This bill allows State employees without collective bargaining representation to enroll in specific negotiated health care plans, such as the CWA Unity DIRECT plan, starting January 1, 2027. It authorizes the State Health Benefits Commission to adjust premium payment obligations for these employees to align with terms from existing collective bargaining agreements. The legislation also clarifies how premium costs are shared for retirees who have 25 years of service credit, ensuring consistency between traditional and managed care plans.
This bill requires public employers in New Jersey to share the cost of health benefits for retirees who worked for multiple government entities by splitting payments proportionally based on how long each employer employed the retiree. It directly affects state and local government agencies, including law enforcement departments, that currently pay health insurance premiums for retired employees. The key provision mandates that if a retiree qualified for employer-paid health benefits while working for more than one government entity, each former employer must contribute to the premium cost commensurate with their period of employment. The bill also clarifies that this requirement does not apply to employers who have not opted to provide employer-paid health benefits in retirement and does not alter existing collective bargaining agreements.
This bill requires public employers in New Jersey to share the cost of health benefits for retirees who worked for multiple government entities, dividing the expense proportionally based on how long each employer employed the retiree. It applies to retirees who qualify for employer-paid health coverage and were employed by more than one state or local government agency or higher education institution. The law allows employers to choose whether to contribute to these costs and does not change existing collective bargaining agreements. Additionally, the bill updates rules for how certain state employees contribute to their own health coverage in retirement.
This bill modifies New Jersey's existing toll regulations to prohibit free toll passage for South Jersey Transportation Authority (SJTA) employees, officers, and members. It specifically restricts toll-free access to vehicles operated only during commuting to/from work or while performing official duties for the SJTA. Collective bargaining agreements covering these employees will not override this requirement. The change applies to all SJTA personnel covered under current or future labor agreements.
This bill allows New Jersey state, municipal, and county employers to automatically enroll employees in retirement savings plans (deferred compensation plans) unless they opt out. It establishes a default contribution rate, permits periodic increases in contributions, and requires employers to provide employees with clear notice and the option to adjust or stop contributions. Employers must also negotiate automatic enrollment terms with union representatives for covered employees, and designate a default investment option if employees don’t choose one. The bill was withdrawn after being enacted as part of P.L.2025, c.358, making these provisions effective law.
This bill increases membership on two New Jersey health benefits commissions. It expands the State Health Benefits Commission from 5 to 9 members and the School Employees' Health Benefits Commission from 9 to 13 members. The bill specifies new appointment procedures, including adding three local employee representatives for the State Commission and increasing union and association representation for the School Commission. It also creates a new State Health Benefits Plan Design Committee with 12 members to manage health plan details like medical and dental benefits. The changes are procedural, affecting only the composition and structure of these commissions, not the health benefits programs themselves.
This bill protects faculty and professional staff at New Jersey City University (NJCU) who are part of recognized labor unions if NJCU merges with Kean University. It prohibits job loss, layoffs, involuntary reassignment, or reduced hours for these employees for three years after the merger. During this period, Kean University must first offer any vacant positions to transferred NJCU employees before hiring externally, and provide a two-year transition period for staff to meet new job requirements. The bill also ensures all existing union contracts, benefits, seniority, and retirement rights transfer fully to Kean University for three years.
This bill caps the retirement payout for unused sick leave at $10,000 (down from $15,000) for public employees in New Jersey, including those working for political subdivisions, agencies, authorities, and school boards. It applies only to employees who began service after a 2010 law took effect, not affecting existing collective bargaining agreements. The bill also requires unused vacation leave to be taken in the following year, unless related to a state emergency declared by the governor. These changes modify how public employees receive compensation for accrued leave upon retirement.
Bill S 3384 establishes a state program requiring New Jersey contracting agencies to set aside certain state contracts (for goods, equipment, construction, or services) so that only businesses with union workforces can bid on them. To qualify, a business must have a union workforce, be based in New Jersey, hire apprentices, and make a good-faith effort to maintain a diverse workforce. The bill sets a goal that contracting agencies award at least 22% of their contracts to these "union business enterprises," either through direct awards or by requiring subcontracting portions of contracts. The Department of the Treasury will administer the program and verify business qualifications, with contracting agencies needing to ensure at least three qualified bidders are available before setting aside a contract.
This bill allows New Jersey state employees without a union representative (due to lack of majority representation) to enroll in specific health care plans under the State Health Benefits Program. Starting January 1, 2025, these employees must choose between the CWA Unity DIRECT or CWA Unity DIRECT2019 plans (or their successors), based on their hire date, for their health coverage. The bill sets the state's and employee's payment obligations for these plans to match the terms of existing collective bargaining agreements that would apply if the employee had union representation. It directly affects state employees without a majority union representative, ensuring they access standardized health plan options.
