City of Greensboro Personnel Policy Manual

City of Greensboro Personnel Policy Manuał

Table of Contents A B C D E F H I J K L List of Appendices G Due to the nature of 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 After the five (5) business days have passed, P&C Talent Acquisition must provide the applicant with an “adverse action” letter. This letter should provide the applicant with: the contact information of the agency performing the background check; a statement notifying them that the agency performing the background check did not make the adverse employment decision; a notice that the applicant is entitled to receive a free copy of the background check; and a notice that the applicant has a right to dispute the information in the background check with the agency. If the applicant disputes the decision, the City must wait thirty (30) days before proceeding with hiring another applicant. Pending charges that are potentially significant require consultation with P&C Talent Acquisition. 6.2 Procedures for Active Employees All active employees who are subject to a legal action/proceeding shall provide the following information to their immediate supervisor within two (2) business days of the initial incident: • name of the jurisdiction involved (i.e., Guilford County); • location of the alleged activity; • specific legal action (i.e., arrest, charges, convictions, traffic violations) during work hours or after work hours; • nature of the alleged activity (i.e., driving while impaired, possession of marijuana); • date and time of the legal action; • any traffic violation(s) that impacts your driver’s license or ability to drive legally; • 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 consult with P&C Employee Success Partnership and Talent Acquisition to determine the relevance, if any, of the employee’s legal action(s). In reaching this decision, consideration of the impact of the legal actions on the current position should be given. Employees’ legal action(s) may subject the employee to disciplinary action up to, and including dismissal from City employment. Likewise, employees failing to notify the immediate supervisor of legal actions, as required by this policy, may be subject to disciplinary action up to, and including dismissal from employment. Employees are not to operate and/or drive City vehicles if the employee’s license has been revoked, expired or suspended.

B - General Employment Policies

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