2025.12.15 CC Packet - Laserfiche WebLink

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: Page 19 will result in a withdrawal of the offer of employment even if the applicant’s probationary employment has begun. A negative or positive dilute test result, following a second collection, which has been confirmed, will also result in immediate withdrawal of an offer of employment to an applicant. If the offer of conditional employment is subsequently withdrawn, the City will notify the applicant of the reason for the withdrawal. Section 3.07 Selection Process The selection process will be a cooperative effort between the City Administrator or designee and the hiring supervisor, subject to final hiring approval of the City Council. Any, all, or none of the candidates may be interviewed. The process for hiring seasonal and temporary employees may be delegated to the appropriate supervisor with each hire subject to final City Council approval. Except where prohibited by law, seasonal and temporary employees may be terminated by the supervisor at any time, with the consent from the City Administrator. The City has the right to make the final hiring decision based on qualifications, abilities, experience and City of Hugo needs. Section 3.08 Background Checks All finalists for employment with the City will be subject to a background check to confirm information submitted as part of application materials and to assist in determining the candidate’s suitability for the position. Except where already defined by state law, the City Administrator will determine the level of background check to be conducted based on the position being filled. Section 3.09 Training/Probationary Period for Full-Time and Part-Time Employees All appointments for regular, full-time and part-time employees are subject to a six-month training and evaluation period. If during the first 180 days of service in a position, a person has not demonstrated an acceptable level of ability, aptitude, and performance for the position assigned, they will be removed from service or have the probationary period extended for specific reasons. Department Heads will recommend to the City Council whether to retain an employee prior to the end of the employee’s training and evaluation period or recommend extension of the probationary period. A new employee remains subject to probationary status until the City Council removes the probationary status. Nothing within this provision alters the status of the “at-will” relationship between the employee and the City of Hugo during the probationary period. As such, the employee may be terminated at any time, for any lawful reason, at any time during his/her employment with the City, including during the probationary period. Section 3.10 Training/Probationary Period for Firefighters