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The police department shall charge a fee, in addition to any other fees prescribed by law, in the amount of ten dollars ($10.00) to recover the costs of criminal history background information checks which the police department is required to conduct before a handgun is transferred from a federal firearms licensee to an individual who is not a federal firearms licensee. The fee shall be charged for each such check performed.
(Ord. No. 8218, § 1, 2-28-94)
(a) Pursuant to A.R.S. § 41-1750, the City of Tucson's human resources director is hereby authorized to mandate fingerprint clearances and receive criminal history record information for the purpose of evaluating the fitness and suitability of employees, contract employees, volunteers, and interns filling sensitive positions.
(b) Pursuant to A.R.S. § 41-1750 and Public Law 92-544, the chief of police shall submit fingerprints accompanied by the appropriate fees, which will be paid by the human resources department, to the Arizona Department of Public Safety and the Federal Bureau of Investigation for the purpose of obtaining criminal history record information on individuals filling sensitive positions.
(Ord. No. 11756, § 1, 6-9-20)
Editor’s note – Ord. No. 11756, § 1, adopted June 9, 2020, repealed § 2-25, pertaining to the fingerprinting and criminal history record check of parks and recreation department personnel and volunteers, and derived from Ord. No. 8491, § 1, adopted April 17, 1995, and Ord. No. 8511, § 1, adopted June 5, 1995.
(a) The human resources director is hereby directed to identify and maintain a record of classified sensitive positions for the purposes of evaluating the fitness and suitability of prospective and current employees, contract employees, volunteers, and interns filling sensitive positions.
(b) The human resource director shall be responsible for maintaining and disposing of such records in accordance with applicable laws.
(c) The city shall comply with any relevant state and federal rules and regulations related to the dissemination of such criminal history record information.
(d) For the purpose of this section, "vulnerable adult" has the same meaning prescribed in A.R.S. Title 13.
(e) "Prospective" includes any individual who has been given a conditional offer to fill a sensitive position, regardless of status.
(f) The city may conduct periodic fingerprint background checks to ensure continued qualification of employees, contractors, volunteers, and interns.
(Ord. No. 11756, § 1, 6-9-20)
Editor’s note – Ord. No. 11756, § 1, adopted June 9, 2020, repealed § 2-25.1, pertaining to the fingerprinting and criminal history record check of intermittent program instructors, and derived from Ord. No. 8762, § 1, adopted October 14, 1996.
(a) Parks and recreation department positions requiring contact with or access to children or vulnerable adults, as a condition of employment, shall be classified as sensitive positions. Prospective and current employees, contractors, volunteers, and interns who fill these positions must submit a full set of fingerprints to the city to conduct a criminal history records check for purpose of determining whether the person has been convicted of a crime that bears upon the person's fitness and suitability to fill the position.
(Ord. No. 11756, § 1, 6-9-20)
(a) Housing and community development department prospective and current employees, contract employees, volunteers, and interns in sensitive positions shall submit a full set of fingerprints to the city to conduct a criminal history check for purpose of determining whether the person has been convicted of a crime that bears upon the person's fitness and suitability. Housing and community development department positions shall be classified as sensitive if the position's duties and responsibilities include:
(1) Contact with or access to children and vulnerable adults.
(2) Access to confidential financial information.
(Ord. No. 11756, § 1, 6-9-20)
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