N.J. Admin. Code § 13:69K-6.4

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

Section 13:69K-6.4 - Operations work force section of an EEBOP

(a) The operations work force section of an EEBOP prepared by a casino licensee or casino license applicant shall describe in detail the means by which the casino licensee or casino license applicant intends to comply with the equal opportunity and regulatory obligations imposed by N.J.A.C. 13:69K-4 and 5. Topics appropriate for inclusion in the operations work force section of an EEBOP shall include, without limitation, the following:

1. Coordination and communication in the personnel practices of the casino licensee or casino license applicant by the equal opportunity officer, the executive office, the personnel department, and any other appropriate department;

2. The means by which the casino licensee or casino license applicant shall address its obligation to provide equal employment opportunity to all persons protected by the provisions of N.J.S.A. 5:12-134; and

3. The means by which the casino licensee or casino license applicant will ensure that all required reports are completed and filed when due.

(b) The operations work force section of an EEBOP shall also describe in detail the manner in which a casino licensee or casino license applicant shall undertake to satisfy its obligation to recruit and employ persons with disabilities. Topics appropriate for inclusion in this section of an EEBOP may include, without limitation, the following:

1. Strategies and measurable objectives for improving the employment of persons with disabilities at all levels of the work force including, without limitation, proactive initiatives in the following areas:

i. The use of recruitment programs, advertising, postings, referral agencies, search firms, job fairs and job banks;

ii. Employment processing, including specialized application and interview procedures for applicants who are voluntarily self-identified as persons with a disability;

iii. Specialized training, development or promotion programs, such as supported employment programs, school-to-work programs, mentoring programs and, where feasible, work-at-home programs; and

iv. Retention programs, such as continuing support, training and counseling programs;

2. Timetables for achievement of the EEBOP objectives;

3. Procedures for handling complaints concerning reasonable accommodation in employment or harassment of persons with disabilities, and the means by which employees are advised of the procedures;

4. The use of exit interviews or other means to assess why employees who are self-identified persons with a disability leave on a voluntary basis; and

5. Development and implementation of internal monitoring and analysis mechanisms to be used to review, evaluate and, if needed, correct plan progress.

N.J. Admin. Code § 13:69K-6.4

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