N.J. Admin. Code § 13:69K-2.5

Current through Register Vol. 56, No. 24, December 18, 2024

Section 13:69K-2.5 - Special compliance obligations applicable to a casino license applicant building a casino hotel facility

(a) In addition to complying with all of the regulatory requirements of N.J.A.C. 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.

N.J. Admin. Code § 13:69K-2.5

Amended by 53 N.J.R. 366(b), effective 3/1/2021