§ 42-47. Applications.

(a)

Basis of employment. Garland County is an equal opportunity employer and county policy is to comply with the provisions of all state and federal nondiscrimination requirements. The employment of persons by the county shall be done only on the basis of past performance in previous jobs, special skills, qualifications and abilities that would aid them to perform on the job in a satisfactory manner.

(b)

Applications. Human resources in the county judge's office will accept applications for employment from any person who wishes to apply upon forms provided by the county.

(c)

Hiring done by elected official. All hiring shall be done by elected officials or department heads designated by an elected official, except as otherwise provided by law. (NOTE: The Arkansas Constitution, Amendment 55, 3 ACA 14-14-1101 (a) (6), authorizes the County Judge to hire county employees, except those persons employed by other elected officials of the county. ACA 14-14-1102 (5)(B)(ii)(b) states that "the jurisdiction to purchase the labor of any individual for salary or wages employed by other elected officials of the county shall be vested in each respective elected official.")

(d)

Age requirement. The applicant seeking full-time employment with the county must be 18 years of age and shall satisfy the employing county official's written job requirements for educational background, employment experience, skills, licenses, and any other qualification standards that are job related, and shall be able to perform those tasks that are essential to the job, with or without reasonable accommodation. In those cases where the county wishes to participate in special youth training and summer programs or hire part-time help under the age of eighteen, applications shall be for occupations in accordance with all applicable state and federal regulations.

(e)

Physical examination. A physical examination of an applicant may be required after the offer of a job has been made. If required, such examination shall be consistent with the provisions of the Americans With Disabilities Act. (NOTE: A physical examination may be required only if every applicant regardless of disability who will be working in the job category is required to take a physical examination. If an individual is not hired because a medical examination reveals the existence of a disability, you must be able to show that the reasons for exclusion are job related and necessary for the conduct of county business. You also have to show that there was no reasonable accommodation that would have made it possible for the individual to perform the essential job functions. See EEOC-BK-17 for additional information.

(f)

Social security and proof of employment eligibility. County employees shall possess a social security number or shall have applied for a social security number upon employment, and shall furnish proof that they are eligible to work in the United States as required by the Immigration Reform and Control Act of 1986.

(g)

Testing, rating and interview. Testing may be required only if every applicant, regardless of disability who will be working in the job category, is required to be tested. Performance or demonstration testing must pertain only to the essential functions of the job and the method of testing is inherently nondiscriminatory. In addition, testing must not have the effect of being discriminate. Applicants shall be asked to complete one or more of the following:

(1)

A performance or demonstration test.

(2)

An oral or written test.

(3)

A rating or evaluation of experience and/or training.

(4)

An interview by the elected official or his representative.

(h)

Special certifications or permits. Applicants shall possess or obtain any special certification or permits that may be required by law to perform the job they are seeking. (For example, a commercial driver's license or juvenile probation and/or intake officer certification.)

(Ord. No. O-00-18, § II, 5-8-2000)