New Jersey Administrative Code › Title 13 - LAW AND PUBLIC SAFETY › Chapter 69K - EQUAL EMPLOYMENT AND BUSINESS OPPORTUNITY › Subchapter 2 - EQUAL OPPORTUNITY AND AFFIRMATIVE ACTION OBLIGATIONS OF CONTRACTORS, SUBCONTRACTORS AND CASINO LICENSEES AND APPLICANTS CONCERNING CONSTRUCTION › Section 13:69K-2.5 - Special compliance obligations applicable to a casino license applicant building a casino hotel facility

Current through Register Vol. 56, No. 14, July 15, 2024
(a) In addition to
				complying with all of the regulatory requirements of
				13:69K-2.2 which are applicable to
				a casino license applicant, any casino license applicant which is planning to
				build or substantially renovate a casino hotel facility prior to licensure
				shall comply with the requirements of this section in accordance with a
				schedule to be set by the Division based on the projected opening date of the
				casino hotel facility and the hearing schedule of the Division.
(b) The casino license applicant shall submit
				a draft employment application to the New Jersey Division on Civil Rights (DCR)
				in accordance with N.J.A.C. 13:7 for review as to its consonance with the rules
				on pre-employment inquiries and procedures, revise the application as guided by
				the review and comments of DCR, and file a copy of the final version of the
				document and the notice of DCR approval with the Division.
(c) Notwithstanding the provisions of
				N.J.A.C.
				13:69K-4.1, the casino license applicant
				shall file with the Division a description of all hiring criteria and
				procedures used to determine whether to hire an applicant for employment or to
				transfer, upgrade, or promote an existing employee. Each casino license
				applicant shall submit the following in satisfaction of this requirement:
1. A narrative description of the process of
				screening, interviewing and hiring applicants, which shall include a
				delineation of the responsibilities of the equal opportunity officer, director
				of personnel and other principals in that process;
2. A description of any tests, interview
				procedures or other procedures which will be administered to applicants or
				employees;
3. An in-house job
				posting procedure which shall be a clearly-defined and comprehensively-applied
				process through which employees may bid for intradepartmental or
				interdepartmental promotion or transfer;
4. A training summary which shall include
				information as to:
i. The job title of those
				employees who underwent skill enrichment training prior to opening;
				and
ii. Any reasonable
				accommodations, specialized training or support programs provided for employees
				who were voluntarily self-identified as persons with disabilities;
5. A summary of the strategies and
				actual techniques used to hire persons with disabilities at all levels of the
				work force;
6. Documentation of
				contacts with any recruitment sources such as referral agencies, colleges,
				executive search firms or organizations, and advertisements in media oriented
				to persons with disabilities;
7. An
				in-house complaint procedure for equal employment opportunity complaints to be
				addressed by the equal opportunity officer or another designated individual if
				the equal opportunity officer is implicated in the complaint; and
8. An employee manual or handbook or other
				procedure designed to advise all employees of: the policy of the casino license
				applicant on equal employment opportunity; prohibitions against discrimination
				and harassment, including sexual harassment; the name, office location, and
				phone number of the equal opportunity officer and at least one other individual
				to whom complaints of harassment or discrimination can be reported; and
				instructions to contact the equal opportunity officer in the event of an
				allegation of discrimination or harassment, including sexual
				harassment.