Section 1. Criteria for Determining that a Classification or Position is Sensitive: Certain classifications or positions shall be considered sensitive in nature if the duties involve any of the following factors:

A. Access to a private home;

B. Handling of money and/or negotiable instruments;

C. Inspections for granting licenses, approval of work being done, etc.;

D. Contact with children;

E. Access to chemicals, drugs and/or medications;

F. Exposure to possibility of bribery or extortion;

G. Opportunity for pilferage;

H. Concerned with community security (e.g., police and fire protection, water supply, computer programs);

I. Access to sensitive information;

J. Possession of weapons, e.g. firearm, chemical irritant, batons, etc.

K. Any other factor which is determined by the Commission to be a job- related concern sufficient to consider the classification as sensitive.

Section 2. Background Investigations: The Commission shall maintain a list of sensitive job classifications or positions for which background investigations shall comprise a portion of the selection process. Applicants competing on entrance or promotional examinations for a classification or position which is considered sensitive must submit to a background investigation, and will be rejected or removed from the examination or appointment in question if the applicant has been convicted of a crime that would adversely affect his performance in the classification or position to which he seeks appointment, or if the background investigation results in information that would adversely affect his performance in the classification or position to which he seeks appointment. Such rejection or removal shall be accomplished by a written notice from the Secretary, and the applicant shall have the right to appeal such removal or rejection to the Civil Service Commission.

All background investigations for sensitive classifications or positions shall be initiated by the Secretary. The Secretary shall notify the appropriate investigative agency of the need to conduct background investigations for certain applicants. The results of the background investigations shall be transmitted in confidence by the investigative agency to the Secretary. The Secretary may notify the principal appointive officer of the results of such an investigation for the purpose of removing the applicant from the selection process, or if the background investigation results in information which adversely affects the applicants performance in the classification or position in which he is currently serving.