A. 
When a vacancy occurs in a classified position, the department head shall notify the Manager by submitting a termination personnel action request (PAR) on the departing employee. No recruitment activity to obtain a replacement shall be undertaken without the Manager's consent.
B. 
Department heads wishing to establish a new position shall notify the Manager, in writing, stating the class title, if such a class exists, or a job description, when no such position is classified, and the reason for the request. No new position will be established without the approval of the City Manager and the City Council.
A. 
Application for employment in a classified position with the City must be filed on forms prescribed by the Manager. Such forms shall require the necessary information needed to conduct a fair and proper evaluation of the applicant.
B. 
The City Manager shall advertise all such vacancies, except those to be filled by promotion or lateral movement by municipal staff, in at least one issue of a newspaper circulated in the City, giving the job title and salary range. The City Manager may also authorize the department head to advertise the position as indicated above. All vacancies, including those to be filled by promotion or lateral transfer, shall be advertised internally by posting on every employee bulletin board in the municipal buildings. Applications shall be received for at least one week after the date of advertisement. Applications/resumes are sometimes received by department heads in anticipation of future job openings. These applications can be used by the department head as long as the position has been properly advertised and all applications are taken into consideration.
A. 
The City Manager and/or the department head involved shall review all the applications received and select the applicants for personal interview whose training and experience indicate that they are the best qualified. The department head will then submit a recommendation to the Manager, who in all instances shall be the final appointing authority. No employee shall be deemed to have been hired, promoted, transferred or terminated until the City Manager has signed a PAR to that effect.
B. 
When the City Manager has tentatively concurred with the department head's choice, the department head will notify the candidate that he or she is a finalist and obtain the applicant's signature on a consent form for background investigation. The Manager will specify the extent of the background checks to be conducted, which may range from a driving history check to a full investigation by detectives, depending upon the nature of the vacant position. References will be checked for every finalist for any position. The Manager may elect to personally interview any candidates at this time. When all background checks are completed with satisfactory results, the Manager may sign the hiring PAR.
C. 
Employment of relatives or occupants of the same household.
(1) 
Members of the same immediate family (parents, spouses, children and siblings) and unrelated persons who share the same household may be employed by the City, provided that:
(a) 
No relative or household member takes part in nor makes any attempt to influence the selection, hiring, discipline, promotion or termination process of another relative or household member.
(b) 
No relative or household member is in the supervisory, performance appraisal or disciplinary chain of another relative or household member.
(2) 
Willful concealment of a relationship in violation of this policy shall be grounds for disciplinary action up to and including termination.
Appointments by the City Manager shall serve a probationary period of six months, unless circumstances dictate a longer period, except Police and Fire which may have a probationary period for up to one year. Any probationary period extending beyond one year must be recommended by the applicable department head and approved by the City Manager.
The City of Franklin shall require a physical examination as a condition of employment and may require other medical or psychological testing, including drug testing, to be performed by a qualified physician to be selected by the City. The City will assume the cost for the physical and laboratory tests and any other medical, drug or psychological testing required.
A. 
No City employee shall accept, engage in or be associated with any activity, employment or self-employment which shall constitute a conflict of interest or reflect discredit upon the employee or the City government or adversely affect the proper performance of the employee's duties in the City's service.
B. 
Definitions. As used in this section, the following terms shall have the meanings indicated:
BUSINESS ENTITY
Any business, proprietorship, firm, partnership, person in representative or fiduciary capacity, association, venture, trust or corporation.
INTEREST
Direct or indirect pecuniary or material benefit accruing to an employee as a result of a contract or transaction which is, or may be, the subject of an official act or action by or with the City. For the purposes of this policy, employees shall be deemed to have an interest in the affairs of:
(1) 
Any persons related to them by blood, marriage or domestic living arrangement. Divorce or separation shall not be deemed to terminate this interest.
(2) 
Any person or business entity with whom or with which a contractual relationship exists with the public officer or employee.
(3) 
Any business entity in which the employee is an officer, director or member having a financial interest or by which the employee is employed.
(4) 
Any business entity whose stock or legal or beneficial ownership in excess of 5% of the total stock or total legal and beneficial ownership is controlled or owned directly or indirectly by the public officer or employee.
OFFICIAL ACT OR ACTION
Any legislative, administrative, appointive or discretionary act of any officer or employee of the City or any agency, board, committee or commission thereof.
C. 
City employees shall not solicit or engage in any employment or self-employment during their assigned City working hours. Their actions and activities during assigned City working hours shall be limited to official business within the scope of their assigned City duties and responsibilities.
A. 
All newly hired, sworn police officers, full- or part-time, shall be required to pass the Franklin Police Department physical readiness examination, presently in place and known as "Standard Operational Procedure 88005," instituted as policy on March 1, 1988.
B. 
A passing score on the annual physical readiness examination shall be a bona fide condition of continued employment with the Franklin Police Department from the first date of his/her appointment and continue in effect while any newly hired, sworn police officer remains employed with the Franklin Police Department.