[Ord. No. 1325 §1, 2-3-2014]
Employment with the City of Pevely ("City") is entered into
voluntarily, and the employee is free to resign at will at any time,
with or without cause. Similarly, the City may terminate the employment
relationship at will at any time, with or without cause, so long as
there is no violation of applicable Federal or State law. The City
believes a strong commitment to equal employment opportunities is
more than a legal and moral obligation; it is also sound business
practice to realize the potential of every individual. In order to
provide equal employment and advancement opportunities to all individuals,
employment decisions in the City will be based on merit, qualifications,
and abilities. The City does not discriminate in employment opportunities
or practices on the basis of race, color, religion, gender, national
origin, age, disability, veteran status, genetic information, or any
other characteristic protected by law.
[Ord. No. 1325 §1, 2-3-2014]
A.
This policy regarding the application and hiring process for new
employees of the City is not intended to create a contract, nor is
it to be construed to constitute contractual obligations of any kind
or a contract of employment between the City and any of its employees.
This policy supersedes all existing policies and practices regarding
the application and hiring process for employees of the City. For
all hiring decisions, the City and applicants must comply with the
following:
1.
The Department Director for the department seeking to hire a
new employee must prepare and submit to the City Clerk for approval
by the Board of Aldermen an Intent to Hire Form. No position may be
advertised or filled without the Department Director first obtaining
approval from the Board of Aldermen.
2.
Upon approval by the Board of Aldermen of the Intent to Hire
Form, the Department Director shall prepare a written job description
and shall submit the written job description to the Human Resources
Department for posting. No interviews of applicants may be conducted
until the Board of Aldermen has approved the Intent to Hire Form and
the job description has been properly posted by the Human Resources
Department.
3.
All applicants who are to be considered for a vacant position
must have fully completed the City's written employment application
and the written consent for the City to complete a full background
check and Employment Eligibility Verification Form I-9 and submit
them to the Department Director.
4.
The Department Director may select interviewees and conduct
interviews. If desired, the Department Director may first have the
Human Resources Department screen the applications to exclude those
applicants who do not meet the minimum requirements for the vacant
position. No applicant may be interviewed for a position where the
applicant has not first fully completed and submitted the City's written
employment application and the written consent for the City to complete
a full background check and Federal Eligibility Report.
5.
After conducting the interviews, the Department Director will
select the candidate he or she desires to have hired for the vacant
position.
6.
Once the Department Director has selected his or her desired
candidate, the Human Resources Department will conduct necessary background
and reference checks, and drug testing.
7.
Upon obtaining clear background checks, reference checks and
drug testing, the Department Director shall submit the hiring recommendation
form to the City Clerk, and the City Clerk shall cause the recommended
hiring decision to be placed on the agenda for a Board of Aldermen
meeting.
8.
The recommended candidate, the Department Director recommending
the selection of the candidate and the Director of Human Resources
must attend the Board of Aldermen meeting at which the hiring decision
is to be made.
9.
Upon approval by the Board of Aldermen to make a conditional
offer of employment, the candidate must meet with the Director of
Human Resources at least seventy-two (72) hours before the candidate's
scheduled first shift to complete pre-employment paperwork, including
Federal Form I-9 for employment verification and the providing of
two (2) forms of identification as required by Federal Form I-9, and
benefits paperwork and to schedule a pre-employment physical, if one
is deemed necessary for the position.
B.
A new employee may not commence employment without following these
procedures, and a Department Director may not fill a vacant position
without complying with these procedures.
[Ord. No. 1325 §1, 2-3-2014]
The same procedures outlined in Section 117.230(A)(1) through (5), (7) and (8) above also apply to all promotions within the City as well as new hires, and Department Directors seeking to promote one (1) or more employees and existing employees seeking promotions must comply with these requirements.
