[HISTORY: Adopted by the Common Council of the City of North
Tonawanda as indicated in article histories. Amendments noted where
applicable.]
[Adopted 9-6-2016 by L.L.
No. 1-2016]
North Tonawanda is committed to providing safeguards that endeavor
to protect the welfare and security of its employees and the general
public which it serves. Accordingly, the City will conduct a criminal
history record check (CHRC) which may include fingerprinting in connection
with the appointment of any employee to a job classification for which
(a) a CHRC is required by law, or (b) positions which are, now or
in the future, designated as classified service in the competitive
class, noncompetitive class, labor class and exempt class and all
positions which are, now or in the future, designated as unclassified
service except those designated as elected officials. Where required
under this policy, CHRCs will be conducted pre-offer of employment,
or, where not feasible, an offer will be contingent upon the results
of the CHRC.
North Tonawanda does not unlawfully discriminate on the basis
of arrests or convictions. No application for employment will be denied
by reason of the applicant having been previously convicted of one
or more criminal offenses, unless (1) disqualification is specifically
permitted or required by law; (2) there is a direct relationship between
one or more previous criminal offenses and the employment sought;
or (3) the granting of the employment sought would involve an unreasonable
risk to property or to the safety of welfare of specific individuals
or the general public. In evaluating these factors, the City will
consider the duties of the position, the bearing of the conviction
on the "fitness" to perform the duties of the position, the time elapsed
since the conviction, the age of the applicant at the time of conviction,
the "seriousness" of the offense, evidence of rehabilitation, and
the employer's legitimate interest in protecting property and
safety of specific individuals and the public. The City will also
consider any certificate of relief from disabilities or certificate
of good conduct issued to a prospective employee. Subject to applicable
law, the City may also deny employment on the basis of an arrest which
is pending at the time an employment decision is made.
The City of North Tonawanda Police Department will oversee CHRCs
for City government. All CHRCs will be performed through the Police
Department and other governmental agencies. No nongovernmental entity
will be used to perform CHRCs.
Prospective employees subject to a CHRC will be provided with
a notice and consent form. Before any adverse employment is taken
based upon the results of a CHRC, a prospective employee will be afforded
the opportunity to review and explain information contained therein.
A prospective employee may also withdraw his or her application for
employment at any time, without prejudice, prior to the City's
decision on employment and upon such withdrawal and to the extent
required by law, the City's Police Department will destroy any
CHRC report concerning such prospective employee.
The results of the CHRCs will be maintained by the City in a
file that is separate from other personnel information. Questions
regarding compliance with this policy should be addressed to the City
of North Tonawanda Police Department, Attorney's Office or Mayor's
Office. Except as required by law, this policy is subject to and,
to the extent inconsistent with, superseded by, the County's
collective bargaining agreements.
[Added 4-17-2018]
Salaries of elected officials of the City of North Tonawanda
shall be as follows, effective January 1, 2019, or such other date
as specified below:
