A.
Purpose. The purpose of this section is to establish a policy and
procedure for all phases of the hiring process.
B.
Statement of policy.
(1)
The Borough Administrator (or Administrator's designee) will administer
and coordinate the hiring process for all position vacancies to ensure
compliance with contractual, legal, and equal opportunity requirements.
All hiring efforts are conducted in the spirit of equal opportunity.
The Borough is an equal opportunity employer.
(2)
The following procedures will be adhered to by all departments in
announcing position vacancies. In cases where these procedures contradict
existing labor agreements, the applicable provisions of the labor
agreements shall prevail.
C.
Recruitment.
(1)
The Mayor and Borough Council will be notified immediately of all
position vacancies.
(2)
The affected department may be asked to assist the Borough Administrator,
as necessary, in formulating the job announcement and ads, and in
determining special applicant sources.
(3)
A determination will be made by the Borough Administrator, in cooperation
with the department, whether to accept in-house candidate applications
only or whether outside candidates will be considered for employment
also.
(4)
The Borough Administrator (or Administrator's designee) will distribute
to all Borough departments copies of the job announcement for posting
for a minimum of seven calendar days. The Borough may use for job
referral purposes only those recruitment services which do not discriminate
on the basis of race, color, religion, creed, age, sex, national origin,
marital status, pregnancy, handicap, disability, veteran's status,
sexual orientation, or other protected class or basis in making referrals.
(5)
Ads for local newspapers, trade publications, professional journals
and/or on-line postings will be developed and placed by the Borough
Administrator's Office with assistance provided by the affected department.
(6)
An application for employment obtained at the office of the Borough
Administrator will be completed by all persons applying for positions
within the Borough. The application is to be submitted to the Borough
Administrator. If hired, the application shall remain a permanent
part of the personnel record. When this is done, the Borough Administrator/department
head must be notified in order that they can direct applicants to
the proper department.
(7)
Whenever a vacancy exists in a department, consideration shall be
first given to Borough employees. A notice of the position shall be
posted in each Borough department for a period of seven days, absent
other circumstances. After consideration of Borough employees, if
no one is chosen, the position shall be advertised in the official
Borough newspapers. The appropriate department head shall review all
applications. Interviews shall be conducted by the department head
and/or other Borough representatives.
(8)
Except in the case of department heads, the Borough Administrator
shall advise the Council of the action taken. Department head applicants
shall be interviewed by the Borough Administrator, who shall then
make recommendations to the Council, where the final decision shall
be made. All salaries shall be as per the current salary ordinance.[1]
[1]
Editor's Note: Said ordinance is on file in the Borough offices.
(9)
The Borough Administrator will screen active application files for
possible candidates. These candidates will be contacted to determine
current interest in Borough employment prior to the closing date listed
on the employment notice.
(10)
(Reserved)
(11)
All job applicants are required to complete a standard employment
application form. The application has been prepared to conform with
the Borough's equal employment opportunity policy.
(a)
The application requires the prospective employee to provide
the following information:
[1]
General biographical information such as name, address, telephone
number, social security number, date of availability, position desired
and, where applicable, the required salary.
[2]
Education and/or other special training, provided that the position
sought requires a particular level of education or training. If applicable,
the information sought will include the last year of high school or
college attended, the degree earned and the name and location of the
educational institutions. If the position does not require a particular
level of education or training, this inquiry may be deleted.
[3]
Work experience will be requested of the applicant, including
names and addresses of most-recent employers, beginning and ending
dates of employment, reasons for terminating their employment, and
the positions held. In addition, and where applicable to particular
job functions required of the position sought, it may be requested
that job applicants respond to whether certain job functions can be
performed and how they would perform certain job functions. Any and
all other inquiries that may be included beyond the standard questions
identified herein will comply with the guidelines issued by the Equal
Employment Opportunity Commission and/or the New Jersey Division on
Civil Rights.
(b)
Applicants must certify the truth of all statements made on
the application and in the application process and acknowledge that
failure to provide truthful and accurate information may result in
withdrawal of an offer of employment or termination from employment.
(12)
Applications shall be submitted to the Borough Administrator using
Borough employment application forms. The application is a confidential
document and will not be available to anyone who is not directly involved
in the hiring process, except as required by law.
(13)
No applications for a position are accepted after the published closing
and/or receipt date. If there are not sufficient qualified candidates
at the closing date, the position is reopened and readvertised.
(14)
The Borough Administrator will screen all applications received to
determine qualification for the position to be filled. Applications
of top candidates will be forwarded to the affected department for
final review and comment prior to scheduling candidates for interviews.
(15)
Applicants may be disqualified for consideration for employment when
any of the following facts exist:
(a)
They do not possess the qualifications for the job.
(b)
They have demonstrated an unsatisfactory employment record or
personal record as evidenced by information contained on the application
form or by the results of a reference check.
(c)
They have made false statements of any material facts or practiced
deception in their application.
(d)
They are unable to perform the essential functions of the position.
(e)
The applicant is not within the legal age limits prescribed
by law.
(f)
Any other legal basis which, in the discretion of the Borough,
precludes further consideration.
D.
Interview process. The employment interview is a supplement to and
part of the selection process. The primary function of the interview
is to obtain data of certain knowledge, skills, and abilities of a
candidate not available through review of resumes or other testing
mechanisms. Certain guidelines will be observed to maximize the validity
and reliability of the interview process as well as ensure the adherence
to current EEOC and any other applicable legal requirements. The Borough
of Glassboro is an equal opportunity employer committed to the selection
of the most-qualified applicants regardless of a person's membership
or status in any protected class.
(1)
The Borough Administrator and Borough Council shall coordinate the
interview process, including selection, scheduling candidates, development
of interview questions, etc.
(a)
The Borough will make reasonable accommodations to known physical
and mental limitations of all applicants with disabilities, provided
that the individual is otherwise qualified to safely perform the essential
functions of the job, and also provided the accommodation does not
impose an unreasonable hardship on the Borough.
(2)
The Borough Administrator and the department head of the department in which the position vacancy exists (the Mayor or an appropriate member of the governing body in vacancies involving department head openings) shall be involved with the development of interview questions and standards for measurement of candidate responses. Consistency will be maintained in the questions asked of all candidates. The questions must be job-related and based on the analysis described in Subsection C(11) above. Questions will be designed to measure job knowledge, experience, education, fitness for the position, and/or to solicit responses which reflect those personal traits which are job-related.
(3)
Legal age requirements.
(a)
While inquiries as to birth date and proof of age may be prohibited,
statements which clarify hiring as subject to verification that the
applicant meets legal age requirements are generally acceptable.
(4)
Inquiries as to an applicant's ability to read, write or speak foreign
languages are permitted when such inquiries are based on job requirements.
(5)
Questions regarding the applicant's general state of health or receipt
of workers' compensation are unacceptable.
(a)
Other
general inquiries which tend to divulge disabilities, health conditions,
or medical information are not permitted.
(6)
The Borough Administrator will inform the department head and/or
Mayor of the responsibilities and requirements of the position to
be staffed. Copies of the applications of final candidates will also
be provided to the Borough personnel involved prior to the interview,
along with proposed interview questions.
(7)
Following the interview, the Borough Administrator and department
head or Mayor shall attempt to reach consensus and report the interview
results and recommendations to the Council.
E.
(Reserved)
F.
Background checks and procedures for candidates, employees and volunteers.
(1)
Background checks required. Background checks are required of all
candidates, whether for paid or volunteer positions, working directly
or indirectly with children/youth/minors. Background checks will also
be administered for each employee or volunteer that works directly
or indirectly with children/youth/minors every three years. Such checks
will be conducted in accordance with the procedures of the Borough's
Manual on the Protection and Safe Treatment of Minors. A copy of the
Manual is attached and available in the Administrator's office.
G.
Applicant notification.
(1)
After references are verified and a final decision reached, the Borough
Administrator will notify the candidate of his/her selection, make
an employment offer, and request that the offer be accepted or rejected
within a set number of days. The employment offer must be made in
a letter to the candidate outlining all terms and conditions of the
offer. Every effort shall be made to offer reasonable accommodations
to known physical and mental limitations of all applicants with disabilities,
provided that the individual is otherwise qualified to safely perform
the essential functions of the job, and also provided that the accommodation
does not impose an unreasonable hardship on the Borough.
(2)
Some offers of employment are made conditional on an applicant passing
a job-related physical examination. Additionally, pursuant to the
Americans with Disabilities Act,[2] after an offer of employment is made and prior to commencing
employment, the Administrator may require applicants to pass a physical
examination in order to ensure that they can perform the duties of
their position without injury to themselves or others. The same post-offer
physical examination must be performed on all applicants for a particular
position. The Administrator may require periodic physical examinations
to determine the employee's continued ability to perform the duties
of the position. All physical examinations must be performed by a
physician chosen by the Borough at the expense of the Borough. All
medical records of employees and prospective employees are confidential
and are to be maintained by the Borough separate from the employee's
official personnel file. Medical exams may include tests for drug
and alcohol use.
[2]
Editor's Note: See 42 U.S.C. § 12101 et seq.
(3)
If the first offer is rejected, it will be decided whether to hire
another candidate or to reopen the position.
(4)
Once a candidate accepts the employment offer, all other candidates
will be notified, in writing, that they were not selected for the
position.
H.
Appointment.
(1)
For all positions, an employment confirmation letter is forwarded
to the final accepting candidate outlining the terms of employment.
The letter is prepared and mailed by the Borough Administrator in
cooperation with the affected department.
(2)
The appropriate forms will be prepared for the new employee by the
Borough and, if necessary, presented to the new employee for completion.
(a)
After acceptance, but before starting employment, all new employees
shall be required to fill out an employment verification form (I-9)
and to provide acceptable proof of right to employment in the United
States.
(3)
The administrative assistant to the Borough Administrator will check
all papers and set up a personnel file for each employee (full-time
and part-time).
(4)
All employees will serve a probationary period of one year, except
as otherwise provided by any applicable collective bargaining agreement.
(5)
Driver's license.
(a)
All personnel who may drive a Borough vehicle at any time must
have a valid driver's license.
(b)
The Borough Administrator or Assistant Borough Administrator
will check every January and July to verify the status of the respective
employee's driver's license. Anyone who has their license revoked
must notify their supervisor immediately. In certain Borough positions,
the securing of a CDL license may be a requirement for continued employment.
The securing of the CDL shall be at the employee's expense. The Borough
Council will determine which positions will require a CDL license.
I.
J.
Record retention.
(1)
All applications, notes made during interviews and reference checks,
job offers and other documents created during hiring process must
be returned to the Administrator. Documents related to the successful
candidate will be placed in the employee's official personnel file,
except medical records, including physical examinations, must be maintained
in a separate file. All records and documents related to other candidates
must be retained for at least one year. Records and documents created
during the hiring process are confidential and must be retained in
a locked cabinet.
A.
Purpose. The purpose of this section is to establish policy and procedure
for the probation period for new employees and current employees who
transfer to a new position.
B.
Statement of policy.
(1)
All employees placed in new full-time positions must serve a period
of probation. The probationary period shall be one year unless otherwise
defined by contract or collective bargaining agreement.
(2)
The probationary period is designed to give the employee time to
learn the position and to give the supervisor time to evaluate the
employee's potential and performance. During the established probationary
period, the Borough reserves the right to terminate the probationary
employee's service on the basis of unsatisfactory performance or on
the basis of other reasons deemed sufficient by the Borough.
(3)
If an employee is unable to perform the work, the person must be
terminated as early as possible. Early termination saves the Borough
a time and dollar investment and saves the employee possible embarrassment
and frustration. Rejected probationers shall be notified of such action,
in writing, by the department head or Borough Administrator at any
time during the probationary period, and a copy of said notification
shall be retained in the personnel files.
(4)
The probationary employee is subject to ongoing evaluation throughout
the probationary period. This may be conducted through formal or informal
evaluations at the discretion of the supervisor. The probationary
employee may be terminated at any time for any reason regardless of
the number, extent, or nature of evaluations conducted.
(5)
Under unusual circumstances, the probation period may be extended.
This is only after an evaluation of the situation, the employee's
abilities, and demonstrated potential. Probation extension is done
only upon recommendation of the supervisor, department head and/or
Borough Administrator.
(6)
If the employee successfully completes the probation period, he/she
shall be informed that he/she is now a regular employee. This will
be accomplished by the department head or Borough Administrator.
(7)
If an emergency arises during an employee's probationary period which
requires a leave of absence, such time off, if granted, will not be
considered as time worked.
A.
Purpose. The purpose of this section is to establish a policy setting
uniform hours of work for employees.
B.
Statement of policy.
(1)
Except as otherwise provided by labor agreement, the normal hours
of operation for the Borough Hall are 8:30 a.m. to 4:30 p.m. Any changes
in the approved Borough office hours must be authorized in advance
by resolution of the Borough Council.
