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--- wiki:topic_b [2025/10/03 07:43:05] – created - external edit 127.0.0.1
+++ wiki:topic_b [2025/10/03 09:18:23] (current) – Shawn McKinley
@@ Line 1: / Line 1: @@
 ===== Topic B — HIRING OF EMPLOYEES =====
-==== Overview ====
-TOPIC B -  HIRING OF EMPLOYEES: (SECTION 2)
+==== SECTION 2. APPLICATIONS AND APPLICANTS ====
-SECTION 2. APPLICATIONS AND APPLICANTS
 ==== Section 2-1. Recruitment. ====
-Notice of employment opportunities in the County service may be published when at all
-possible by posting announcements on the Human Resources Department’s website,
+Notice of employment opportunities in the County service may be published when at all possible by posting announcements on the Human Resources Department’s website, official bulletin boards, and in such other places as the County Commission, Elected Officials, or Department Heads deem advisable including, as appropriate, a newspaper
-official bulletin boards, and in such other places as the County Commission, Elected
+in general circulation in the area or region or with Missouri Career Source when at all possible.
-Officials, or Department Heads deem advisable including, as appropriate, a newspaper
-in general circulation in the area or region or with Missouri Career Source when at all
+The announcements shall specify the Position available; the hiring Office or Department; the nature of the work to be performed; the minimum qualifications required for the performance of the work; the time, place, and manner of making application; the closing date for receiving applications; and other pertinent information.
-possible.
-The announcements shall specify the Position available; the hiring Office or
-Department; the nature of the work to be performed; the minimum qualifications
-required for the performance of the work; the time, place, and manner of making
-application; the closing date for receiving applications; and other pertinent information.
 ==== Section 2-2. Application Form. ====
-All applications shall be made on forms prescribed by Taney County and shall be filed
-on, or prior to the closing date specified in the announcement. Applications may require
+All applications shall be made on forms prescribed by Taney County and shall be filed on, or prior to the closing date specified in the announcement. Applications may require information concerning education, employment experience, references, and other work related information pertinent to the position. All applications shall be signed and the truth of the statements contained therein certified by signature. The hiring Elected Official or Department Head or Human Resources may require such proof of education, experience, and other claims as may be appropriate. Human Resources will share all applications received with the hiring Elected Official or Department Head.
-information concerning education, employment experience, references, and other work
-related information pertinent to the position. All applications shall be signed and the
-truth of the statements contained therein certified by signature. The hiring Elected
-Official or Department Head or Human Resources may require such proof of education,
-experience, and other claims as may be appropriate. Human Resources will share all
-applications received with the hiring Elected Official or Department Head.
 ==== Section 2-3. Reference Checking. ====
-To ensure that applicants for employment meet the requirements and qualifications for
-an open position, reference checking may be conducted in regards to previous
+To ensure that applicants for employment meet the requirements and qualifications for an open position, reference checking may be conducted in regards to previous employment; education, and personal references before any offer of employment is extended to an applicant. Results of the applicant’s reference checking from previous or current employers shall be conducted by the Elected Official, and/or Human Resources and shared with the County’s hiring Supervisor for the position in question if assigned.
-employment; education, and personal references before any offer of employment is
-extended to an applicant. Results of the applicant’s reference checking from previous
+Outside employment verifications shall be conducted by Human Resources. Responses from Taney County will confirm only dates of employment and position(s) held. In some cases wage rates may be shared, with the former Employee’s
-or current employers shall be conducted by the Elected Official, and/or Human
+permission. The County will not provide any subjective information of any kind unless an act of gross misconduct was committed by the Employee.
-Resources and shared with the County’s hiring Supervisor for the position in question if
-assigned.
-Outside employment verifications shall be conducted
-by Human
-Resources.
-Responses from Taney County will confirm only dates of employment and position(s)
-held.
-In some cases wage rates may be shared, with the former Employee’s
-permission. The County will not provide any subjective information of any kind unless
-an act of gross misconduct was committed by the Employee.
-Record checks such as criminal and driving records may be conducted upon an offer of
-employment being extended. Criminal history checks will be performed for positions in
-the Sheriff’s Office, Prosecutor’s Office, Building and Grounds, Juvenile Services and
-other security sensitive positions. Criminal history checks may also be performed for all
-other positions. Employees and applicants may have their applications rejected or be
-subject to dismissal if a criminal background check reveals a conviction that has a
-bearing pn the work to be performed for the County, or if they pose a risk of harm or
-loss to the public. In addition, pre-employment drug testing is required upon an offer of
-employment. Employment date of hire is contingent upon successfully completing the
-pre-employment drug test and confirmed as negative before the first day of
-employment. (See Substance Abuse Policy).
