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2. Nj Casino License Application
3. Casino Licensing Requirements
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A gaming control board (GCB), also called by various names including gambling control board, casino control board, gambling board, and gaming commission) is a government agency charged with regulatingcasino and other types of gaming in a defined geographical area, usually a state, and of enforcing gaming law in general.

• 1Rules and regulations
• 3Gaming control boards
  • 3.2Regional and tribal associations
    • 3.2.3North America

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Rules and regulations[edit]

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Gaming control boards are usually responsible for promulgating rules and regulations that dictate how gaming activities are to be conducted within a jurisdiction. The rules and regulations stem from the jurisdiction's enabling act. Generally, the enabling act is passed by the legislature and sets forth the broad policy of the jurisdiction with regard to gaming; while the rules and regulations provide detailed requirements that must be satisfied by a gaming establishment, its owners, employees, and vendors. Typically, rules and regulations cover a broad range of activity, including licensing, accounting systems, rules of casino games, and auditing.

Licensing[edit]

Gaming control boards also have complete authority to grant or deny licenses to gaming establishments, their ownership, employees, and vendors. Generally, in order to obtain a license, an applicant must demonstrate that they possess good character, honesty and integrity. License application forms typically require detailed personal information. Based upon the type of license being sought, an applicant may also be required to disclose details regarding previous business relationships, employment history, criminal records, and financial stability.

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Generally, the gaming license application process and subsequent investigation is quite burdensome in comparison to the process of obtaining other government-issued licenses. The difficulty of the process is intended to dissuade participation by unsavory people and organized crime.

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Recently, in order to simplify the application process, various gaming control boards have collaborated on the design of 'multi-jurisdictional' application forms. Persons or vendors who are involved in gaming in multiple jurisdictions may now complete one application form and submit copies to each jurisdiction.

Enforcement[edit]

In some cases, Gaming Control Boards are responsible for enforcing the rules and regulations that they create. In other cases, a separate body or a division of the Gaming Control Board carries out the enforcement function. Most Gaming Control Boards have full authority to hear and decide civil cases brought before them by the enforcement body and thus are considered quasi-judicial bodies.

Gaming control boards[edit]

Inter-regional associations[edit]

• Gaming Regulators European Forum (GREF)
• International Association of Gaming Regulators (IAGR)
• North American Gaming Regulators Association (NAGRA)

Regional and tribal associations[edit]

Asia[edit]

• Macau: Macau Gaming Inspection and Coordination Bureau
• Singapore: Casino Regulatory Authority of Singapore

Europe[edit]

• Denmark: Spillemyndigheden
• france : service central des courses et des jeux , part of Central Directorate of the Judicial Police
• Gibraltar: Gibraltar Regulatory Authority
• Hungary: Gaming Board of Hungary
• Malta: Malta Gaming Authority
• Norway: Norwegian Gaming and Foundation Authority - part of Ministry of Culture
• Portugal: Inspectorate General on Gaming
• Slovenia: Office for Gaming Supervision - part of the Ministry of Finance
• Sweden: National Gaming Board
• United Kingdom: Gambling Commission
  • Alderney: Alderney Gambling Control Commission
  • Isle of Man: Isle of Man Gambling Supervision Commission

North America[edit]

Canada[edit]

In Canada, gambling is regulated exclusively by the provinces rather than federal law. But there is also the National Trade Association of Canada - The Canadian Gaming Association (CGA). This works to advance the development of Canada's gaming industry. The association’s mandate is to promote the economic value of games in Canada; Use research, innovation and best practices t.^[1][2] Regulatory agencies include:

• Nova Scotia Alcohol and Gaming Authority
• Quebec Régie des Alcools des Courses et des Jeux

United States[edit]

In the United States, gambling is legal under federal law, although there are significant restrictions pertaining to interstate and online gambling.

