Employee Handbook

RECRUITMENT AND EMPLOYMENT

RECRUITMENT, SELECTION, AND REJECTION

Recruitment Sources. When position vacancies occur, Department Heads shall notify Human Resources concerning the number and classification of positions that are to be filled. Individuals shall be recruited from a geographic area as wide as necessary to ensure that well-qualified applicants are obtained for City service. Temporary staffing agencies and the Tennessee Employment Security Department may be utilized as necessary.

Job Advertisements. Human Resources shall publicize opportunities for employment, including applicable pay information and employment qualifications. Information on job openings and hiring practices shall be provided to recruitment sources, including organizations and news media available to minorities and applicants with disabilities. In addition, notice of vacancies shall be posted at designated conspicuous sites within departments. Employment advertisements shall contain assurances of equal employment opportunity and shall comply with Federal and State statutes.

Application for Employment. During regular business hours, all persons expressing interest in employment with the City shall be given the opportunity to file an application for employment for positions that are vacant. Reasonable accommodations in the application process will be made for applicants with disabilities making a request for such accommodations.

Application Reserve File. Applications shall be kept in an inactive reserve file for a period of two years, in accordance with Equal Employment Opportunity Commission guidelines.

Selection. Department Heads shall make such investigations and conduct such examinations as necessary to assess accurately the knowledge, skills, and experience qualifications required for the position. All selection devices administered by the City shall be valid measures of job performance.

Rejection. An application or applicant shall be rejected for any of the following reasons:

a. The application was not filed within the period specified in the examination announcement or was not filed on the prescribed form.

b. The applicant does not possess the minimum qualifications.

c. The applicant has made a false statement(s) on the application.

d. The applicant is currently using illegal drugs or narcotics as determined by a post-offer, pre-employment drug test.

e. The applicant does not reply to a mail inquiry within ten (10) calendar days or does not return a telephone inquiry within two (2) business days, and/or fails to accept appointment within the time prescribed in the offer.

f. The applicant is found to have been convicted of a felony or misdemeanor dependent upon the nature and gravity of the offense, the time passed since the offense, and the nature of the job sought.

NEPOTISM

Employees shall not supervise members of his/her immediate family. Immediate family members of policy level officials will not be employed by the City. "Immediate family" includes an employee's parent, child, spouse, brother, sister, in-laws, and step relationships.