R-2013-30 CITY OF CLERMONT
RESOLUTION NO. 2013-30
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
CLERMONT, LAKE COUNTY, FLORIDA, AMENDING PERSONNEL
POLICY CHAPTER 2: EMPLOYMENT PRACTICES SECTION 4:
SELECTION, 4.080 AGE REQUIREMENTS; PROVIDING FOR
REMOVAL OF THE MANDATORY RETIREMENT AGE
REQUIREMENT; PROVIDING FOR AN EFFECTIVE DATE.
WHEREAS, the Clermont City Council has determined that it is in the best interest of
the City of Clermont,that changes be made to the Personnel Policy
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of
Clermont, Flonda, Lake County, Florida as follows
Section 1
The City Council of the City of Clermont does hereby adopt and implement the
amendment to Personnel Policy Chapter 2 Employment Practices Section 4 Selection,
4 080 Age Requirements, removing the mandatory age requirement as incorporated
herein and attached to this Resolution
Section 2
This resolution shall take effect immediately upon its adoption
1
CITY OF CLERMONT
RESOLUTION NO. 2013-30
DONE AND RESOLVED by the City Council of the City of Clermont, Lake County,
Florida,this 8th day of Ocotber, 2013
CITY OF CLERMONT
4 I I PP4
arold S Turville, Jr, Mayor
ATTEST:
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Tracy Ackroyd, City Cler
Approve. s to form .,
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CHAPTER 2: EMPLOYMENT PRACTICES
SECTION 1: EQUAL EMPLOYMENT OPPORTUNITY
In order to provide equal employment and advancement opportunities to all
individuals, employment decisions with the City will be based on merit,
qualifications, and abilities The City does not discriminate in employment
opportunities or practices on the basis of race or color, gender or sexual
orientation, religion or creed; pregnancy; national origin or ancestry; age,
disability, marital status, military service; or other characteristics protected by law
The City will make reasonable accommodations for qualified individuals with
disabilities unless doing so would result in an undue hardship This policy
governs all aspects of employment, including recruitment, selection, hiring, job
assessment, promotion, transfer, training, compensation, discipline, termination,
and benefits
Any employees with questions or concerns about any type of discrimination in the
workplace are encouraged to bring these issues to the attention of their immediate
Supervisor, the Department Director, the Human Resources Director, or the City
Manager. Employees can raise concerns and make reports without fear of reprisal
Anyone found to be engaging in any type of unlawful discrimination will be
subject to disciplinary action, up to and including termination from employment
SECTION 2: RECRUITMENT
The City of Clermont is committed to ensuring that the recruitment and selection
process is fair, open, and transparent and shall comply with all relevant legislation.
Employment shall be offered based on each candidate's knowledge, skills and
abilities for the vacancy
All vacant positions must be advertised to ensure the most qualified and suitable
candidate is selected At the Department Director's discretion, the advertising
may be internal and/or external External advertising may be placed in vanous
media depending on the nature of the position
SECTION 3: APPLICATION
3.010 EMPLOYEE APPLICATIONS: Applicants seeking employment
with the City must file a completed employment application
provided by the City
3.020 FRAUDULENT CONDUCT, FALSE OR OMITTED
STATEMENTS BY APPLICANT: Fraudulent conduct or false or
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omitted statements of fact by an applicant shall be deemed cause for
exclusion of the applicant from consideration for the position or
termination from City employment
SECTION 4: SELECTION
4.010 SCREENING: As determined by the City Manager, the selection
process may include one or more or all of the following: oral
interviews, evaluation of experience and training, reference checks,
written examinations, performance tests
4.020 PRE-EMPLOYMENT BACKGROUND INVESTIGATION: It
is the policy of the City that as a condition of employment, all
employees and volunteer firefighters must successfully complete a
background investigation The City has adopted a separate policy
regarding background investigation procedures
4.030 PRE-EMPLOYMENT DRUG TESTING: It is the policy of the
City that as a condition of employment, all employees and volunteer
firefighters must successfully pass a drug test that screens for the
presence of illegal drugs and alcohol The City has adopted a
separate policy that sets forth the City's formal policies and
procedures regarding pre-employment drug testing.
4.040 PRE-EMPLOYMENT PHYSICAL EXAMINATION: It is the
policy of the City that as a condition of employment, candidates for
specific positions and volunteer firefighters must successfully pass a
pre-employment physical examination The City has adopted a
separate policy that sets forth the City's formal policies and
procedures regarding the pre-employment physical examination The
City will schedule and pay the full cost of the standard pre-
employment physical examination
Documentation of the successful completion of the pre-employment
physical examination shall be maintained on file in Human
Resources.
4.050 QUALIFIED APPLICANTS: The City Manager or his designee
shall categorize those persons eligible for a position as being
qualified The City Manager or his designee shall make the
selection from such persons
4.060 NEPOTISM: No City Official, Department Director, or Supervisor
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may appoint, employ, promote, advance or be influential in any way
in the employment of any individual who is a relative of the City
Official, Department Director, or Supervisor Further, no relative of
an employee may be hired by the City to fill a position which would
cause the current employee to either have jurisdiction over or be
subject to the jurisdiction of the relative For the purposes of this
section only, relative means father, mother, son, daughter, brother,
sister, uncle, aunt, first cousin, nephew, niece, husband, wife, father-
in-law, mother-in-law, son-in-law, daughter-in-law, brother-in-law,
sister-in-law, stepfather, stepmother, stepson, stepdaughter,
stepbrother, stepsister, half brother or half sister
4.070 EMPLOYMENT LAWS: All applicable Federal, State and Local
laws pertaining to employment practices will be complied with in
the City's employment procedures
4.080 AGE REQUIREMENTS: Applicants for full-time employment
must be 18 years of age Persons who have reached their 16th
birthday may be considered for employment within the limits of
State and Federal laws ' •- • - . . . . . 1: !
4.090 EMERGENCY EMPLOYMENT: It shall be the policy of the City
to provide for emergency employment for not more than 90 days
with the consent of the City Manager and for provisional
employment without open evaluation when there is no appropriate
eligible list available No such provisional employment shall
continue longer than three (3) months
4.100 VETERAN'S PREFERENCE: The City shall comply with the
Florida Administrative Code which requires that Veteran's
Preference and special consideration be given to all eligible veterans
and eligible spouses of veterans at each step of the employment
selection process, if the minimum qualifications are met This
includes preference and priority in appointment, retention,
reinstatement, reemployment and promotion, except those that are
exempt, including but not limited to heads of departments,
policymakers and/or managers, or persons employed on a temporary
basis without benefits An applicant who meets the criteria for
receiving Veteran's Preference must submit the appropriate
documentation at the time of application to substantiate the claim
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