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e e City of La Porte Personnel Policies SECTION 4 - DISQUALIFICATION The City may refuse to evaluate, interview, or hire any applicant: a. who has failed to meet the posted deadline for filing an application. b. who has failed to make proper and complete application c. who has made a false statement of material fact on the application. d. who has committed or attempted to commit a fraudulent act at any stage of the employment process. e. who, after a conditional job offer has been extended, is certifiably physically or mentally unfit for the performance of the essential functions of the position without reasonable accommodation. f. who has been convicted of a crime which could be detrimental to the integrity of the City's service. g. who has an unsatisfactory driving record, if applicant is applying for a position which requires operation of a motor vehicle. h. whose hiring would result in a violation of City's nepotism policy. i. who was previously terminated or not recommended for rehire by the City. j. is not in compliance with the Immigration Reform Act of 1986. k. who tests positive during the pre-employment drug screen. SECTION 5 - PROMOTIONS POLICY A promotion is the assignment of an employee from their regular job classification to a job classification having a higher maximum salary. It shall be City policy to provide promotional opportunities to existing employees, when possible. A selection process may be limited to qualified City employees, or such employees may be given preference in application or consideration. Opportunities for promotion across organizational lines shall also be possible, contingent on business necessities at the time. All promoted employees shall serve a six (6) month probation in the new position. The City Manager may authorize a temporary promotion to ensure the proper performance of City functions if a position is vacant or its regular incumbent is absent. Employees temporarily promoted may be additionally compensated for the duration of their temporary assignments according to the promotional salary range. Temporary promotions shall not be used to circumvent normal selection procedures. The employee involved shall not acquire any status or rights in the class to which temporarily promoted except as provided in this section. Nothing herein shall be construed to prevent the assignment of higher-level duties to an employee without additional compensation. Authorized additional compensation may be paid only in cases of formal temporary promotion effected in accordance with these rules. When, in the course of the normal budget process, a currently filled position will no longer exist, but will be replaced with a position having a higher classification, the employee in the former position may be promoted to the new classification without the formal hiring process. 5