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12 <br /> <br />14. Pay Range. A schedule of minimum and maximum pay rates, which are established for <br />each job classification. <br />SECTION 3: APPOINTMENTS AND EMPLOYMENT <br /> <br />3.1 Physical & Psychological Examination <br />An applicant or employee appointed to a position must be sufficiently healthy to satisfactorily <br />perform the essential duties and responsibilities of the position. <br />After a conditional offer of employment has been made, applicants may be required to undergo <br />a physical and/or psychological examination prior to appointment to a position. The City will pay <br />the total cost of pre-employment examinations. A medical evaluation report shall be prepared <br />and filed in the employee’s medical file. <br />If a medical evaluation indicates that an applicant has a mental or physical condition that causes <br />such applicant to be considered a serious health risk, or whenever the applicant is reported to <br />have a condition that may substantially affect the applicant’s ability to perform the essential <br />functions of the position, the City may declare the applicant ineligible for consideration for <br />appointment to the position. <br /> <br />3.2 Background Investigations <br />Upon the request of the City Administrator or designee, the Police Department shall provide <br />certain criminal history data contained in the Minnesota Criminal Justice Information System. <br />This applies only to finalists for City employment. The City Administrator or designee must obtain <br />the consent of the finalists before requesting the data, but an applicant’s failure to provide <br />consent may disqualify the applicant from an offer of employment. <br /> <br />3.3 Probationary Period <br />Newly hired full-time and part-time employees will serve a one-year probationary period. During <br />the probationary period, an employee may be transferred or dismissed at the City's sole <br />discretion for any reason. A probationary employee cannot appeal this decision. Prior to the <br />expiration of the probationary period, the employee's performance will be evaluated in writing <br />by the employee's supervisor and given to the City Administrator with a recommendation that <br />the employee be retained as a regular employee or dismissed. <br />Vacation benefits shall accrue, but are not available until the employee has completed six months <br />of the probationary period. <br /> <br />54