Reso 2017-2698 - Laserfiche WebLink

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All employees of the City should be aware that employment with the City is at-will, and should not make any representations otherwise. 4) When external candidates are to be considered for job openings, the following general procedures should be implemented: a) Any candidate for employment must fill out and sign an employment application form in order to be considered for hiring. Applications are accepted only for specific vacancies. An application is active for 90 days from the closing date of the position applied for after which it is void and a new application must be submitted for any vacancy. b) The Human Resources Department will consider requests for accommodation of disabilities and religious beliefs and will determine what, if any, accommodation will be made. (Pursuant to federal and state laws.) c) Applicants determined to be qualified for consideration by the Human Resources Director or the City Manager for available job openings may be interviewed by the HR Director and/or other individuals as determined by the City Manager. d) A second and third interview may be arranged, if necessary, between the applicant and the department head and other staff. e) Following a decision to hire the applicant, the City Manager, in coordination with the Human Resources Director, will make an offer of employment, which should include any necessary contingencies or disclaimers. The HR Department will then determine whether the applicant has the legal right to work in the United States and, where appropriate, conduct credit, personal reference, and criminal conviction checks. A prior conviction, taken by itself, will not necessarily disqualify and applicant. If the applicant accepts the offer and a medical examination is required, the HR Department will arrange it. f) If the background, medical, or any other subsequent investigation discloses any misrepresentation on the application form or information indicating that the individual is not suited for employment with the City, the applicant will be refused employment or, if already employed, may be terminated. 5) The City shall follow the guidelines of the new Florida negligent hiring law (Note: Employers will be presumed to be not negligent if a background check fails to reveal any information to reasonably show the prospective employee to be unsuitable for the job that s/he is hired to perform.). Prescribed steps the City should follow: CODING: Words stricken are deletions,words underlined are additions. 203-1 Hiring Page 3 of 5 48