(A) Generally. It is the policy of the city to provide equal employment and advancement opportunities to all individuals. Employment decisions will be based on merit, qualifications and abilities. The city does not discriminate in employment practices or opportunities on the basis of color, race, religion, sex, sexual orientation, gender identity, national origin, age or any other characteristic protected by law.
(B) Immigration and nationality. The city only employs United States citizens and aliens who are authorized to work in the United States and does not unlawfully discriminate on the basis of citizenship or national origin. In compliance with the Immigration Reform and Control Act of 1986 (Pub. Law No. 99-603, 100 Stat. 3359 (1986), as codified as amended in scattered sections of Section 8 of the United States Code), as a condition of employment, each new employee must complete the Employment Eligibility Verification Form I-9 and present documentation establishing identity and employment eligibility. Former employees who are rehired must also complete the form if they have not completed the I-9 with the city in the past three years, or if their previous I-9 is no longer retained or valid.
(C) HIV discrimination.
(1) Acquired Immune Deficiency Syndrome (AIDS) is a fatal, infectious disease spread by the Human Immunodeficiency Virus (HIV). According to medical evidence, casual work place contacts among employees and citizens infected with HIV will not result in the transmission of the virus.
(2) The city recognizes that its employees are entitled to a safe working environment. Employees, citizens and job applicants who are HIV carriers or are afflicted with AIDS Related Complex (ARC or AIDS) are entitled to protection against unlawful discrimination.
(D) Original appointments. All original appointments to vacancies shall be made on the basis of merit, efficiency and fitness. These qualities shall be determined through careful and impartial evaluation of the following:
(1) The applicant’s level of training relative to the requirements of the position for which he or she has applied;
(2) The applicant’s level of education relative to the requirements of the position for which he or she has applied; and
(3) The applicant’s ability to perform the essential functions of the job, with or without accommodation.
(E) Investigation. All statements submitted on the employment application or attached resume shall be subject to investigation and verification prior to appointment.
(F) Fingerprinting. If required by the department, applicants shall be fingerprinted prior to appointment.
(G) Public works. Public works job applicants, after conditional offer of employment is made, may be required to take a physical examination.
(Res. 2010-23, passed 11-4-2010)