12-08-2025 - Agenda Packet City Council - Regular Meeting

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When required, the medical exam will be conducted by a licensed physician designated by the city with the cost of the exam paid by the city. (Psychological/psychiatric exams will be conducted by a licensed psychologist or psychiatrist). The physician will notify the city administrator or designee that a candidate either is or isn't medically able to perform the essential functions of the job, with or without accommodations, and whether the candidate passed a drug test, if applicable. If the candidate requires accommodation to perform one or more of the essential functions of the job, the city administrator or designee will confer with the physician and candidate regarding reasonable and acceptable accommodations. If a candidate is rejected for employment based on the results of the medical exam, he/she will be notified of this determination. Section 4.05 Selection Process The selection process will be a cooperative effort between the city administrator or designee and the hiring supervisor, subject to final hiring approval of the City Council. Any, all, or none of the candidates may be interviewed. The process for hiring seasonal and temporary employees may be delegated to the appropriate supervisor with each hire subject to final City Council approval. Except where prohibited by law, seasonal and temporary employees may be terminated by the supervisor at any time, subject to City Council approval. The city has the right to make the final hiring decision based on qualifications, abilities, experience and City of Orono needs. Section 4.06 Background Checks All finalists for employment with the city will be subject to a background check to confirm information submitted as part of application materials and to assist in determining the candidate's suitability for the position. Except where already defined by state law, the city administrator will determine the level of background check to be conducted based on the position being filled. The following will result in the rejection of employment consideration: • Not a citizen of the United States; • Failure to disclose or provide false information on the application; • Failure to cooperate with background check and reference check processes. The following may result in the rejection of employment consideration: • Felony, Gross Misdemeanor, or Misdemeanor charge/conviction that resulted in De Novo or Diversion, a pardon or expungement; • D.U.I, D.W.I, Implied Consent, or B.A.C. over 0.08, on the driving record in the last 5 years; • Receiving or concealing stolen property; • Evidence or admission of past abuse of controlled substance within the last 10 years; • Affiliation or association with documented gang member(s) or known criminals; • An undesirable discharge from the military or an honorable discharge which indicates the applicant is not eligible for re -enlistment; • Documented instances of undesirable work habits; • Documented pattern of unfitness or patterns of misconduct; • Documented instances of misconduct by prior employers; • Insufficient references or unsatisfactory references or unsatisfactory personal qualifications; • Additional factors to be considered are the seriousness of the crime, multiple occurrences of a crime, length of time between crimes and when the crime was committed. Page 20 of 151 116