City of Greensboro Personnel Policy Manual

City of Greensboro Personnel Policy Manuał

to the safety of the employee or others under which a momentary lapse of attention or judgment could have disastrous consequences without the opportunity to rectify the mistake. This definition also includes any position that meets the Federal Highway Administration’s definition in 49 CFR Part 382 for CDL operators and those that maintain CDL required equipment. See the appendix document, Safety Sensitive Positions on page 430. 4.7 Security Sensitive Position – A position where the employee’s duties involve handling cash or sensitive financial information. 5.0 ORGANIZATIONAL RULES 5.1 All applicants for employment are subject to a criminal background check. 5.2 Active employees serving in positions with certain responsibilities (e.g. law enforcement, interaction with vulnerable populations such as children and elderly, financial operations etc.) are subject to background checks every three (3) years during their employment. 5.3 An arrest, in and of itself, does not establish that criminal conduct has occurred. Accordingly, the fact that an individual was arrested should never be the sole basis of an adverse employment action. The City may take adverse employment action based on information showing that the individual actually committed the conduct underlying the arrest. A conviction, guilty plea or no contest plea shall serve as sufficient evidence that the individual engaged in the alleged criminal conduct. 5.4 The City shall not treat background check information differently for individuals based on their age, color, ethnicity, familial status, gender or sex, gender expression, gender identity, genetic information, hair texture and hairstyle commonly associated with race or national origin, marital status, mental or physical disability, military status, national origin, political affiliation, race, religion or sexual orientation or any other non-job related factor. 5.5 The City recognizes that the use of background check information may disproportionately impact some individuals based on their membership in a protected class. Accordingly, the City will take steps to ensure that any use of background check information will be job related and consistent with business necessity. The City finds that reporting convictions for nonviolent, drug-related offenses such as possession, manufacture or distribution of controlled substance to only be job related and consistent with business necessity for those positions that are deemed safety-sensitive. See the appendix document, Pre-Placement Drug Testing Procedures on page 427. for a complete list of the safety-sensitive positions. 6.0 PROCEDURES 6.1 Pre-Employment Background Checks The hiring official must have all referred applicants to sign a Background Check Form during the interview process. Any applicant refusing to authorize the background check will have their

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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