7 consideration with the City. Resumes and other similar candidate profiles may be submitted but they will not replace the requirement of an official employment application signed by the applicant. When the Minimum Requirements of a position include achievement of specific educational levels, applicants will provide official transcripts from the school(s) attended. Candidates whose job requires a professional license or certification must provide documentation of their license or certification. Any falsification or willful omission of information on the official application form or resume will be considered grounds for elimination from further consideration for employment, or, if employed at the time of discovery, for dismissal. All employment applications must be received by the Human Resources Office, or post marked on or prior to the closing date of the vacancy announcement. Applications that are received via fax are acceptable for meeting the deadline, but an original, signed application must be received before the scheduled interview date. The Human Resources Office will screen all employment applications to ensure completeness and determine the applicant's qualifications for the position based on the Position Description, and complete an Applicant Determination Form. In the case of applicants for a law enforcement position, the screening process will include a background investigation of the applicants. The Human Resources Office will send a copy of each qualified applicant's application to the Department Director. The Director will review all qualified applicants and notify the Human Resources Office regarding which applicants he or she would like to interview. The Human Resources Manager and the Director will collaborate to arrange the interview date and time with each applicant selected for interview. The Director may choose to appoint an interview committee, including the position's supervisor to conduct a valid job-related interview of candidates, or conduct the interview him- or herself. When the hiring authority has decided on the best candidate for the open position, the hiring authority will extend a verbal offer to the candidate, and if that offer is accepted, a written conditional offer of employment will be sent to the candidate. The written offer will be contingent upon the candidate's successful completion of the pre-employment screening process (see Section 6 of this Chapter I) The offer letter will also provide specific details of the offer: the position, name of the department, starting date, beginning pay or salary, and a summary of the benefits available. Failure of the candidate to report to work on the date and time specified in the letter will be considered as a rejection of the offer of employment. Employees of the City of Lamar need not reside within the City Limits. However, employees subject to emergency calls must live sufficiently close to be able to respond quickly to emergency calls in accordance with Departmental policy. Provisions of the Immigration Reform and Control Act of 1986 require that the City ensure that employees are authorized for employment in the United States. The hired applicant will furnish proof of eligibility to work in the U.S. and complete an I-9 form within three business days from date of hire. The Human Resources Manager will notify all unsuccessful applicants of their non selection. All solicited applications and related material, including interview notes for all interviewed applicants will be returned to the Human Resources Manager at the completion of the process. Applications of unsuccessful candidates will be maintained in the Human Resources Office for six months. Section 3. Ineligibility Applicants will be considered ineligible for hire or rehire by the City if the applicant has: • Made any false statement or omitted any relevant information on the application for
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