Hawthorne Municipal Code Ch. 2.34 Applications and Applicants

Whenever an examination is to be given for a position in the classified service, the human resources manager shall cause to be posted, at least ten days prior to the date of examination, an official job bulletin inviting the filing of applications. The commission may order the notice published in at least one newspaper of general circulation in the city. Notice shall be posted prominently on the city's website and job board located in the human resources division office. The notice must contain:

A. The title and probable rate(s) of pay of the position to be filled;

B. General description of the position;

C. Minimum qualifications;

D. Applicant information which includes method of securing application forms and final dates on which applications will be accepted;

E. Testing criteria;

F. Employment information.

(Prior code § 2-345; Ord. 1952 § 1, 2009)

Applications shall be made on forms provided by the human resources division. Such forms shall require information covering education, experience/training, veteran's credit, record inquiry waiver, and other pertinent information. All applications must be signed by the person applying.

(Prior code § 2-346; Ord. 1952 § 1, 2009)

The human resources manager shall reject any application which indicates on its face that the applicant does not possess the minimum qualifications required for the position or is not considered among the most qualified among a large volume of applicants. The human resources manager shall make a note upon the application form of the cause for rejection.

After an application has been accepted, if the applicant is later found to lack the minimum qualifications required for the position, the civil service commission shall reject the application. The commission shall also reject the application, or after examination shall disqualify a successful candidate and remove his or her name from the eligible list, if the applicant or eligible has made a false statement of any material fact, or practices or has attempted to practice any deception or fraud in his or her application, in his or her declarations, or in securing his or her eligibility or appointment. The burden of proof of good character in all cases shall be upon the applicant.

(Prior code § 2-347; Ord. 1952 § 1, 2009)

The city manager, chief of police services and human resources manager, as part of the background investigation of any candidate for employment with the city, are authorized to have access to any criminal offender record information including, but not limited to, state summary criminal history information (rap sheet) from the California Department of Justice (DOJ) and/or Federal Bureau of Investigation (FBI). Said information shall be authorized to discover whether any applicant has been arrested, found guilty, and/or convicted of a felony and/or misdemeanor. A felony or misdemeanor conviction may be cause for disqualification of a candidate for employment within the city. A felony or misdemeanor conviction for embezzlement of public money, extortion or theft of public money or property, perjury or bribery or conspiracy to commit any of those crimes, arising directly out of his or her official duties as a public employee shall be cause for disqualification of a candidate for employment within the city for five years from the date of conviction and/or completion of sentence.

(Ord. 1120 § 1, 1976; Ord. 1952 § 1, 2009; Ord. 2030 § 1, 2012)

Any applicant who has filed an official job application on the form furnished by the human resources division, within the period prescribed in the job bulletin, and whose application has not been rejected for cause in accordance with the provisions of this chapter, shall be invited to participate in the examination process.

(Prior code § 2-349; Ord. 1952 § 1, 2009)

Applications shall not be accepted for any position within the classified service unless notice for holding an examination for the position sought has been posted or published. All applications shall be marked with the date and time filed.

(Prior code § 2-350; Ord. 1952 § 1, 2009)

Whenever an application is rejected, notice of such rejection shall be mailed to the applicant by the human resources division. Defective applications may be returned to the applicant with notice to amend the same, providing the time limit for receiving the applications has not expired.

(Prior code § 2-351; Ord. 1952 § 1, 2009)

Any person instrumental in receiving applications, or in preparing, conducting or holding examinations shall not be eligible to apply for the examination.

(Prior code § 2-352)

The human resources manager shall specify the minimum qualifications, desirable attributes, typical duties, pay and responsibilities to be set forth in the job bulletin. The civil service commission may approve, amend or reject the specifications by the human resources manager. If rejected, the human resources manager shall reconsider the specifications, studying the recommendations of the civil service commission, and make final approval of the notice calling for applicants.

(Prior code § 2-353; Ord. 1952 § 1, 2009)