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City of Arden Hills Personnel Policy Effective February 29,2016 RECRUITMENT AND SELECTION All appointments in the municipal service shall be made according to job-relevant qualifications, merits and fitness as determined by the City Council or City Administrator. Appointments to municipal service shall be made by the Appointing Authority. The basic recruitment and selection policies of the City are to take whatever measures necessary to seek out and to encourage properly qualified individuals to apply for positions at all levels of City service and to provide assurance that the best qualified applicants are taken into municipal service. No person shall in any way be favored or discriminated against because of race, color, creed, age, marital status, sex, political opinion or affiliation, disability, sexual orientation, or welfare assistance status. In making a selection from among candidates to fill vacancies, the City may use written, oral or performance tests, an evaluation of training and experience, or any combination of these. Investigations of background, character, education, experience or physical fitness may also be required. Any applicant or employee giving false or misleading information on an application form, cheating on an examination, or falsifying a statement, certificate or evaluation shall not be considered for employment or shall be subject to immediate dismissal. Fraud or attempts to commit fraud which would preclude the City from impartially executing these provisions shall be cause for the City to refuse to appoint an applicant or to dismiss an employee. No person seeking employment or promotion shall, either directly or indirectly, attempt to influence the City Administrator or City Council in any way with money, services, or other remuneration. It is the City's policy that relatives of persons currently employed by the City may be hired only if they will not be working under or over a relative within a reporting chain and are not likely to be in such a position in the future. Current employees of the City will not be transferred or promoted into such a reporting chain relationship. If the employees become relatives after employment, management will implement any appropriate transfer or separation decision that may be necessary after consulting with the affected employees. For purposes of this Section a relative includes the employee's spouse, legal guardian, as well as children, siblings, parents, in-laws, grandparents, aunt, uncle, niece, and nephew by blood, marriage or adoption. Appointment to a position of municipal service shall not be construed to be a property right of the employee. All employees are appointed by and serve at the sole discretion of the City Council. 10