Borough of Glassboro, NJ Article II Hiring

§ 97-2 Hiring process.

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.

(b) Examples:

[1] "If hired, can you show proof of age?"

[2] "Are you over 18 years of age?"

[3] "If under 18, can you, after employment, submit a work permit?"

(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. Applicant expenses.

(1) Unless preapproved, the Borough does not reimburse any applicant for travel costs in conjunction with the hiring process.

(2) Relocation costs are paid in full by the employee unless otherwise budgeted and approved by the Borough Council.

(3) The applicant should be advised of the items in Subsection I(1) and (2) above before reporting for the interview.

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.

§ 97-3 Probationary period.

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.

§ 97-4 Hours of work.

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.

(5) The standardization of working hours is necessary to provide:

(a) Continuity in access by and service to the citizenry.

(b) Facilitation of teamwork.

(c) Facilitation of supervisory assistance.

(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.

(7) Individual requests for adjustment of working hours for personal reasons must be evaluated in light of the effect on the criteria enumerated in Subsection B(1) through (3) above.

(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.

§ 97-5 Employee in-processing/orientation.

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.

§ 97-6 Job descriptions.

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.

§ 97-7 Performance evaluations. [1]

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.

§ 97-8 Employee personnel records.

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.

(b) The Borough shall maintain a file consisting of, but not limited to, the following:

[1] W2 or W4;

[2] I-9s;

[3] Pensions;

[4] Loans;

[5] Salary information;

[6] Workers' compensation or disability issues;

[7] Health benefits; and

[8] Information pertaining to wage attachments, garnishments, etc.

(3) Establishment of procedures for the release and accessibility of information and audit of the personnel files.

(a) The Borough treats as confidential all employee information, except when requested to verify information relating to job title, department, base salary, and dates of employment and except as set forth in the New Jersey Open Public Records Act.[1]

[1] Editor's Note: See N.J.S.A. 47:1A-1 et seq.

(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.

§ 97-9 Reemployment.

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.

§ 97-10 Promotions.

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.

§ 97-11 Demotions.

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.

§ 97-12 Anti-nepotism.

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.

§ 97-13 through § 97-19. (Reserved)