Post Offer of Employment Policy

Statement of Accuracy:

Misrepresentation or fabrication of information provided on the employment application may result in the disqualification of consideration for employment with the City of Dubuque.

Background Check:

After a conditional offer of employment has been presented, the candidate must pass a background check. All background checks will include a check of criminal and driving records as well as the sex offender registry. The existence of a conviction does not automatically disqualify an individual from employment. If an applicant has a criminal conviction, guilty plea, plea of no contest or deferred judgment on his/her criminal record, other information will be considered in order to determine the applicant’s continued eligibility for employment. Information to be considered includes:  the duties of the position, the number of offenses and the nature of each offense, and the length of time since the conviction(s). Detention or arrest without conviction generally will not play a part in the decision-making process.

Credit History:

A credit history will be obtained on all new full-time and part-time employees appointed to a position that routinely has access to financial resources such as, but not limited to, cash, checks, electronic payments and credit card payments.

Medical Exam:

A post-offer medical examination is required in order to verify the physical ability of the candidate to perform the essential functions of a particular position.

Education Verification:

Proof of educational history is required for positions where there is a required or preferred level of education.

Law Enforcement Specific Examinations:

Law enforcement applicants will be required to undergo psychological and polygraph examinations in addition to the foregoing.

Confidentiality:

The Personnel Office will retain the results of pre-employment matters in a confidential file.

Disputes:

A candidate who disputes the information obtained during a background check will have five (5) business days to conclusively demonstrate the inaccuracy of the information obtained during the background check.

Final Decision:

The final decision as to whether a conditional offer of employment will be withdrawn as a result of the background check rests with the City Manager, who will discuss the results with the Personnel Manager and the applicable Department Manager.