This New Jersey bill prohibits the sale, manufacture, and distribution of apparel containing intentionally added PFAS (perfluoroalkyl and polyfluoroalkyl substances) starting two years after it takes effect. It defines "apparel" broadly to include most clothing for regular wear - such as athletic wear, swimwear, school uniforms, and work uniforms - but excludes personal protective equipment, military clothing, and motorcycle safety gear. Violations would be treated as consumer fraud under state law, resulting in fines up to $20,000 per offense and potential additional penalties like cease-and-desist orders. The law directly affects retailers, manufacturers, and distributors of apparel within New Jersey that use PFAS in their products.
This bill exempts wages earned by poll workers during election cycles from being counted when calculating an individual's unemployment benefits. It directly affects poll workers who may otherwise have their unemployment compensation reduced due to income earned from temporary election work. The key provision amends New Jersey's unemployment law to exclude poll workers' wages from the "annual payroll" calculation used to determine benefit eligibility. This change ensures poll workers can receive full unemployment benefits without their election-season earnings affecting their claim. The bill focuses solely on adjusting the calculation method for this specific group of workers.
This New Jersey bill introduces a new fee for employers who have at least 50 employees receiving Medicaid health coverage. The fee amount varies based on company size, charging $325, $525, or $725 per covered employee and their dependents depending on whether the employer has between 50-249, 250-499, or 500 or more Medicaid recipients. Employers with employees who have developmental, intellectual, or permanent physical disabilities are exempt from paying this charge. The revenue generated from these fees is intended to help cover the costs of the State Medicaid program.
This bill directs the New Jersey Economic Development Authority to create a program that helps businesses understand and adopt employee ownership models, such as worker cooperatives or stock ownership plans. To support this goal, the program will offer funding for feasibility studies, provide expert consulting advice, and publish educational resources online for both employers and employees. Eligible businesses must be located in New Jersey, have at least 20 full-time employees, and maintain good standing with state agencies to receive these services. Additionally, the authority will partner with educational institutions to offer early-stage technical assistance to smaller companies that may not yet be ready for a transition.
This bill requires contractors working on New Jersey public works projects to verify that all craftworkers meet minimum qualifications. Specifically, it mandates that contractors register electronically and provide proof that each journeyperson has either completed a registered apprenticeship program meeting federal standards or has four years of documented work experience (with union members under certain collective bargaining agreements exempt). The law also requires contractors to confirm they participate in approved apprenticeship programs for any craftworkers they employ. These requirements apply directly to contractors bidding on or performing state-funded construction projects.
This New Jersey bill (S 2962) gives educational support professionals (like cafeteria workers, bus drivers, and administrative staff) who served in the U.S. military and qualify for VA benefits up to four years of seniority credit. The credit counts military service completed before or during their school district employment, treating it as equivalent to actual work time for seniority purposes. It expands an existing benefit currently only available to teaching staff. The policy takes effect immediately upon enactment.
S 2782 clarifies that certain licensed or regulated professionals in New Jersey may be treated as independent contractors under state law if they have a written agreement designating them as such. It directly affects insurance producers, securities professionals (broker-dealers, agents, investment advisers), freight drivers at marine terminals/rail facilities meeting specific unemployment exemption criteria, and others meeting defined criteria under unemployment law. The bill prevents these professionals from being classified as employees for any purpose under state law during the term of their written agreement and eliminates the need for them to satisfy additional tests (like those under wage and hour laws) to maintain independent contractor status. It applies retroactively to all existing written agreements for these professionals.
This bill increases the amount of paid leave available to public employees in New Jersey who serve in the United States Reserves or National Guard. Under the new provisions, these employees would receive up to 90 work days of paid leave for federal active duty, an increase from the current limit of 30 days. Any time served beyond the 90-day cap would remain unpaid but would not count against the employee's accrued time off. The change applies to full-time or permanent officers and employees across state, county, and municipal agencies.
This bill creates tax credits for New Jersey businesses that pay a salary differential to employees serving in the National Guard or reserve forces during active duty. Specifically, businesses can claim a credit equal to the amount they pay to make up the difference between an employee's regular salary and their military pay during active duty. The credit applies to both corporation business tax and gross income tax, but cannot exceed 50% of the business's tax liability for that period. It directly affects New Jersey employers with qualifying National Guard or reserve members who receive military orders for active duty.
This bill allows police officers in Newark and Paterson who were promoted to sergeant after the February 2019 exam to have their promotions treated as permanent appointments instead of conditional ones. It directly affects over 100 officers who could otherwise face demotions following a court ruling that invalidated the original exam results due to racial scoring disparities. The legislation overrides previous administrative decisions that made these promotions conditional pending a new examination, effectively restoring their original appointment dates and status. By removing the requirement for these officers to retake the exam, the bill aims to maintain departmental stability and avoid potential disruptions to public safety operations in both cities.