(2)
All employees are expected to be at their work location and ready
to work at the beginning of their work schedule. A break of 15 minutes
is permitted in the morning and afternoon of each work day. The lunch
period and breaks will be scheduled to allow for continuous staffing
of all offices with at least one person.
(3)
When a lunch period is authorized during a normal working period,
the supervisor shall assign to each employee a specific time. Tardiness
in returning from lunch is not permitted, unless specifically authorized
in advance by the supervisor, who, in all cases, is required to note
all such instances of lateness on the time report, and whether or
not authorized. Recurring or chronic tardiness will be a basis for
disciplinary action against the offending employee.
(4)
Hours for part-time and certain other employees may vary from the
normal office hours noted above due to the nature of their duties
and will be determined by the appropriate department head, with concurrence
of the Borough Administrator.
(6)
Occasions may arise when the service to the citizens can be improved
through the adjustment of an employee's work hours. The department
head shall obtain approval of the Borough Administrator for the adjustment
in work hours, except for lunch period.
(8)
Daily attendance records, including time cards and time sheets, will
be maintained by the department head, including date and time absent
and reason for absence. Daily attendance records for the department
heads shall be maintained by the Borough Administrator. Attendance
shall be a consideration in determining promotions, transfers, satisfactory
completion of probationary periods, and continued employment with
the Borough.
(9)
Occasionally, it may be necessary to arrive late or be absent from
work. "Unauthorized absence" is defined as any situation where an
employee is not at work as scheduled. If an employee is unable to
report to work on time or is going to be absent, he or she should
notify the supervisor or department head as soon as possible. If it
is impossible to contact the supervisor, the employee should notify
the Borough Administrator. Reporting requirements detailed in any
applicable collective bargaining agreements must be adhered to. Every
effort must be made to call the supervisor personally. However, if
the employee cannot call personally, he or she should make arrangements
to have a responsible person call and give the reason for the lateness
or absence, the probable time and date of return to work and where
he or she can be located.
(10)
If proper notice is not given, the employee may be subject to disciplinary
action and/or may not be paid for the absence. The employee may be
terminated if he or she fails to provide proper notice of the reason
for the absence within three consecutive work days of the last day
worked.
(11)
When an employee expects his or her absences to last more than a
day, he or she must keep his or her supervisor or department head
regularly informed of his or her status. If the employee fails to
keep the supervisor or department head informed of his or her status,
his or her pay may be discontinued, and the employee may be considered
to have voluntarily quit. The employee also may be asked to submit
proof of the reason for the absence, irrespective of the number of
days out; failure to do so may subject the employee to corrective
action, up to and including discharge.
(12)
All department heads and supervisors are responsible for monitoring
the attendance of employees and initiating corrective action when
appropriate.
A.
Purpose. The purpose of this section is to establish a policy and
procedure for processing new Borough employees.
B.
Statement of policy.
(1)
All new regular full-time and regular part-time employees of the
Borough will be scheduled to meet with the Borough Administrator or
his/her designee on their first day of work for general orientation.
(2)
The Finance Department will distribute and explain the various enrollments
forms, etc., that must be filled out.
(3)
Each new employee will be provided with information on employee benefits,
Borough policies and operations.
(4)
The hiring department or the Borough Administrator's office provides
additional information to the new employee, including:
(a)
Work standards and regulations.
(b)
Hours of work, time cards or reports, leave requests.
(c)
Duties of the position.
(d)
Safety rules and procedures; location of safety or protective
equipment.
(e)
Tour of the work area, including location of equipment, supplies,
etc.
(f)
Introduction to coworkers.
(g)
Schedule for lunch and breaks.
(h)
When and to whom to report absence from work.
(i)
Who is responsible for performance planning and review.
A.
Purpose. The purpose of this section is to provide for job descriptions
for all Borough positions.
B.
Statement of policy.
(1)
Job descriptions shall be maintained by the Borough for all regular
full-time and regular part-time positions.
(2)
The job description does not constitute an employment agreement between
the Borough and employee and is subject to change as the needs of
the Borough and the requirements of the job change.
(3)
Examples of duties listed in the job description are intended only
as illustrations of the various types of work performed. The omission
of specific statements of duties does not exclude them from the job
if the work is similarly related or a logical assignment to the job.
(4)
Each employee's job description is maintained as part of his/her
personnel file. Additional copies of job descriptions may be requested
through the department head.
