(1) Provide an individualized, comprehensive and coordinated support services to GSMJIF members in order to 1) reduce the frequency and severity of EPL claims and 2) create an organizational culture that minimizes and manages EPL risks. (2) Assess the risks, if any, presented by a member’s current antidiscrimination and anti-harassment policies and practices and to recommend alternatives, if any, to mitigate those risks. The risk assessment assesses the municipalities current compliance with certain New Jersey State and Federal laws, rules and other municipal policies and procedures. (3) Perform an assessment of each member to determine whether the municipality could presently produce suitable evidence of: a. a “well-publicized and enforced anti-harassment policies” b. an “effective formal and informal complaint structures” c. “anti-harassment training programs” d. “harassment monitoring mechanisms” and e. upper management’s “unequivocal and consistent commitment to its antidiscrimination policy.” (4) Documents to be reviewed in the assessment include: a. Personnel and Policy Manual b. Change of policy Acknowledgement Form; c. Applications for Employment; d. Employee Incident Report Form; e. Reportable Incident Form; f. Electronic Notification system; g. Workplace harassment training programs: h. Collective bargaining agreements; i. Record keeping policies; j. Past claims’ history; and k. Relevant job descriptions (5) Confer with HR Administrator, Manager and Risk Management Personnel: Interviews with relevant personnel are essential to determine if best practices are met. A critical part of risk management review is to determine that key personnel are aligned both in terms of function and within the organizational structure. This is also an opportunity to assess how the municipality has handled past claims. (6) Member municipality handbook review for legal compliance
