residents of the city in order to serve on the board.
(b)Conflicts of interest. Board members shall not vote on matters which involve their personal or private interests. If a majority of the other board members sitting vote to disqualify a member from voting on a given matter because they determine that a conflict of interest exists, that member shall not be permitted to vote. No board member shall be permitted to represent any other person before the board or the city commission in any matter concerning employment or affirmative action.
(c)Nonattendance of meetings. Failure of a board member to attend three consecutive meetings, as determined and recorded by the chairperson, shall automatically disqualify said member from holding office.
Sec. 2-982.Duties generally.
The board shall provide advice and recommendations regarding affirmative action. The director or his or her designee shall represent the city manager in all matters of affirmative action and shall provide all staff support to the board. With the assistance of the director, the board shall perform the following duties and functions:
(1)Review and recommend to the mayor and the city commission the adoption of amendments and revisions to the city's affirmative action program plan, for meeting present and possible future requirements.
(2)Review employment policies and practices of the city and make recommendations to the personnel management department through the director.
(3)Conduct monthly meetings, open to the public, for discussion of the city's affirmative action program, review of specific complaints of alleged discrimination properly brought before the board, and receipt of reports from the director.
(4)Recommend to the mayor and city commission ordinances, resolutions, and other proposals relating to the affirmative action program.
(5)Serve with the director and the personnel management department as an instrument for informing the mayor, city commission, city departments and agencies and the public of the continuing affirmative action program and its purposes.
(6)Make recommendations or reports to the mayor and city commission directly as deemed appropriate by the board.
Sec. 2-983.Formulation, adoption of affirmative action plan.
(a)Coordination by director. Under the authority of the city manager, the director shall work in direct coordination with the board and other city boards and departments in the preparation, conduct, review, and implementation of the continuing affirmative action program.
(b)Review, submission by board for commission approval. The board shall review any plan relating to the city's affirmative action program as prepared and submitted by the director. This review shall be conducted in meetings open to the public and in full compliance with F.S. ch. 286, the government-in-the-sunshine law. Upon completion of public hearings and review by the board, the board shall submit to the commission through the director and the city manager its comments and recommendations concerning the plan or modifications to the plan. The civil service board of the city shall receive a copy of the plan and the board's recommendations at the same time they are submitted to the city manager.
(c)Consideration by city commission. The city commission, upon receiving the proposed affirmative action plan or any changes thereto, shall set a date for a public hearing, said date not being less than 30 days from the date the commission received the report from the board through appropriate administrative channels. At the conclusion of this public hearing, the city commission may adopt, reject or modify the plan or any portion thereof. No affirmative action program or plan shall become effective until its adoption by the city commission. The city commission's adoption of the plan or modifications to the plan shall take the form of a resolution wherein the commission resolves to concur with the city manager's adoption of the plan and/or modifications thereto. The city commission may, from time to time, resolve to concur with or support statements of policy formulated by the board and/or the city administration.
Sec. 2-984.Periodic review of affirmative action plan.
The board shall review and make comments or recommendations annually, or as directed by the city commission, concerning the city's affirmative action plans and programs. These comments and recommendations shall be presented to the city commission.
Sec. 2-984.Periodic review of affirmative action plan.
The board shall review and make comments or recommendations annually, or as directed by the city commission, concerning the city's affirmative action plans and programs. These comments and recommendations shall be presented to the city commission.
Sec. 2-985.Hearing and review of discrimination complaints.
(a)The board may hear or review grievances concerning alleged discrimination in employment policies and practices of the city when a specific grievance or complaint is referred by the director to the board.
(b)Following such referral by the director, the board may appoint a committee or a single hearing officer to hear these complaints and to report findings and make recommendations to the full board.
Secs. 2-986976 \- 2-1010.Reserved
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DIVISION 25. LESBIAN, GAY, BISEXUAL, TRANSGENDER, QUEER ("LGBTQ") ADVISORY BOARD
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Sec. 2-1352.Meetings; quorum and voting; attendance requirements; parliamentary authority; rules of procedure; minutes; assignment of staff; legal counsel; and notices and filing of records.
