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City of Arden Hills Personnel Policy Effective Fcbruary29.201-5G <br />RECRUITMENT AND SELECTION <br />All appointments in the municipal service shall be made according to job-relevant <br />qualifications,merits and fitness as determined by the City Council or City Administrator. <br />Appointments to municipal service shall be made by the Appointing Authority. <br />The basic recruitment and selection policies of the City are to take whatever measures <br />necessary to seek out and to encourage properly qualified individuals to apply for positions at <br />all levels of City service and to provide assurance that the best qualified applicants are taken <br />into municipal service. No person shall in any way be favored or discriminated against <br />because of race,color,creed,age,marital status,sex,political opinion or affiliation,disability, <br />sexual orientation,or welfare assistance status. <br />In making a selection from among candidates to fill vacancies,the City may use written,oral <br />or performance tests,an evaluation of training and experience,or any combination of these. <br />Investigations of background,character,education,experience or physical fitness may also be <br />required. <br />Any applicant or employee giving false or misleading information on an application form, <br />cheating on an examination,or falsifying a statement,certificate or evaluation shall not be <br />considered for employment or shall be subject to immediate dismissal.Fraud or attempts to <br />commit fraud which would preclude the City from impartially executing these provisions <br />shall be cause for the City to refuse to appoint an applicant or to dismiss an employee. <br />No person seeking employment or promotion shall,either directly or indirectly,attempt to <br />influence the City Administrator or City Council in any way with money,services,or other <br />remuneration. <br />It is the City's policy that relatives of persons currently employed by the City may be hired Formatted:Font:14 pt <br />only if they will not be working under or over a relative within a reporting chain and are <br />not likely to be in such a position in the future Current employees of the Croy will not be <br />transferred or.12romoted into such a reporting chain relationship. If the employees <br />become relatives after employment management will implement any appropriate transfer <br />or separation decision that may be necessary after consulting with the affected employees. <br />For purposes of this Section a relative includes the employee's spouse,legal guardian,as <br />well as children.siblings parents in-laws,grandparents aunt uncle niece and nephew by <br />blood,marriage or adoption. <br />Formatted:Highlight <br />related by bleed or-ffiffriftge.However-,to a-v_ eonf et af ifftefest,tie City e Ple <br />1 i e 1 of <br />t <br />i <br />fie Gity etnployee is to be assigned tespaftsibilit-for- <br />and d4eeting lwor- <br />addition, <br />i fY <br />1 <br />1 <br />l il_h <br />N <br />9