(5)
Job descriptions shall be posted by all departments as positions
become available.
A.
The Borough recognizes the importance of conducting periodic evaluations
of employee performance to assist in growth and development of all
employees. Such evaluations help to identify employee strengths as
well as weaknesses and can become the basis for creating a personal
improvement or development program for the employee.
B.
Performance evaluations may be conducted by an employee's supervisor
or department head or Borough Administrator on an ongoing basis, either
formally or informally. This evaluation may consist of a personal
interview during which an employee's strengths and weaknesses will
be discussed and written documentation which will be placed in employee's
personnel file. A performance evaluation does not necessarily mean
a change in pay, duties, job titles or location; it can, however,
determine training assignments and management techniques and provide
exposure to both the employee and the supervisor or department head
of areas of excellence as well as areas to be improved.
C.
Evaluations for probationary personnel may be conducted on an ongoing formal or informal basis. See § 97-3 for further information.
D.
Department heads are accountable for the ongoing and effective evaluation
of the employees for which they are responsible.
[1]
Editor's Note: The performance evaluation form is included as an attachment to this chapter.
A.
Purpose. The purpose of this section is to establish procedures and
responsibilities for the maintenance of employees' personnel records.
B.
Statement of policy.
(1)
Establishment of procedures and responsibilities for the maintenance
of personnel records.
(a)
The original personnel file will be maintained by the Borough
Administrator. Employee medical information will be maintained in
a separate file.
(b)
Department heads are responsible for the forwarding of copies
of documents to the Borough Administrator for inclusion in the personnel
files of those employees assigned to their department.
(c)
Each employee is responsible for the verification of information
contained in the personnel file through periodic audit. All audits
or inspections of records by employees shall be scheduled by the Borough
Administrator or designee. All audit appointments should be with the
Borough Administrator or designee. The purpose of the audit or inspection
is to ensure accuracy and completeness of the file.
(d)
An employee may copy documents contained in his/her personnel
file. Copies will be made by the Borough Administrator's administrative
assistant. The employee shall be charged for the costs of copying.
Personnel files will not be removed from the Borough Administrator's
office for any reason.
(2)
Personnel file.
(a)
Identification of information to be included in the employee's
personnel file:
[1]
Original application form;
[2]
Offer letter;
[3]
Reference forms and related information;
[4]
Test results, where applicable;
[5]
Written performance evaluations;
[6]
Letters of commendation;
[7]
Acknowledgement that employee received the employee complaint
policy;
[8]
Acknowledgement that employee received the handbook/personnel
policies;
[9]
Disciplinary actions, if any;
[10]
Educational transcripts/information;
[11]
Attendance records, including leaves of absence; and
[12]
Any other appropriate records.
(3)
Establishment of procedures for the release and accessibility of
information and audit of the personnel files.
(b)
Access to information contained in the personnel file will be
limited to authorized managerial and supervisory personnel.
(c)
Any employee may review their file in the presence of the Borough
Administrator or designee upon reasonable notice.
(d)
The Borough may, as necessary, need to release employee information
in the following circumstances:
[1]
In response to a valid subpoena, court order or order of an
authorized administrative agency;
[2]
To an authorized governmental agency as part of an investigation
of the Borough's compliance with applicable law;
[3]
To the Borough's agents and attorneys, when necessary;
[4]
In a lawsuit, administrative proceeding, grievance or arbitration
in which the employee and the Borough are parties;
[5]
In a workers' compensation proceeding;
[6]
To administer benefit plans;
[7]
To an authorized health care provider;
[8]
To first aid or safety personnel, when necessary; and
[9]
To a potential future employer or other person requesting a
verification of employment.
(4)
This policy will be periodically reviewed to ensure compatibility
with current accepted personnel procedures.
(5)
These records are maintained during the tenure of the employee and
for seven years after the employee leaves the employment of the Borough.
A.
Purpose. The purpose of this section is to establish a policy for
reemployment.
B.
Statement of policy.
(1)
Persons interested in reemployment should file a completed Borough
application form with the Borough Administrator. The individual will
then proceed through the regular hiring procedures with other applicants.
(2)
After one year, a reemployed Borough employee will be credited with
his/her prior years of service with the Borough.
(3)
All individuals reemployed by the Borough must complete a new probationary
period.
A.
Purpose. The purpose of this section is to establish a policy for
application and appointment to vacant positions by current employees.
B.