States[edit]

Individual states have the right to regulate or prohibit the practice within their borders. Regulatory agencies include:

• California Gambling Control Commission
• Delaware Lottery
• Maryland Lottery (Controls both the lottery and the state's slot-machine program)
• Nevada Gaming Commission^[3]
• New Jersey Casino Control Commission

Tribes[edit]

In the United States, some Native American tribal nations have established their own gaming control boards for the purpose of regulating tribe-owned casinos located within reservations. Although the tribal nation also owns the casino, appointing an independent gaming control board to oversee regulatory activities provides tribal members with assurances that the casino is operated within expected standards and that tribal revenue is accurately collected and reported. Native American casinos are subject to the provisions of the Indian Gaming Regulatory Act, which is enforced by the National Indian Gaming Commission (NIGC). The NIGC establishes minimum internal control standards and other requirements that each Native American gaming control board must follow. However, the NIGC does not have jurisdiction over state-regulated entities.

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Oceania[edit]

• New South Wales, Australia: Gaming Tribunal of New South Wales
• Queensland, Australia: Queensland Office of Gaming Regulation/Queensland Gaming Commission
• Victoria (Australia): Victorian Commission for Gambling Regulation
• South Australia: South Australia Independent Gambling Authority

References[edit]

1. ^'Canadian Gaming Association'. canadiangaming.
2. ^'CanadianFreeSlots'. May 15, 2019.
3. ^'Gaming Regulation in Nevada'(PDF). Archived from the original(PDF) on August 9, 2007. Retrieved 2007-08-17.

External links[edit]

Do you earn tips? Plenty of employees in New Jersey do, including those who wait tables, serve and mix drinks, open doors, carry luggage, clean hotel rooms, or provide other services, from moving furniture to delivering newspapers. In fact, some employees earn more in tips from satisfied customers than in straight wages paid by their employers.

When you receive tips as part of your compensation, your legal rights under wage and hour laws become a bit more complicated. The rules about what counts as a tip, how much your employer must pay you, and whether you have to contribute to a tip pool (among other things) all depend on the laws of your state. Although federal law also covers these issues, employers must follow whichever law—federal, state, or even local—is the most generous to employees.

Here's what you need to know about federal and New Jersey legal protections for employees who receive tips. You can find out more about New Jersey minimum wage, tip rules, overtime standards, and other wage and hour issues at the New Jersey Department of Labor and Workforce Development.

Tip Basics

The basic rule of tips, under federal law and state law, is that they belong to the employee, not the employer. Employers may not require employees to hand over their tips unless one of these exceptions applies:

• State law allows the employer to take a tip credit. Some states allow the employer to count all or part of an employee’s tips towards its minimum wage obligations. Although the employer doesn’t technically “take” the employee’s tips, the employer gets to count some tips as if the employer had paid them directly to the employee. New Jersey allows employers to take a tip credit.
• The employee is part of a valid tip pool. Under federal law and in most states, employees can be required to pay part of their tips into a tip pool to be shared with other employees.

Tip Credits

Employees are entitled to earn the full minimum wage per hour as set by federal or state law. Currently, the federal minimum wage is $7.25 an hour. In 2020, the minimum wage in New Jersey is $11.00 an hour. Therefore, employees in New Jersey are entitled to the higher state minimum wage.

Under federal law and in most states, employers may pay tipped employees less than the minimum wage, as long as employees earn enough in tips to make up the difference. This is called a 'tip credit.' The credit is the amount the employer doesn't have to pay, so the applicable minimum wage (federal or state) less the tip credit is the least the employer can pay tipped employees per hour. If an employee doesn’t make enough in tips during a given workweek to earn at least the applicable minimum wage for each hour worked, the employer has to pay the difference.

New Jersey allows employers to take a tip credit of up to $7.87 an hour. Employers must pay tipped employees a cash wage of at least $3.13 an hour. If an employee doesn’t earn enough in tips to bring his or her total compensation up to at least the full state minimum wage rate of $11.00 an hour, the employer must make up the difference.

