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1003 - Employee Selection Procedures Policy
Employee Selection Process Act
The Employee Selection Process Act becomes effective 5/12/09 and regulates the collection, usage, and storage of job applicant information and testing results. This policy is pursuant to said Act.
“Applicant” means an individual that provides information to an employer for the purpose of obtaining employment.
“Employment selection process” means the process by which an employer selects an individual to be an employee for the employer.
“Employment test” means a structured, systematic instrument used to assess an applicant’s personality or behavior in a specific circumstance, such as a personality test.
“Initial selection process” means the receipt of information in a record from an applicant that the employer uses to determine whether the applicant will be considered for a second review of the position for which the applicant is applying.
“Record” means information that is (a) inscribed on a tangible medium; or (b)(i) received and stored in an electronic or other medium; and (ii) retrievable in a perceivable form.
- The City will not request an applicant’s social security number, date of birth, or drivers license number before the applicant is offered a job, or before the time in the application process that the City would obtain a background check, credit history, or driving record.
- The City will not use information obtained through an initial selection process except to determine whether the City will hire the applicant.
- The City will not provide information obtained through an initial selection process to third-parties, such as marketers, resellers or profilers.
- The City can provide information to a government official, at the request of a government official, use it for another position for which the same person is applying, or use it for performance evaluation or promotion reasons.
- Except to the extent required by law, the City will not retain the applicant’s social security number, date of birth, or drivers license number for longer than two years after the applicant furnishes it if the City does not hire the applicant within the same time period. Other information obtained through the initial selection process may be disposed of after two years.
- An individual claiming to be aggrieved by an action in violation of this Act may file with the State Division of Antidiscrimination and Labor a request for agency action.
Enacted, 5/21/2009, Previous Policy 1003