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candidate's suitability for the position. Except where already defined by state law, the City <br />Administrator will determine the level of background check to be conducted based on the <br />position being filled. <br />3.7 Criminal Background Investigations <br />Authority <br />State law authorizes City police departments to conduct criminal history background <br />investigations on applicants for City positions using Minnesota Computerized Criminal History <br />data. <br />Applications <br />This section applies only to applicants who are finalists for regular, temporary, seasonal, <br />casual, and volunteer positions. Before a finalist is eligible to receive a conditional job offer or <br />begin employment with the City, and to the extent permitted by law, the applicant must <br />authorize the Police Department, in writing, to undertake a criminal history background <br />investigation and to release the information to the City Council, City Administrator and/or <br />other City staff as appropriate. <br />Rejection of Applications <br />Except in the case of exceptions set forth in Minnesota state law, as amended from time to <br />time, if the City rejects an application for employment, either partly or solely to the applicant's <br />prior conviction of a crime that directly relates to the position sought, the City's Human <br />ResourcesAdministrative Services Director will notify the applicant in writing of the following: <br />• The Grounds and reasons for denial; <br />• The applicant complaint and grievance procedure set forth in Minnesota State law, as <br />amended from time to time; <br />• The earliest date the applicant may reapply for employment or a volunteer position; and <br />• That all competent evidence of rehabilitation will be considered upon re -application. <br />Only public conviction information related directly to the position sought will be considered in <br />denying employment. In situations where identity is in question, fingerprint verifications will be <br />allowed, to the extent permitted by law. The City reserves the right to consider the applicant's <br />criminal history, including any and all evidence of rehabilitation, to the maximum extent permitted <br />by law. <br />3.8 Reclassification <br />When a position's duties and responsibilities change (increase or decrease), the position is <br />considered a reclassification. It may be automatically filled by the incumbent of the original <br />position, contingent upon the incumbent's ability to meet the position's minimum requirements <br />and possess the necessary knowledge, skills, and abilities, at the City's discretion. <br />161Page <br />