policy manual 10 2015

City of Greensboro Personnel Policy Manuał

• name of the jurisdiction involved (e.g., Guilford County Sherriff’s Department); • location of the alleged activity; • specific legal action (e.g., arrest, conviction); • nature of the alleged activity (e.g., driving while impaired, possession of marijuana); • date and time of the legal action; and • dates of any upcoming court appearances. If the immediate supervisor is unavailable, the employee must report the legal action to the next higher level supervisor. The reporting supervisor must notify their department director of the employee’s legal action within two (2) business days. The department director, or designee, must meet with Employee Relations staff to determine the relevance, if any, of the employee’s legal action(s). In reaching this decision they shall consider the same factors outlined in Section 6.1 above. Employees’ legal action(s) may subject them to corrective action up to, and including dismissal from City employment. Likewise, employees failing to notify their supervisor of legal actions as required by this policy may be subject to corrective action up to, and including dismissal from employment. Due to the nature of their positions with the City, some active employees will be subject to background checks every three (3) years of their employment. The City Manager shall approve the positions that will be subject to periodic background checks. See Appendix, List of Sensitive Positions Subject to Periodic Background Checks (under development). Prior to conducting the background checks, the department director and Employment Supervisor shall identify the criminal offenses that are job-related for the positions in question. Employees serving in identified positions must provide their authorization by signing a background check release form. The failure to do so will subject the employee to corrective action up to, and including, dismissal from City employment. If the background check reveals a conviction, guilty or no contest plea, the affected department director, or designee, in concert with the Employment Supervisor shall determine the degree to which the criminal conduct is related to the position. When contemplating corrective action, they shall consider the same factors outlined in Section 6.1 above. 7.0 HUMAN RESOURCES CONTACT Employee Relations and Employment Office Staff 8.0 APPENDIX, APPENDICES EEOC Enforcement Guidance on the Consideration of Arrest and Conviction Records in Employment

Decisions Under Title VII of the Civil Rights Act of 1964 (under development) List of Expected and Unacceptable Employee Behavior and Performance List of Sensitive Positions Subject to Periodic Background Checks (under development)

Table of Contents A B C D E F H I J K L TableofContents G

B - General Employment Policies

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