Adopted by the Mayor & Board of Aldermen, 10/7/98

Section 1  Equal Employment Opportunity Statement

It is the policy of the Town to foster, maintain, and promote equal employment opportunities.  The Town shall select employees on the basis of applicants? qualifications and merit.  All terms and conditions of employment shall be administered without regard to age, sex, race, marital status, color, creed, religion, national origin, or disability.  The Town will abide by all provisions of the Americans with Disabilities Act.

Notices with regard to equal employment matters will be posted in conspicuous places on the premises in places where notices are customarily posted.

Section 2  Posting of Vacancies

When job vacancies occur within the Town, the Human Resource Manager shall be responsible for posting job vacancies on each department's bulletin board, as well as in Town Hall and other conspicuous places where notices of Town activities are customarily posted.  Postings for vacant positions will be posted internally for five (5) working days before being advertised to the general public.  Employees must file a written application with the Human Resources Department to be considered for the vacant position.  The Human Resource Manager is responsible for such distribution of vacancy notices that will provide a reasonable opportunity for all employees to be aware of vacancies.

Section 3  Recruitment Sources

All recruitment sources shall be advised of the Town?s equal employment opportunity policy.  The Town shall include among its recruitment sources, organizations and news media to inform the community and create a pool of diverse qualified applicants.  Recruitment shall be from a geographic area as wide as is necessary to insure that well qualified applicants are obtained.

Section 4  Job Advertisement

Job advertisements shall contain assurance of equal employment opportunity and provide basic information about the position being advertised.  The information shall include salary range, hiring  rate, employment qualifications, and a brief description of the duties of the position.  Openings will be listed with the Employment Security Commission.

Section 5  Applications for Employment

 
Adopted by the Mayor & Board of Aldermen, 10/7/98
All persons applying for employment with the Town shall be required to complete an official Town employment application, which shall be made available to all applicants for all position listings.  Applications will be accepted only at the time that a job vacancy exists and only through the Employment Security Commission and the Human Resources Department.  All information provided on the application must be true and correct with the provision of false information being grounds for elimination from consideration and/or dismissal from Town employment.  Additional punishment may be received as provided in G.S. 14-3 and G.S. 14-122.1.

Applications shall be kept in an inactive reserve file for a period of two years, in accordance with Equal Employment Opportunity Commission guidelines.

Section 6  Testing

Applicants for certain positions may be required to take various job-related tests which measure ability, aptitude, agility or skill.  The Town may also require a polygraph examination for law enforcement applicants.  Law enforcement personnel shall be required to have been administered a psychological screening examination by a clinical psychologist or psychiatrist licensed to practice in North Carolina in accordance with 12 NCAC 9B.0101. Law enforcement personnel who carry firearms may be subject to periodic evaluation for mental and physical fitness for duty.  All tests given to applicants shall be administered and evaluated by qualified individuals chosen by the Town and at the Town' s expense.  All tests administered will conform to all applicable legal regulations.

Section 7  Medical Examination/Fitness for Duty

All applicants shall be required to undergo a drug screening and physical examination by a licensed physician after receiving a conditional offer of employment.  Examinations shall be at the expense of the Town.

Section 8 Identification

All personnel employed by the Town must present a valid North Carolina driver's license or other acceptable form of identification at the time of employment

All new appointments to the Town shall present proof of identification and employment eligibility before they are placed on the Town payroll.  New appointments are required to present acceptable documentation in accordance with the Immigration Reform and Control Act of 1986.  The Human Resource Manager shall be responsible for obtaining adequate identification for satisfying the requirements of the Act.  Documentation will be maintained on file in accordance with the Act.

Section 9  Selective Service Compliance

All new appointments to the Town, who are U.S. male citizens, 18 to 26 years of age, must certify they have registered for Selective Service.  This applies to all positions, whether full-time, part-time or seasonal.

Applicants not in compliance are ineligible for employment. After notification of ineligibility, the applicant has thirty (30) days to provide the Town with information that he is now in compliance with the federal law.
 
Adopted by the Mayor & Board of Aldermen, 10/7/98
 The Town Manager may then give the applicant a hearing and if the applicant proves that the failure to register ?was not a knowing and willful failure,? he may be hired by the Town. This procedural requirement only applies to applicants hired by the Town after October 1, 1989 (G.S. 143B-421.1).

Section 10  Appointment

It is the policy of the Town to employ according to merit.  The Town shall develop, use, and document on a consistent basis, a selection process that best meets the Town's need in filling positions within each department. All selection methods developed and utilized shall be valid measures of job performance.

After all interviews and an investigation of the qualifications and experience of the applicants, the Town Manager shall have the authority to make the final appointment including the salary to be paid and the authority to determine any conditions of employment.