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29 12/2024 <br /> <br /> <br />and who are offered employment for a given job class. Information obtained from the medical exam will <br />be treated as confidential medical records. <br /> <br />When required, the medical exam will be conducted by a licensed physician designated by the city with the <br />cost of the exam paid by the city. (Psychological/psychiatric exams will be conducted by a licensed <br />psychologist or psychiatrist). The physician will notify the administrative services director or designee that a <br />candidate either is or isn’t medically able to perform the essential functions of the job, with or without <br />accommodations, and whether the candidate passed a drug test, if applicable. If the candidate requires <br />accommodation to perform one or more of the essential functions of the job, the administrative services <br />director or designee will confer with the physician and candidate regarding reasonable and acceptable <br />accommodations. If a candidate is rejected for employment based on the results of the medical exam, they <br />will be notified of this determination. <br /> <br />SELECTION PROCESS <br />The selection process will be a cooperative effort between the administrative services director and the <br />hiring supervisor, subject to final hiring approval by the city administrator and the City Council. Any, all, or <br />none of the candidates may be interviewed. <br /> <br />The process for hiring seasonal and temporary employees may be delegated to the appropriate supervisor <br />with each hire subject to City Council approval. Except where prohibited by law, seasonal and temporary <br />employees may be terminated by the supervisor at any time, subject to City Council approval. <br /> <br />The city has the right to make the final hiring decision based on qualifications, abilities, experience and <br />City of Lake Elmo’s needs. <br /> <br />BACKGROUND CHECKS <br />All finalists for employment with the city will be subject to a background check to confirm information <br />submitted as part of application materials and to assist in determining the candidate’s suitability for the <br />position. Except where already defined by state law, the city administrator will determine the level of <br />background check to be conducted based on the position being filled. <br /> <br />PROBATIONARY PERIOD <br />The probationary period is an integral part of the selection process and will be used for the purpose of <br />closely observing the employee’s work and for training the employee in work expectations. Probationary <br />periods apply to new hires, transfers, promotions, and rehires. Probationary periods are six months in <br />duration, but may be extended by, for example, an unpaid leave of absence. <br /> <br />Prior to completion of this probationary period, employees may be dismissed with or without cause by <br />written notice. <br /> <br />All promotions, transfers, and reappointments will be subject to a six (6) month probationary period. <br />During this probationary period employees will continue to be considered regular full-time employees, will <br />accrue seniority and will be protected in the discharge procedure as other regular full-time employees. <br /> <br />Successful completion of this probationary period does not guarantee continued employment with the city <br />or change the at-will status of your employment.