Selection of qualified candidate:
The hiring manager shall make the final decision when filling the position; however, the
guidelines for filling any open position prior to commencing work are based upon the
employee's ability, qualifications, experience, background check, and/or a driving record
check and the ability to successfully pass a physical examination, if required for the vacant
position. The best qualified candidate shall be selected. Where qualifications between applicants
are relatively equal, seniority as calculated in Article 10 will be used to award the position.
The notice for vacant positions shall not be posted, externally, until all internal applications
have been reviewed and/or interviewed. However, positions with a grade of 6 or less can be posted
internally and externally at the same time. If in the first five working days of the posting, no
qualified employee has applied, external candidates may be considered.
Each new employee shall receive a copy of the current Collective Bargainng Agreement
covering the position (via electronic copy if appropriate) and be permitted reasonable time to
meet with a Union representative. The city shall notify the union on or before the hiring date of any
new UAW employee so that the union may send a representative to meet with the employee at the
time of hire.
The City shall notify the Union (via email if appropriate) of each new employee as they are
hired, including the employee’s name, address, position title, department, and work location within
five (5) business days of their employment with the City.
Promotional Opportunities:
A promotional employee shall have a performance evaluation completed at least once during
the probationary period. Should the promotional employee's performance be unsatisfactory, or
should the promotional employee find the job unsatisfactory anytime during the promotional
probationary period, the promotional employee shall be entitled to return to the position from
which promoted within thirty (30) days of the promotion, unless extended for an additional
thirty (30) days by management.
Probationary Period:
The probationary period for all new hires will be at least ninety (90) calendar days and may
be extended by management in order to provide the employee additional time to be successful. In
no case will the probationary period be more than 180 days. For promotional employees, the
probationary period is 30 calendar days, unless extended as above.
Rate of Pay: .
Persons appointed to positions for the first time shall be paid an amount within the established
range for the position. All promotional probationary employees are eligible for any and all overtime
opportunities.
Lay-Off Provision:
Management reserves the right to lay-off employees as deemed necessary to conduct its
operations. In the event of layoff management will give 30 days written notice to affected
employees. When making layoff decisions, such factors as job performance, absenteeism
record, and workload of personnel will be considered. If management finds all factors to be
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