§ 2-380. Disqualification of applicants.

Once the appointing authority, or designee, responsible for evaluating or selecting from among applicants has identified those who meet the minimum job-related qualifications, he/she may consider the skills and abilities needed to perform the essential functions of the position. The appointing authority, or designee, responsible for selection should wait until he/she selects the preferred candidate before inquiring as to whether the candidate requires an accommodation to perform the job. He/she should not classify a person who requires a reasonable accommodation as less qualified solely because that candidate requires an accommodation.

An applicant may generally be eliminated from consideration if he/she:

A.

Does not possess the minimum licenses, certifications, educational degrees or equivalent experience, or similar qualifications;

B.

Does not have the knowledge, skills, and abilities to perform the essential functions of the vacant position, either with or without reasonable accommodations;

C.

Has made a false statement of material fact on the application form or supplements thereto;

D.

Has committed or attempted to commit a fraudulent act at any stage of the selection process;

E.

Is not legally permitted to work in the United States;

F.

If a background check or the application reveals a job-related conviction, plea of guilty, or nolo contendere.

G.

For a certified law enforcement position, if a background check reveals crimes against moral turpitude or a drug conviction.

An applicant may be eliminated from consideration upon other reasonable and legal grounds relating to job requirements. If an applicant is hired, and it is subsequently discovered that any of the above disqualifying criteria apply, the employee may be removed from employment with the City.

(Ord. No. 72-2011, § I(Exh. A), 12-20-2011)