City of Greensboro Personnel Policy Manual

City of Greensboro Personnel Policy Manuał

to a roster or benefit eligible position. See the New Hire Letter . E. Applicants, except Roster Employees age 15 and under, for all City positions must clear a background check. Applicants for all benefit eligible positions must also pass a pre-employment drug screen and physical examination. Other employees (roster, seasonal temporary or special project employees) because of the physical nature of the employee’s individual jobs or whose jobs are considered “safety sensitive” may also be required to successfully pass a pre employment drug screen and/or physical examination. F. A hiring offer for all benefit eligible positions is contingent upon the results of a background check, a pre-employment drug screening and a pre-employment physical examination, references and additional verifications (e.g. certifications, licenses, educational documentation) associated with hiring criteria. A hiring offer for all other positions (roster, seasonal temporary or special project employees) is contingent upon the results of a background check, and a pre employment drug screening where applicable based on the “safety-sensitivity” of the position. G. All new employees shall be required to complete the E-Verify process no later than the third business day after the employee starts work for pay. H. All benefit eligible employees will attend the Benefits Sign-Up class scheduled to coincide with the initial payroll period. Normally this is offered on the second day of each payroll period or the first scheduled work day after this. Because sworn Police Officers and Firefighters are normally hired as an entire rookie class, the entire class may have a separate dedicated payroll/ benefits sign-up class. 5.2 Probationary Period A. Probationary periods apply to benefit eligible employees only. B. The probationary period of original appointments for benefit eligible positions is six (6) months beginning at date of hire. For Firefighters, the probationary period is 12 months beginning on the date of hire. For Police Officers, the probationary period is from the date of hire and extends to 12 months after the employee is sworn in as a Greensboro Police Officer. For more information, see the Promotional Salary Increases policy on page 121. C. An employee serving the probationary period for an initial appointment to City service may be dismissed from City employment without formal steps being taken according to the H-1 Discipline & Expectations (DEP). However, an employee who is dismissed during their probationary period may appeal the dismissal, see Appeals of Dismissal for the appeal process. D. A probationary period may be extended, not to exceed three months, at the discretion of the Department Director and with the guidance of the P&C Employee Success Partner for the department. 6.0 PROCEDURES

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

B - General Employment Policies

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