Dual Jobs

Some employees have dual jobs, in which they spend some of their shift doing non-tipped work. Under a2018 change to federal law, if an employee performs related non-tipped duties at the same time as—or a reasonable time immediately before or after—performing tipped duties, the employer can take a tip credit for the time spent on those non-tipped duties.

Example.A waitress spends six hours of her eight-hour shift waiting tables; she spends the remaining time cleaning and restocking the service stations, preparing cold salads and desserts, and making coffee. The employer can claim a tip credit for all eight hours of the waitress's shift.

However, employers cannot take a tip credit for any of their employees' time spent performing tasks that are unrelated to the tipped duties, or tasks that aren't completed during or immediately before or after the tipped duties.

Example.A waiter spends six hours of his eight-hour shift waiting tables; he spends the remaining two hours running personal errands for his employer. The employer cannot claim a tip credit for those two hours of non-tipped work because they're not related to the waiter's tipped duties.

Tip Pooling

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Many states, including New Jersey, allow employers to require tip pooling or “tipping out.” All employees subject to the pool have to chip in a portion of their tips, which are then divided among a group of employees.Employers must notify employees of the tip pool in advance. In addition, employees can't be required to pay more into the pool than is customary and reasonable, and the employee must be able to keep at least the full minimum wage. (In other words, if the employer takes a tip credit, the employer can count only the tips the employee gets to take home against its minimum wage obligation.)

Under federal law, if the employer claims a tip credit, then only employees who regularly receive tips can be part of the tip pool. Employees can't be required to share their tips with employees who don't usually receive their own tips, like dishwashers or cooks, unless the employer doesn't claim a tip credit and pays the employee the minimum wage directly. And tips from a tip pool can't go to the employer, managers, or supervisors.

What Counts as a Tip?

It's not as easy as you might think to figure out exactly how much of what a customer pays is a 'tip.' If the customer pays in cash and tipping is voluntary, whatever amount the customer leaves over and above the charge for products or services (plus tax) is a tip. However, if the employer imposes a mandatory service charge, or the customer pays by credit card, the rules might be different.

Mandatory Service Charges

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Some restaurants tack a “mandatory service charge” on to bills for large tables of diners, private parties, or catered events. Under federal law and in most states, this isn't considered a tip. Even if the customer thinks that money is going to you and doesn't leave anything extra on the table, your employer can keep any money designated as a 'service charge.' The law generally considers this part of the contract between the patron and the establishment, not a voluntary acknowledgment of good service by an employee. Many employers give at least part of these service charges to employees, but that's the employer's choice: Employees have no legal right to that money.

A couple of states have different rules, intended to make sure that customers know whether their money is going to the employer or the server. New Jersey is not one of them, however.

A 2014 rule change by the Internal Revenue Service has created a significant incentive for employers to stop imposing mandatory service charges, if the employer hands any of that money over to employees. Any portion of a mandatory service charge paid out to employees must be treated as wages, not tips. This means the employer must withhold and pay Social Security and Medicare (FICA) tax on these amounts, may not claim a credit against its tax obligations for these amounts (as it can for tips), and must include them as part of the employee’s hourly wage when determining overtime payments, among other things.

The rule applies only to mandatory service charges. For the amount to count as a tip rather than a service charge, all of the following must be true:

• The payment must be entirely voluntary
• The customer must have the unrestricted right to determine the amount
• The amount cannot be set by employer policy or subject to negotiation with the employer.
• The customer must have the right to determine who receives the payment.

Credit Card Charges

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State rules differ as to whether employees are entitled to the full amount of a tip left by credit card. If the employer has to pay the credit card company a processing fee, some states allow the employer to subtract a proportionate amount of the tip to cover the employee’s “share” of the fee. For example, if the credit card company charges a 3% fee, the employer could legally reduce the employee’s tip by 3% as well. New Jersey law does not expressly address this issue.