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<br />e <br /> <br />e <br /> <br />City of La Porte <br />Personnel Policies <br /> <br />The City Manager may apply the nepotism prohibition in other organizational relationships <br />when failure to do so would be detrimental to the City. <br /> <br />In the event two City employees are in violation of the nepotism policy, both employees <br />shall be consulted and the two employees, jointly, shall make the decision as to which one <br />shall leave City employment. In such cases where the two employees cannot reach <br />agreement within ten days of written notice, the City Manager shall make the decision as <br />to which one shall leave City employment, which decision shall be binding and final. <br /> <br />SECTION 9 - RESIDENCE <br /> <br />Employees who may be subject to emergency call and/or periodic service in a stand-by <br />status may be required to establish residency within a reasonable distance from the <br />principal work site to assure a timely response, as determined by each departmental rules <br />and policies. <br /> <br />SECTION 10 - PHYSICAL AND MENTAL FITNESS <br /> <br />An applicant selected for initial appointment or reinstatement may be required to undergo <br />a medical examination, at City expense, by a doctor chosen by the City. Employment, <br />whether original or continued, shall be contingent upon successful completion of the <br />medical examination if one is required in relation to the fitness required for the position <br />involved. Acting on information provided by a medical doctor, the City Manager shall be <br />the final authority in determi~ing medical suitability for employment. <br /> <br />11 <br />