05/07/2012 Council Packet - Laserfiche WebLink

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SECTION 3: APPOINTMENTS AND EMPLOYMENT 3.1 Physical & Psychological Examination An applicant or employee appointed to a position must be sufficiently healthy to satisfactorily perform the essential duties and responsibilities of the position. After a conditional offer of employment has been made, applicants may be required to undergo and pass an appropriate health screening, and may be required to undergo a physical and/or psychological examination prior to appointment to a position. The City will pay the total cost of pre - employment examinations. A medical evaluation report shall be prepared and filed in the employee's medical file. If a medical evaluation indicates that an applicant has a mental or physical condition which causes such applicant to be considered a serious health risk, or whenever the applicant is reported to have a condition that may substantially affect the applicant's ability to perform the essential functions of the position, the City may declare the applicant ineligible for consideration for appointment to the position. When an employee is receiving medical treatment, which includes a prescription drug that may affect the employee's ability to perform his or her job duties, the employee has a duty to notify his/her department director of such treatment. 3.2 Background Investigations Upon the request of the City Administrator or designee, the Police Department shall provide certain criminal history data contained in the Minnesota Criminal Justice Information System. This applies only to finalists for City employment. The City Administrator or designee must obtain the consent of the finalists before requesting the data, but an applicant's failure to provide consent may disqualify the applicant from an offer of employment. 3.3 Probationary Period Newly hired full -time and part-time employees will serve a six -month probationary period. During the probationary period, an employee may be transferred or dismissed at the City's sole discretion for any reason. A probationary employee cannot appeal this decision. Prior to the expiration of the probationary period, the employee's performance will be evaluated in writing by the employee's supervisor and given to the City Administrator with a recommendation that the employee be retained or not as a regular employee. The City Administrator may extend the probationary period for specific individuals for an additional six -month period upon the recommendation of the employee's department director. Vacation benefits shall accrue, but are not available to the employee until after successful completion of the probationary period without the permission of the City Administrator. 6