N.J.S.A. 11A:7-13.7 — State as a Model Employer of People with Disabilities program developed; purpose, responsibilities.

11A:7-13.7 State as a Model Employer of People with Disabilities program developed; purpose, responsibilities. 2. a The Division of Equal Employment Opportunity and Affirmative Action shall, in consultation with the Civil Service Commission, develop a State as a Model Employer of People with Disabilities, SAME, program which shall be implemented by each State agency. The purpose of the SAME program shall be to increase awareness of employment opportunities for persons with disabilities, provide appropriate avenues and remove barriers to the application and hiring process, and create mechanisms to increase advancement and retention rates for persons with disabilities employed in the State workforce. The Affirmative Action Officer of each State agency shall oversee the SAME program for that State agency. Each State agency shall provide for sufficient and qualified staff and sufficient resources and funding for the SAME program, including, as appropriate, the appointment of a disability program manager, selective placement program coordinator, and stay-at-work and return-to-work coordinator. b. At a minimum, and as appropriate, the SAME program shall: (1) review existing recruitment, hiring, advancement, and retention policies and procedures applicable to persons with disabilities, including an analysis of barriers to employment; (2) establish goals for the hiring and recruitment of persons with disabilities, maintain records of the progress towards achieving and maintaining the established goals, and maintain and report on demographic data related to disability status for applicants and employees; (3) use fast track hiring and advancement authority that permits State agencies to consider disability status during the hiring and advancement process; (4) establish mentoring, internship, or similar work-based learning experiences for persons with disabilities; (5) provide an opportunity for a qualified individual with a disability to request a mandatory interview, which shall be kept confidential and separate from the agency employment applications; (6) include a centralized accommodation program to consolidate subject matter expertise necessary to assess, evaluate, and implement effective and meaningful accommodations and funding streams for accommodations; (7) establish a recruitment and referral program that connects the State agency with college students and recent graduates with disabilities; (8) utilize web-based application portals that are accessible to and usable by persons with disabilities; and (9) provide for quarterly progress reports to the director of the State agency, the Director of the Division of Equal Employment Opportunity and Affirmative Action, and the Chief Executive Officer of the Civil Service Commission, which shall be publicly available and posted on the division's website. c. For purposes of the records required to be maintained under paragraph (2) of subsection b. of this section, an applicant or employee may be classified as a person with a disability on the basis of the person's self-identification as a person with a disability on a form created by the division for such purpose. The division may also classify an individual with a disability on the basis of records relating to the individual's request for reasonable accommodation and records related to the individual's appointment under a hiring authority that takes disability into account. The form shall state that the information collected will be kept confidential, used only for statistical purposes, and that completion of the form is voluntary. d. "State agency" means any State department, and any authority, commission, office, department, division, bureau, board, or any other agency or instrumentality thereof, including institutions of higher education. L.2021, c.466, s.2.

This is the verbatim text of N.J.S.A. 11A:7-13.7, retrieved from the New Jersey Legislature's public statute corpus. Statutes are amended periodically — for the most current version, check the external source link above. Kyzer is not a law firm and this page is not legal advice.