Page | 14 In addition, employees seeking promotion may be required to have a medical/fitness-for-duty examination. All promoted employees are subject to the Trial Period policy once they assume their new position. BACKGROUND INQUIRIES AND RECORD CHECKS 204 When hiring an external applicant, or promoting or transferring a current employee, the City will conduct job-related background checks. Background checks serve as an important part of the selection process and typically involve verifying the accuracy of the information provided by the applicant including but not limited to past employment, education, character, reputation, and criminal history. When checking criminal history, the City will only inquire about convictions and probation status unless otherwise required by law. The following factors will be considered for those applicants with a criminal history in determining whether to hire, transfer or promote the applicant: • The nature of the crime and its relationship to the position; the time since the conviction; the number (if more than one) of convictions; and • Whether hiring, transferring or promoting the applicant would pose an unreasonable risk to the City. All background checks are held in compliance with all federal and state statutes, including the Fair Credit Reporting Act (FCRA). If used to decline employment, the applicant will be given an opportunity to review the background and/or criminal history results and submit an explanation. If any applicant is found to have falsified any information regarding conviction history, he/she will not be considered for employment. If an employee seeking a transfer or promotion to a position is found to have falsified pertinent background information, including conviction history, he/she may be immediately terminated. MEDICAL EXAMINATION REQUIREMENTS 205 The City requires applicants (internal and external), to whom a conditional offer of employment has been extended, to undergo job-related medical and/or psychological examinations whenever management determines there is a business necessity. Medical examinations required by the City will be paid for by the City and will be performed by a physician or licensed medical facility designated or approved by the City. All offers of employment extended are contingent upon satisfactory completion of a drug test, within the scheduled timeframe. A positive result on a drug test normally results in revocation of the existing conditional job offer and elimination of the individual from further consideration for employment for a minimum of three (3) years. In addition, for those jobs that require a significant degree of physical exertion, applicants may be required to undergo a post-offer physical examination to evaluate their fitness and ability to perform the essential functions of the job. Every effort will be made to reasonably accommodate a qualified applicant who has a disability, unless such accommodation would impose an undue hardship on the City. Such individual who desires accommodation has the responsibility to apprise the Human Resources department of any accommodation necessary.
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