§ 2-24. Employment process.

(a)

Recruitment. The city may recruit potential employees from the following sources:

(1)

Posting of notices in the city's employee lounges and bulletin boards.

(2)

Current applications on file.

(3)

Posting of notices in public places.

(4)

Newspaper advertisements.

(5)

Online recruitment sites.

(6)

Personnel service agencies.

(b)

Application and qualifications. The city has a standard application form that must be completed, signed and filed by all applicants for employment with the city. Out-of-town applicants for certain professional positions may request reimbursement for travel expenses incurred in connection with employment interviews if reimbursement has been authorized by the city council.

Applicants will be selected for employment based on their education, experience and ability to meet the qualifications of the job position.

Applicants for civil service positions (e.g. fire fighters and police officers) must meet the eligibility requirements set out in the city's Firefighters' and Police Officers' Civil Service Commission Rules and Regulations ("civil service rules") and shall be required to pre-register and take an entrance examination. Beginning positions will be filled in accordance with the city's civil service rules.

(c)

Nepotism. No person related within the second degree of affinity, or within the third degree by consanguinity to any elected official of the city or the city manager shall be hired to any office, position, clerkship, or other service of the city, either on a regular, part-time or temporary basis. Department heads shall not hire relatives within the second degree of affinity or the third degree of consanguinity to positions within their department. No city employee shall exercise supervisory authority over a relative within the second degree of affinity or the third degree of consanguinity.

(1)

Relatives within the second degree of affinity include: spouse; parents-in-law; son-/daughter-in-law; brother-/sister-in-law; spouse's grandparents and spouse's grandchildren.

(2)

Relatives within the third degree of consanguinity include: parents; children; siblings; grandparents; grandchildren; uncles/aunts; nephews/nieces; great-grandchildren and great-grandparents.

(d)

Offers of employment. The city manager shall approve all offers of employment in writing. All employees will be informed of their status and scope of employment upon their initial offer of employment.

(1)

Background checks. Upon an offer of employment, the city may conduct a job-related and/or criminal background check. In such case, the offer of employment shall be contingent on a favorable background check. A comprehensive background check may consist of prior employment verification, criminal background, financial background, and professional reference checks. If your employment involves operation of a city vehicle, you may also be subject to a department of public safety check. Additionally, the city may conduct pre-employment drugs screens on applicants who have been recommended for hiring.

(2)

Physical/medical examinations. Following an offer of employment, but prior to the first day of service, certain employees may be required to undergo a medical examination by a city-designated licensed medical physician at the city's expense to ensure their fitness for duty.

(3)

Immigration compliance. All offers of employment are contingent on an applicant's eligibility to work in the United States. On the first day of work, every new employee will be asked to provide original documents verifying his or her right to work and, as required by federal law, to sign Federal Form I-9, Employment Eligibility Verification Form.

(e)

Residency requirement. To ensure prompt and effective service to the Eagle Pass community, all employees of the city must reside in Maverick County, Texas.

(f)

Probationary period. Every individual hired in a non-civil service position must first complete a probationary period of ninety (90) days before being designated as a regular employee. At the end of this probationary period, the department head and/or the city manager will notify the individual of his/her employment status.

There are three (3) employment status options at the conclusion of an individual's probationary period: (i) regular status; (ii) continued probation for a period of up to ninety (90) days; or (iii) termination.

Employees who are terminated during their probationary period are not entitled to any termination pay or other benefits provided by the city, nor shall they be entitled to grieve the termination.

Individuals appointed to an entry-level civil service position shall be subject to a one-year or 18-month probationary period in accordance with the city's civil service rules. An individual does not achieve civil service status until satisfactorily completing probation.

(g)

Employee records. The city keeps certain employee records in a personnel file. The documents contained within that file are the property of the city and must be maintained for government and city recordkeeping purposes. Some employment records are kept in separate files, such as records relating to medical conditions and leave, records relating to workplace investigations, and records relating to I-9 requirements. All files connected with an employee are considered confidential, and access will be limited only to those who have a job-related need to know the information and who have been authorized to see the file in question, subject to applicable law (see Texas Public Information Act). The city retains personnel files in accordance with applicable legal requirements.

Texas Public Information Act .

Under the Texas Public Information Act (the "Act"), a new employee or former employee has fourteen (14) days from the employee's first or last day of employment to elect to withhold the employee's home address, home telephone number, social security number, emergency contact information, or other information that would reveal whether the employee has family members from public disclosure.

The Act further permits information contained in an employee's personnel file to be disclosed to the employee or the employee's designated representative upon written request and in accordance with the Act. Employees may request copies but may not take or alter any document within their personnel file.

(h)

Changes to personal information. Any change in an employee's name, address, telephone number, marital status, number of dependents, change in beneficiaries, or number of tax withholding exemptions needs to be reported in writing as soon as possible, but no later than five (5) business days, to the human resource director, or designee.

(Ord. No. 2018-27, § 1, 10-2-2018)