(A) Purpose. The purpose and intent of this section is to establish regulations that will allow law enforcement access to the state’s Computerized Criminal History information for specified non- criminal purposes of employment background checks for the positions described in this section.
(B) Criminal history employment background investigations.
(1) The Minnesota BCA is authorized, as the exclusive entity within the city, to do a criminal history background investigation on the applicants for positions within the city.
(2) All regular part-time or full-time employees of the city and other positions that work with children or vulnerable adults do not need to include sworn police positions in this section as these are already authorized and covered by M.S. § 626.87, subd. 1, as it may be amended from time to time.
(3) In conducting the criminal history background investigation in order to screen employment applicants, the Police Department is authorized to access data maintained in the state’s Bureau of Criminal Apprehensions Computerized Criminal History information system in accordance with BCA policy. Any data that is accessed and acquired shall be maintained at the Police Department under the care and custody of the chief law enforcement official or his or her designee. A summary of the results of the computerized criminal history data may be released by the Police Department to the hiring authority, including the City Council, the City Clerk-Administrator or other city staff involved in the hiring process.
(4) Before the investigation is undertaken, the applicant must authorize the Police Department by written consent to undertake the investigation. The written consent must fully comply with the provisions of M.S. Ch. 13, as it may be amended from time to time, regarding the collection, maintenance and use of the information. Except for the positions set forth in M.S. § 364.09, as it may be amended from time to time, the city will not reject an applicant for employment on the basis of the applicant’s prior conviction unless the crime is directly related to the position of employment sought and the conviction is for a felony and/or gross misdemeanor with a jail sentence. If the city rejects the applicant’s request on this basis, the city shall notify the applicant in writing of the following:
(a) The grounds and reasons for the denial;
(b) The applicant complaint and grievance procedure set forth in M.S. § 364.06, as it may be amended from time to time;
(c) The earliest date the applicant may reapply for employment; and
(d) All competent evidence of rehabilitation will be considered upon reapplication.
(Prior Code, § 34.15) (Ord. 4-2008, passed 11-5-2008)