Murphys Sanitary District is an equal opportunity employer and makes employment decisions on the basis of merit. We want to have the best available persons in every job. District policy prohibits unlawful discrimination based on race, color, creed, gender, religion, marital status, registered domestic partner status, age, national origin or ancestry, physical or mental disability, medical condition including genetic characteristics, sexual orientation, or any other consideration made unlawful by federal, state, or local laws. It also prohibits unlawful discrimination based on the perception that anyone has any of those characteristics, or is associated with a person who has or is perceived as having any of those characteristics. All such discrimination is unlawful.
Murphys Sanitary District is committed to compliance with all applicable laws providing equal employment opportunities. This commitment applies to all persons involved in District operations and prohibits unlawful discrimination by any employee of Murphys Sanitary District, including supervisors, co-workers and Board Members.
All individuals who are offered extra-hire, temporary or part-time employment shall be required to submit to a physical abilities assessment related to the functions of the specific job hired for at District expense. The examining physician will be provided a description of the job involved to assist in a determination of the individual’s fitness to work. In addition, all individuals who are offered positions that qualify as safety-sensitive shall also be required to submit to a drug testing, at District expense. At the present time, all operations positions and all positions that require driving a motor vehicle in connection with District employment qualify as safety sensitive.
Employment is conditioned on a health care provider certifying that the individual is fit to perform the type of work required by the position. For safety-sensitive positions, employment is conditioned on the employee favorably passing the drug test. A conditional job offer will be revoked if the individual refuses to cooperate in either the examination or the drug testing. Re-testing of an individual who was previously employed as an extra-hire, part-time or full-time basis may be required if more than three (3) months have elapsed since the individual’s last day of work for the District.