A. 
Recruiting practices are conducted solely on the basis of ability, merit, qualifications and competence without regard to race, color, sex, religion, age, disability or national origin.
B. 
Each candidate for employment shall complete and sign an application form prior to being considered as a finalist for any position. Resumes may supplement, but not replace, an official application form. Applicants chosen for consideration as finalists on the basis of their resume or other information shall complete a standard application form prior to being considered as a finalist for any position.
C. 
Supplying false, inaccurate or misleading information will constitute grounds for refusal to hire the applicant and/or termination of the employee if hired.
A. 
When a position becomes vacant and prior to any posting or advertising of the vacancy, the department head shall review the position, its job description, and the need for such a position. The department head will prepare and submit to the City Administrator a written request to fill the position. The position will be posted and/or advertised only after the request has been approved. The position will be posted in-house for one (1) week. If no employees have applied for the position, or if no employees are qualified to fill the position, the position will then be posted and advertised to the public.
B. 
Applicants for positions in which the applicant is expected to operate a motor vehicle must be at least eighteen (18) years old and will be required to present a valid State driver's license with any necessary endorsements. The driving record of the applicants will be checked. Applicants with poor driving records, as determined by the City, may be disqualified for employment with the City in positions requiring driving.
C. 
The City may administer pre-employment examinations to test the qualifications and ability of applicants and may also contract with any competent agency or individual to prepare and/or administer examinations.
D. 
After an offer of employment has been made and prior to commencement of employment, persons selected for employment may be required to successfully pass a medical examination which may include testing for alcohol and controlled substances. The purpose of the examination is to determine whether the individual is physically able to perform the essential functions of the job and to ensure their physical condition will not endanger the health, safety or well-being of other employees or the public. The offer of employment may be conditioned on the results of the examination.
E. 
A candidate may be disqualified from consideration if:
1. 
Found physically unable to perform the essential functions of the position (and the individual's condition cannot be reasonably accommodated in the workplace);
2. 
The candidate refuses to submit to medical examination or to complete medical history forms; or
3. 
The exam reveals use of alcohol and/or controlled substances.
A. 
With approval of the City Administrator, temporary employees may be used during emergencies or other peak workload periods to temporarily replace employees absent due to disability, illness and vacation or other approved leave or to temporarily fill a vacancy until a regular employee is hired.
B. 
With approval of the City Administrator, seasonal employees may be used to fill positions at the City swimming pool during the pool's period of operation. Seasonal employees may also be approved to maintain the City cemeteries during the warm weather months when grass and weeds must be controlled.
C. 
Temporary and/or seasonal employees are not eligible for the City's benefit program.
A. 
All newly hired employees, former employees who have been rehired, or employees promoted to a new classification enter into an introductory (probationary) period which is considered an integral part of the selection and evaluation process. During this period, an employee is required to demonstrate suitability for the position through actual work performance.
B. 
The introductory period is intended to give new employees the opportunity to demonstrate their ability to achieve a satisfactory level of performance and to determine whether the new position meets their expectations. The City uses this period to evaluate employee capabilities, work habits and overall performance. Either the employee or entity may end the employment relationship at will at any time during the introductory period with or without cause or advance notice.
C. 
The normal introductory period is six (6) months from the employee's date of hire, rehire or promotion; however, longer periods may be established for positions requiring technical, professional, specialized, or unusual or unique skills or qualifications. An employee's introductory period may be extended for up to an additional six (6) months when needed due to circumstances such as extended illness or a need to continue to evaluate marginal performance. The introductory period will not be shortened for any reason.
D. 
Newly hired or rehired employees accrue vacation and sick leave but are not eligible to use vacation until they have been continuously employed with the City for six (6) months.
[Ord. No. 18-2018, 8-28-2018[1]]
[1]
Editor's Note: Per instruction from the City this Section was changed to conform to the changes set out in Ord. No. 18-2018, therefore same is referenced herein.
E. 
During the introductory period the employee may be terminated at any time with or without cause.
F. 
When a department head determines that an employee has satisfactorily completed the introductory period, the department head shall prepare a written performance evaluation which will be reviewed by the City Administrator. If the introductory period is satisfactorily completed, the employee may be certified to regular employment status. The Police Department employees shall satisfactorily complete a one (1) year probationary period before being certified to regular employment status.
G. 
Successful completion of the introductory period is not a guarantee of future employment.
A. 
Employee's relative will not be employed by the City under any of the following circumstances:
1. 
Where one (1) of the parties would have authority (or practical power) to supervise, appoint, remove or discipline the other;
2. 
Where one (1) party would be responsible for auditing the work of the other;
3. 
Where both parties would report to the same immediate supervisor;
4. 
Where other circumstances might lead to potential conflict among the parties or conflict between the interest of one (1) or both parties and the best interests of the City; or
5. 
Where one (1) of the parties is a policy level official of the City.
B. 
Relatives include an employee's parent, child, spouse, brother, sister, in-laws and step relationships. If two (2) employees marry, become related, or begin sharing living quarters with one another, and in the City's judgment the potential problems noted above exist or reasonable could exist, only one (1) of the employees will be permitted to stay employed with the City, unless reasonable accommodations, as determined by the City Administrator, can be made to eliminate potential problems. The decision as to which relative will remain with the City must be made by the two (2) employees within thirty (30) calendar days of the date they marry, become related, or begin sharing living quarters with each other. If no decision has been made during this time, the City reserves the right to terminate either employee.
A. 
Current employees are encouraged to apply for vacant positions for which they are qualified. Promotions and transfers are based on the department head's recommendation, work force requirements, performance evaluations, job descriptions and related requirements or other needs of the City.
B. 
Regular employees are eligible for promotion, transfer or voluntary demotion. To be considered for another position, an employee must have satisfactorily completed the introductory period in his/her current position and possess the qualifications for the vacant position, unless such requirements are waived by the City Administrator in the best interests of the City.
C. 
The promotion of an employee to a class with a higher salary range shall include an increase in his/her salary to at least the minimum for the new classification. If the minimum for the new classification is below his/her present salary, he/she shall not be granted more than a one-step increase in salary at the time of the promotion.