Requires certain NJ Transit Corporation employees to undergo criminal history background checks and wear photo identification.
Impact
The enactment of A759 will directly influence employment policies within NJ Transit by introducing a standardized process for vetting security staff. It establishes a clear protocol for conducting background checks, which is aimed at increasing safety for both employees and the public. Current employees are also required to display photo identification while on duty, which promotes accountability and aids in identification for the public. Additionally, the bill stipulates that background records must be maintained for a limited time, not exceeding 36 months after the final decision regarding employment disqualifications.
Summary
Assembly Bill A759 mandates that prospective security employees of the New Jersey Transit Corporation (NJ Transit) undergo criminal history background checks before employment. The bill defines a 'security sensitive area' as any area deemed essential for maintaining security within NJ Transit’s operations. Only individuals without disqualifying criminal records, as determined by checks against the State Bureau of Identification, will be considered for these roles. A fingerprinting requirement is included for these background checks, ensuring compliance with state and federal standards, and any refusal to be fingerprinted will prohibit employment.
Contention
While the bill aims to enhance public safety, it may raise concerns regarding privacy and the potential for discrimination against individuals with prior convictions seeking employment. Critics may argue that the background checks could disproportionately impact marginalized communities, as individuals with criminal records may face challenges in securing jobs despite rehabilitation efforts. The appeal process, which allows disqualified individuals 20 days to contest their status, is intended to provide fairness but may still evoke debate about its effectiveness in practice.
Requires State employer to ascertain child abuse or sexual misconduct in employment applications for certain positions involving children; requires background checks for current and prospective employees.