Agenda - Council - 12/10/2024 - Laserfiche WebLink

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Authority State law authorizes City police depailiuents to conduct criminal history background investigations on applicants for City positions using Minnesota Computerized Criminal History data. Applications This section applies only to applicants who are finalists for regular, temporary, seasonal, casual, and volunteer positions. Before a finalist is eligible to receive a conditional job offer or begins employment with the City, and to the extent permitted by law, the applicant must authorize the Police Department, in writing, to undertake a criminal history background investigation and to release the information to the City Council, City Administrator and/or other City staff as appropriate. Rejection of Applications Except in the case of exceptions set forth in Minnesota state law, as amended from time to time, if the City rejects an application for employment, either partly or solely to the applicant's prior conviction of a crime that directly relates to the position sought, the Administrative Services Director will notify the applicant in writing of the following: • The Grounds and reasons for denial; • The applicant complaint and grievance procedure set forth in Minnesota State law, as amended from time to time; • The earliest date the applicant may reapply for employment or a volunteer position; and • That all competent evidence of rehabilitation will be considered upon re -application. Only public conviction information related directly to the position sought will be considered in denying employment. In situations where identity is in question, fingerprint verifications will be allowed, to the extent permitted by law. The City reserves the right to consider the applicant's criminal history, including any and all evidence of rehabilitation, to the maximum extent permitted by law. 3.8 Reclassification When a position's duties and responsibilities change (increase or decrease), the position is considered a reclassification. It may be automatically filled by the incumbent of the original position, contingent upon the incumbent's ability to meet the position's minimum requirements and possess the necessary knowledge, skills, and abilities, at the City's discretion. 3.9 Nepotism The potential for conflicts of interest is increased when personnel who are related are employed by the same employer; and real or implied conflicts of interest can result in distrust and a general lack of harmony among other employees. Whenever possible, and with due regard for job -relevant qualifications, merit, and fitness, the employer shall avoid appointing any person related to an appointed officer or regular full-time or 111Page