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!: (2) Pursuant to Minn. Stat. ~ 364.05, if the applicant is denied employment based on the findings of the criminal history and driving record background investigation, the City shall infonn the applicant in writing of the following: A. The grounds and reasons for the denial or disqualification; I B. The opportunity to request reconsideration of the City's decision and to provide the City with competent evidence of rehabilitation and present fitness for the position within five days of the notice of denial; C. The applicable complaint and grievance procedure as set forth in section Minn. Stat. ~ 364.06; D. The earliest date the person may reapply for a position with the City; and E. That all competent evidence of rehabilitation will be considered upon reapplication. (3) This section shall apply to all positions ofthe City, including those represented by a bargaining unit, full.time, part-time and seasonal. Paragraph 2 of this section does not apply to those positions listed as exceptions under Minn. Stat. ~ 364.09.(Ord.# 705 3/25/03) Section 21-25. Authority to Contract for Criminal History and Driving Record Background Checks. ; i The City of New Brighton Police Department is authorized to contract with other entities, individuals or corporations to conduct criminal history and driving record background checks. The City's authority to conduct such background checks is subject to any requirements in state law relating to background checks for specific types of applicants. (Ord.# 705 3/25/03) Sees. 21-26--21-34. Reserved. Article 2. Compensation Plan Sec. 21-35. Adoption of the Plan. The City Council shall adopt a compensation plan annually. The plan shall provide that all positions have a designated pay range. ; I The City Council shall amend the Plan annually by resolution upon receipt of recommendations from the City Manager. In making such recommendations, the City Manager shall give consideration to the following factors: (1) Maintenance of equitable relationships between positions based on their relative duties and responsibilities. (2) The general level of rates in the appropriate labor markets for comparable work under similar conditions. (3) Current recruitment and retention experience. Sees. 21-36--21-53. Reserved. Article 3. Employee Benefits