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7 <br /> <br />City of Little Canada Personnel Policy <br />Motor Vehicles Record Check <br /> <br />Newly hired employees who are required to have a CDL Commercial Driver’s License (CDL) as part <br />of their employment may be subject to a motor vehicle record check to determine if he/she has they <br />have a safe driving record. All employees required to have a CDL Driver’s License as part of their <br />employment are subject to periodic motor vehicle records checks on an on-going basis throughout their <br />employment with the City. <br /> <br />Procedure for Application of Veteran's Preference Law <br /> <br />Refer to Minnesota Statutes Sections 197.455 through 197.481 and 43A.11 for provisions of Veteran's <br />Preference Law. <br /> <br />All applicants are given the opportunity to claim veteran's preference when completing the City's <br />application for employment. Submission of Form DD214 is required for proof of honorable discharge. <br /> <br />Each veteran's name is placed on the eligible list in the ranking order in which the augmented score <br />entitles him or her them. If a veteran and a non-veteran have the same score, the veteran's name is <br />placed first. <br /> <br />Employment (I-9) Verification <br /> <br />The Immigration Reform and Control Act of 1986 (IRCA) states that employers must hire only <br />American citizens and aliens who are authorized to work in the United States. Employers must verify <br />the employment eligibility of anyone hired after November 6, 1986. <br /> <br />The City of Little Canada will accept any authorized form of identification of United States citizenship <br />or right to work in the United States permit. <br /> <br />The City of Little Canada does not discriminate against any individual (other than an unauthorized <br />alien) in hiring, discharging, recruiting, or referring for a fee, because of that individual's national <br />origin, or in the case of a citizen or intending citizen, because of his or her their citizenship status. <br /> <br />Reasonable Accommodations <br /> <br />The City is committed to complying with applicable federal, state, and local laws governing reasonable <br />accommodations of individuals. We endeavor to make reasonable accommodations to applicants and <br />employees who request them or whom the City has noticed may require such an accommodation, <br />without regard to any protected classifications. Accommodations may be related to: <br /> <br />• Disability, meaning any physical, medical, mental, or psychological impairment, or a history or <br />record of such impairment; <br />• Sincerely held religious beliefs and practices; <br />• Needs as a victim of domestic violence, sex offenses, or stalking; <br />• Needs related to pregnancy, childbirth, or related medical conditions (see subsection below for <br />additional information specific to this category); and/or <br />• Any other reason required by applicable law, unless the accommodation would impose an <br />undue hardship on the operation of the City.