(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 No. 11756, § 1, adopted June 9, 2020, repealed § 2-25.1, pertaining to the fingerprinting and criminal history record check of intermittent program instructors, and derived from Ord.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.