Chapter 3.15
HIRING POLICY
Sections:
3.15.030 Applicants’ eligibility.
3.15.040 Review of candidates.
3.15.050 Additional requirements.
3.15.010 Hiring policy.
The purpose of this policy is to ensure the fair and equitable, without discrimination, hiring of employees. The district complies with all federal, state, and local laws that pertain to the hiring of employees. The district is an equal employment opportunity employer. [Res. 2020-12-3 § 1.]
3.15.020 Job posting.
Available employment openings at the district shall be posted in a local newspaper, on the district website, at the district office, and on the Washington Association of Water and Sewer District website, at a minimum. The district may at its discretion post job openings internally prior to posting openings externally. Each job posting shall include a closing date by which time applications must be received to be considered for the position. [Res. 2020-12-3 § 1.]
3.15.025 Job announcement.
When employment openings are posted externally, the district shall provide a job announcement on the district website that includes but is not limited to the following: job description, summary of benefits, required application contents, and closing date. [Res. 2020-12-3 § 1.]
3.15.030 Applicants’ eligibility.
Applicants shall be required to complete the current district application, and shall provide a cover letter, resume, and supplemental questionnaire, if required, to be eligible for review. The application shall be available on the district website and in the office. Applicants shall meet the minimum requirements for the job and be able to perform the essential functions of the position, with or without reasonable accommodation. The required documents listed in the job announcement must be received by the district by the listed closing date to be eligible for consideration. [Res. 2020-12-3 § 1.]
3.15.040 Review of candidates.
The district shall review all eligible completed applicant packets and extend an interview to the top potential candidates that meet the previously listed applicants’ eligibility. [Res. 2020-12-3 § 1.]
3.15.045 Interviews.
The district may conduct oral interviews with a minimum of a three-member panel. Oral interview questions shall be prepared, reviewed, and consistently used on each candidate’s interviews. [Res. 2020-12-3 § 1.]
3.15.050 Additional requirements.
The district at its discretion may include additional qualification requirements in the selection process. Examples of additional qualification requirements may include second oral interview, written response to questions, various skills tests, and list of current certifications. [Res. 2020-12-3 § 1.]
3.15.060 Employment offer.
The district shall provide the selected candidate with a written employment offer. The district shall offer employment contingent upon the following, as applicable:
(1) Satisfactory reference checks.
(2) Passing a Pre-Employment Drug Test. Per the district’s drug and alcohol policy located in the employee handbook:
Individuals who are offered a “safety-sensitive” (as determined by the District) employment position with the District may be required to submit to a post-offer, pre-employment drug and alcohol test as a condition to employment with the District. Failing such testing shall result in a revocation of the job offer.
(3) United States Department of Transportation and Federal Motor Carrier Safety Administration (FMCSA) Drug and Alcohol Clearinghouse, for employees with a commercial driver’s license.
(4) Motor vehicle report satisfactory and acceptable to the district.
(5) Background Check. The district shall, through a third party, administer a background check as allowed by law. Background checks may include but not be limited to criminal history, national criminal history, social security number trace, employment verification and credit history for employment, as appropriate. The findings shall be reviewed in accordance with EEOC guidance, and individual assessments will be subject to factors such as sensitivity of job nature, essential job responsibilities, job-related issues, and business necessity. Findings may result in a revocation of the job offer.
(6) Employment Eligibility Verification Form I-9. Any misrepresentations, falsifications, or material omissions in any of this information may result in the district’s exclusion of the individual from further consideration for employment or, if the person has been hired, termination of employment. All information attained from the reference and background check process will only be used as part of the employment process and kept strictly confidential to the extent allowed by law. [Res. 2020-12-3 § 1.]
3.15.070 Orientation.
The district shall provide an orientation to all new employees. [Res. 2020-12-3 § 1.]