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<br />4.10 Background Investigation <br /> <br />Upon the request of the City Administrator, the police department shall provide <br />certain criminal history data contained in the Minnesota Criminal Justice Information <br />System. The data to be provided must only be about finalists for City positions of <br />employment. The City Administrator must obtain the consent of the finalists before <br />requesting the data, but an applicant's failure to provide consent may disqualify the <br />applicant from the prospective position. <br /> <br />5. EMPLOYMENT STATDS CHANGES <br /> <br />5.1 Reclassification <br /> <br /> <br />eclassification will be <br />hanges in the kind, <br />osition. A <br />e City Council <br />ity Administrator. <br /> <br />5.2 Promotion <br /> <br />of present Employees who meet <br />on, when it is in the best interest of <br /> <br />5.3 Demotion <br /> <br />range,ra <br />may also be <br />he/she cannot <br />and suited. <br /> <br />demoted if found unsuited for the present position <br />pe rm satisfactorily in a position of having a lower pay <br />/ or lesser responsibility than previously held. An Employee <br />ot if his/her position has been abolished or reclassified and <br />nsferred to a position of equal pay for which they are qualified <br /> <br />5.4 Reduction of Workforce <br /> <br />General: If it is necessary to reduce personnel, temporary Employees and those <br />serving a probationary period in affected job classes will be separated before regular <br />Employees. Within each of these groups, the selection of Employees to be retained <br />shall be based on merit and ability as determined by the City Administrator, subject <br />to Council Approval. <br /> <br />Lay-off: The City may layoff any Employee whenever such action is made <br />necessary by reason of shortage of work or funds, the abolition of a position, or <br /> <br />10 <br />