(a)Meetings. The board shall hold at least one regularly scheduled meeting each month, except during the month of August. Other meetings of the board may be scheduled at the call of the board's chairperson. All meetings shall be open to the public and are subject to the Florida Sunshine Law or Florida Public Records Law. The meetings shall be held at City Hall, located at 3500 Pan American Drive, Miami, Florida, unless the board elects to hold a meeting at another location and such location has been duly noticed.
(b)Quorum and voting. The provisions set forth in section 2-887 of this article shall apply to all meetings of the board.
(c)Attendance requirements. The provisions set forth in section 2-886 of this article shall apply to all members of the board.
(d)Parliamentary authority; rules of procedure. The board shall use Roberts Rules of Order (current edition) as its parliamentary authority, or may adopt its own order of business and rules of procedure governing its meetings, and actions on matters within its jurisdiction, not inconsistent with the provisions set forth herein, which rules of procedure shall be filed with the city clerk.
(e)Minutes. Copies of minutes of all board meetings shall be furnished to the mayor, commissioners and the city manager.
(f)Assignment of staff. It shall be the duty of the city manager to provide administrative support to the board, which shall include the services of an individual to keep minutes of meetings, maintain board correspondence, post meeting notices, file reports and perform all other necessary support functions.
(g)Legal counsel. The city attorney shall serve as legal counsel to the board. Reserved.
(h)Notices and filing of records. The provisions set forth in section 2-888 of the City Code shall apply to the board. Notice of meetings shall be posted by the city clerk at City Hall and other appropriate locations after being apprised by the board of an upcoming meeting(s). Advertised public notice of meetings are not required. It shall be the duty of the city clerk to comply with applicable laws related to filing of records and section 2-889 of the City Code.
(i)Election of officers. The board shall choose from among themselves a chairperson and vice-chairperson to serve for terms of one year each, and shall choose other officers as they deem appropriate.
Sec. 2-1353.Powers and duties.
The LGBTQ advisory board shall have the following powers, duties, functions, and responsibilities:
(1)To serve as a vehicle for a systematic and periodic assessment of the quality of life of LGBTQ residents of and visitors to the city;
(2)To foster mutual understanding, tolerance, and respect for the LGBTQ community in the city;
(3)To cooperate in the development of educational programs dedicated to the improvement of the lives of LGBTQ residents and visitors by eliciting support from public and private entities engaged in the inculcation of ideals of tolerance, mutual respect and understanding for the LGBTQ community;
(4)To make recommendations to the city commission with respect to all issues affecting or relating to the LGBTQ community;
(5)To recommend solutions to the social, economic, cultural and political problems in the LGBTQ community, as well as to serve as liaison between the LGBTQ community and the city community at large;
(6)To encourage and attract LGBTQ businesses to the city, to assist LGBTQ businesses located in the city, and to promote economic development, especially job creation in the city;
(7)To promote positive images and concepts of the LGBTQ community as well as promote their many contributions to our society;
(8)To conduct studies through fact-finding and analysis of problems encountered by the LGBTQ community;
(9)To examine and recommend revisions in Miami policies and procedures having potentially negative consequences for LGBTQ individuals;
(10)To serve as a forum to which individuals and groups can express concerns related to issues of homophobia and transphobia;
(11)To continue to strengthen ties with the larger Miami community;
(12)To conduct outreach to other entities and the community, including but not limited to the city's LGBTQ community;
(13)To perform such other duties as may from time to time be assigned to it by the city commission by resolution.
Should SB 1134(2026)and/or Section 116.04971, Florida Statutes, be repealed and/or deemed unconstitutional, Division 25, Sections 2-1350 through 2-1353shall automatically revert to the text as it existed prior to theadoption of Ordinance No. \\_\\_\\_\_\_\_\_\_\_\_\_, without requiring further legislative action by the City Commission.
Sec. 2-1354 – 2-1359. Reserved.
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Section 3. If any section, part of a section, paragraph, clause, phrase, or word of this Ordinance is declared invalid, the remaining provisions of this Ordinance shall not be affected.
Section 4. This Ordinance shall become effective immediately upon its adoption and signature of the Mayor.
Fiscal Impact
N/A