 ==== Section 2-4. Pre-Employment Record Checks and Testing. ====
-Employees and applicants may have their applications rejected or be subject to
+Record checks such as criminal and driving records may be conducted upon an offer of employment being extended. Criminal history checks will be performed for positions in the Sheriff’s Office, Prosecutor’s Office, Building and Grounds, Juvenile Services and other security sensitive positions. Criminal history checks may also be performed for all other positions. Employees and applicants may have their applications rejected or be subject to dismissal if a criminal background check reveals a conviction that has a bearing pn the work to be performed for the County, or if they pose a risk of harm or loss to the public. In addition, pre-employment drug testing is required upon an offer of employment. Employment date of hire is contingent upon successfully completing the pre-employment drug test and confirmed as negative before the first day of employment. (See Substance Abuse Policy).
-dismissal if a background check reveals conviction of a felony or misdemeanor that has
-a bearing on the work to be performed for the County or if they pose a risk of harm or
-loss to the public.
 ==== Section 2-5. Disqualification. ====
-The County Commission, Elected Official, Department Head or Human Resources may
-refuse to examine an applicant, or, after examination, may disqualify such applicant,
+The County Commission, Elected Official, Department Head or Human Resources may refuse to examine an applicant, or, after examination, may disqualify such applicant, remove a name from an eligible list, or refuse to interview an applicant, or may take steps to remove such person already appointed if the applicant or Employee:
-remove a name from an eligible list, or refuse to interview an applicant, or may take
+  -  Does not meet the preliminary requirements established for the pertinent class;
-steps to remove such person already appointed if the applicant or Employee:
+  -  Has a physical or mental disability such that the person is unable to perform the essential functions of the job;
-(a)
+  - Tests "positive" on drug tests, is a current user of narcotics or the habitual use of intoxicating liquors in excess;
-Does not meet the preliminary requirements established for the pertinent class;
+  - Has made a false statement on an application;
-(b)
+  - Has used or attempted to use political pressure or bribery to secure an advantage in the examination;
-Has
+  - Has directly, or indirectly, obtained information regarding the examination to which, as an applicant, the applicant was not entitled;
-a physical or mental disability such that the person is unable to perform the
+  - Has failed to submit the application correctly or within the prescribed time limits;
-essential functions of the job;
+  - Has previously been dismissed from a position in the County service or has resigned while charges for dismissal were pending;
-(c)
+  - Has otherwise willfully violated the provisions of these rules;
-Tests "positive" on drug tests, is a current user of narcotics or the habitual
+  - Has established an unsatisfactory employment or personnel record as evidenced by a reference check of such a nature as to demonstrate unsuitability for employment;
-use of intoxicating liquors in excess;
+  - Has taken a drug test for another employee or allowed another employee to take a drug test for them;
-(d)
+  - Has a criminal history that may expose the public to a risk of harm or loss.
-Has
-made a false statement on an application;
+Applications, whether accepted or rejected, shall not be returned and shall remain on file for a period of three (3) years unless hired. Once hired, the application will be transferred to the Employee’s Personnel File.
-(e)
-Has
-used or attempted to use political pressure or bribery to secure an
-advantage in the examination;
-(f)
-Has
-directly, or indirectly, obtained information regarding the examination to
-which, as an applicant, the applicant was not entitled;
-(g)
-Has
-failed to submit the application correctly or within the prescribed time limits;
-(h)
-Has
-previously been dismissed from a position in the County service or has
-resigned while charges for dismissal were pending;
-(i)
-Has
-otherwise willfully violated the provisions of these rules;
-(j)
-Has established an unsatisfactory employment or personnel record as evidenced
-by a reference check of such a nature as to demonstrate unsuitability for
-employment;
-(k)
-Has taken a drug test for another employee or allowed another employee to take
-a drug test for them;
-(I)
-Has
-a criminal history that may expose the public to a risk of harm or loss.
-Applications, whether accepted or rejected, shall not be returned and shall remain on
-file for a period of three (3) years unless hired. Once hired, the application will be
-transferred to the Employee’s Personnel File.
 ==== Section 2-6. Disqualification by Reason of Police Record. ====
+Employees and applicants may have their applications rejected or be subject to dismissal if a background check reveals conviction of a felony or misdemeanor that has a bearing on the work to be performed for the County or if they pose a risk of harm or loss to the public.