Statement of policy.
(1)
The Borough attempts to fill all vacant positions with qualified
Borough employees before advertising to the general public, following
a policy of upward mobility whenever possible.
(2)
Employees are encouraged to apply for any vacancy for which they
may qualify.
(3)
Generally, employees are expected to serve in their current position
for at least one year before being considered for a promotion or transfer.
(4)
Selection of an employee for a promotion is based on past work record,
education, and knowledge of the job duties, as well as time in service.
(5)
When considering the promotion of Borough employees having the same
or similar qualifications, the position will be filled after considering
the factors listed above.
(6)
In cases where only one employee applies for a position and the person's
abilities and qualifications are known to the hiring department, the
formal selection process may be dispensed with upon concurrence of
the Borough Administrator.
(7)
No offer of promotion may be made to any employee prior to completion
of the recruitment and selection process. Temporary assignments may
be made by the department head, with the advance approval of the Administrator,
for a specified time or assignment as necessary. Such appointments
are made on an acting basis, and the employee returns to his or her
regular position upon completion of the assignment.
(8)
Promotions do not change the person's date of hire. However, the
date for future pay increases will be revised to coincide with the
promotion date.
(9)
Persons so promoted will be subject to the standard probationary
period for the new position, unless specifically waived by the Borough
Administrator. Those who fail the probationary period may reassume
any prior appointment held prior to the promotion unless that position
has been filled.
A.
Purpose. The purpose of this section is to establish a policy for
demotions.
B.
Statement of policy.
(1)
An employee reassigned to a position in a lower classification regardless
of the reason (i.e., disciplinary, in lieu of layoff, for reasons
of disability or incapacity, department reorganization, etc.) will
receive a cut in pay commensurate with the nature of the demotion
as determined by the department head in consultation with the Borough
Administrator.
(2)
Demotions do not change the person's date of hire. However, the anniversary
date for future salary increases changes.
(3)
No employee shall be demoted to a position for which he or she does
not possess the minimum qualifications.
(4)
Persons demoted to new positions will be subject to the standard
probationary period for the new position, unless specifically waived
by the Borough Administrator.
A.
Purpose. This policy is not for the purpose of depriving any citizen
of an equal chance for employment with the Borough but is solely intended
to eliminate the potential for preferential treatment of the relatives
of governmental personnel.
B.
Statement of policy.
(1)
Supervision of family members prohibited; exception.
(a)
No member of a family shall be in a position that provides supervision
over another member of the same family. The limitation imposed herein
will not be applicable to present employees of the Borough of Glassboro.
(b)
Applications for employment from relatives of supervisors employed
by the Borough of Glassboro will not be accepted for positions in
the same department where the relative's supervisor works or where,
through promotion, such a conflict could exist.
(c)
n the event that such a conflict exists, or, as a result of
the normal employment process, a relative of a Borough employee is
considered for appointment or promotion, then the selection will be
deferred to the Borough Administrator for final action, after consultation
with Council, absent any existing contractual obligations of the Borough
of Glassboro at the time of the adoption of this manual. This section
is not intended to hold a qualified employee back from advancement
opportunities.
(2)
New employment of family members. No person who is a relative of
any paid full-time or part-time employee shall be considered for employment
by the Borough where a relative will be in a supervisory position
over the other relative.
(3)
Employment of family members of elected officials prohibited; exceptions.
No person who is a relative of any elected official of the Borough
of Glassboro shall be considered for employment by the Borough. This
section shall not apply to the annual appointment of providers of
professional services to the Borough of Glassboro, including, but
not limited to, the positions of solicitor(s), prosecutor, public
defender, auditor, engineer, etc.
(4)
Relative defined. For the purposes of this policy, "relative" is
to be defined as partner, wife/husband, father/mother, grandfather/grandmother,
son/daughter, brother/sister, mother-in-law/father-in-law, sister-in-law/brother-in-law,
grandchildren and/or first cousin.
(5)
Abstention from personnel activities involving relatives. No elected
official or supervisor who has relatives in any one department may
participate in the promotion process or hiring process in that department
when his or her relative is selected or is up for a promotion. In
such cases, it is the responsibility of any elected official or supervisor
to abstain from participation on any such personnel action.
(6)
Current employees not effected. This section shall not affect the
employment of any present Borough employees and/or any existing contractual
obligations of the Borough of Glassboro.
(7)
Seasonal part-time employment is exempted.