2009-12-09 CC Packet - Laserfiche WebLink

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Confidentiality: The infonnation obtained during the medical exam shall be treated in the same manner as for confidential medical records under the Minnesota Data Practices Act and HIPAA regulations. Exam: A licensed physician designated by the Employer shall conduct the exam. The physician conducting the exam shall be provided with a description of the duties and responsibilities and other pertinent information about the position. The City shall pay the cost of the exam, The physician shall notify the City Administrator whether or not a candidate is medically able to perform the job and the results of the drug and alcohol screening. Notification of Results: The City Administrator shall inform the candidates of the results of their examination. If a candidate is rejected for employment based on the results, he or she shall be notified of this determination and may request further explanation from the physician. 4.7 Employment of Minors General: Employment of minors will be limited to the ages and conditions as provided by the federal Fair Labor Standards Act (FLSA) and, where more restrictive, State child labor laws. 4.8 Union Representation Labor Relations Act: Relations between the City and its organized Employees are guided by the Public Employment Labor Relations Act (PELRA) of 1971, as amended. A copy will be made available for Employees upon request Joining a union is not required for employment. However, under the Act, the Union may require individuals in a represented bargaining unit who are not members of the Union to contribute a "fair share fee." 4.9 Probationary Appointments Purpose: The probationary period is an integral part of the selection process and shall be utilized for observing an Employee's work and for training the Employee in the work expectations, for assessing the Employee's abilities, skills, and interest, and for rejecting any Employee whose performance does not meet the required work standards. The first six (6) months of employment shall be considered an Employee's probationary period except for exempt employees which shall be twelve (12) months. Duration: Probationary periods apply to new hires, transfers, promotions and rehires. The Council, under special circumstances, may extend the probationary period up to a maximum of six (6) additional months. Termination during Probationary Appointment: The City Council, or the City Page 8 of 51 Adopted XXX, 2009 56