§ 5-8. Employment practices.

A. 

The hiring practices of the Borough shall not discriminate against persons with disabilities.

B. 

All job descriptions shall precisely and accurately describe the essential functions of the job performed by each employee.

C. 

Job applications shall pertain strictly to job performance.

D. 

All job interviews shall be limited to questions concerning the applicant's ability to perform the job.

E. 

The interviewer shall not inquire about disabilities or conduct tests that screen out people with disabilities.

F. 

Questions about the applicant's addiction to alcohol or drugs shall not be asked.

G. 

The Borough shall not conduct medical examinations or inquiries of job applicants prior to an offer of employment. The Borough may, however, require medical examinations and/or inquiries after making an offer of employment to a job applicant and before the applicant begins employment with the Borough. The Borough may condition an offer of employment on the results of the medical examination or inquiry. If the Borough chooses to conduct such medical examinations or inquiries, all entering employees in the same job category shall be subject to the examination or inquiry regardless of disability.

H. 

Any medical information obtained from employee medical examinations and inquiries shall be maintained on separate forms and shall be treated as confidential and not kept in an employee's personnel file.

I. 

Persons with mental or physical disabilities are eligible as long as they can perform the essential functions of the job after reasonable accommodation is made to their known limitations. If the accommodation cannot be made because it would cause the employer undue hardship, such person may not be eligible.