This bill expands eligibility for compensation from New Jersey's Victims of Crime Compensation Office (VCCO) to include victims of motor vehicle crashes resulting in death or requiring ambulance removal from the scene. It also establishes a "Traffic Crash Victim's Bill of Rights," granting victims and families specific entitlements: free access to police reports and crash evidence, notification about court hearings (including license suspension cases), the right to take work leave for related hearings, protection from harassment by the other driver, and access to compensation assistance. The bill directly affects crash victims who previously did not qualify for VCCO benefits under New Jersey law. These changes aim to provide clearer access to information and support for those impacted by serious traffic crashes.
AJR 32 is a procedural resolution proposing a rule change to New Jersey's evidence rules. It would allow evidence that a victim promptly reported sexual assault or employment discrimination to be admitted as a hearsay exception, specifically to address jury assumptions about delayed reporting. This change directly affects cases involving these crimes by enabling courts to consider timely complaint evidence without requiring the victim to testify about the report itself. The resolution, if adopted, would be implemented by the New Jersey Supreme Court under existing procedures, not by creating new law. It focuses on clarifying admissibility for factual evidence, not altering legal standards.
This bill amends New Jersey's unemployment benefits law to clarify disqualification rules, primarily affecting agricultural workers. It specifies that workers who voluntarily leave agricultural jobs without "good cause" lose benefits until they work 8 weeks and earn 10 times their weekly benefit rate. The bill also adds protections: workers switching employers within 7 days (with equal pay/hours) won't lose benefits, and disqualifications for "misconduct" now require employers to provide written proof. It further clarifies that refusing work due to strikes, poor pay, or union requirements won't disqualify individuals. The bill is currently pending in the Assembly Labor Committee (introduced January 13, 2026).
This bill amends New Jersey's Law Against Discrimination to explicitly state that sexual harassment and sexual assault are forms of unlawful discrimination based on sex. It directly affects employees and employers by clarifying that workplace sexual misconduct falls under existing sex discrimination protections. The key change is adding "sexual harassment and sexual assault" to the list of prohibited discriminatory practices in employment (Section 11). This provides clearer legal grounds for victims to file claims under the current law without requiring new legislation. The amendment does not change penalties or create new procedures - it only clarifies the scope of existing protections.
This New Jersey bill (A 1642) protects registered medical cannabis patients from employment discrimination. It prohibits employers from taking adverse actions (like firing, refusing to hire, or changing pay) based solely on an employee’s medical cannabis use or positive drug test, unless the employer proves the use impaired job performance. Employees with a valid medical cannabis card can explain a positive test by providing a doctor’s recommendation or card within three business days, and may request a retest at their own expense. The law does not override federal restrictions, allowing employers to still enforce rules against intoxicating substances during work hours or if federal funding is at risk.
This bill establishes New Jersey's Early Childhood Educator Pay Equity Program within the Department of Human Services. It provides grants to childcare facilities (not public schools) to increase minimum wages for early childhood educators - primarily women of color and immigrants - based on their education, experience, and job title, aiming to match public school educator pay. The program uses a funding formula that prioritizes facilities serving economically disadvantaged communities and requires participating facilities to pay at least the mandated minimum salaries. Facilities must meet specific reporting and compliance standards to receive grants, with adjustments made if funding falls short. The program targets improving wages and retention in New Jersey's childcare sector, directly affecting educators and the small businesses that employ them.
This bill, S 3452, protects New Jersey employees who are registered medical cannabis patients from employment discrimination. It prohibits employers from taking adverse actions like firing, refusing to hire, or denying promotions based solely on medical cannabis use or a positive drug test, unless the employer proves the use impaired job performance. Employers must allow employees to explain a positive test with medical documentation (such as a healthcare recommendation or registry card) and offer a retest at the employee’s expense within three business days. The law does not override employer policies against intoxicating substances during work hours or federal law requirements.
S 3603 protects New Jersey employees and job applicants from employment discrimination due to the legal use of cannabis. It prohibits employers from refusing to hire, firing, or taking adverse actions based solely on cannabis use, but allows drug testing for reasonable suspicion of impairment during work, visible intoxication, or after a work accident. Employers may use scientifically reliable testing methods (like blood, urine, or saliva) and require a physical evaluation by a certified expert to assess impairment, though pre-employment cannabis testing is banned. The bill also establishes certification standards for workplace experts who help detect impairment, but employers are not required to use these experts.
This bill prohibits employment contracts from including non-disclosure or non-disparagement clauses that waive rights related to discrimination, retaliation, or harassment claims. It requires settlement agreements resolving such claims to include a clear notice stating these clauses are unenforceable if the employee publicly discloses details identifying the employer. The bill removes an exception allowing collective bargaining agreements to contain these clauses but permits mediation or arbitration for discrimination claims in such agreements. The law applies to all employment contracts and settlement agreements entered into on or after the effective date.
This New Jersey bill prohibits employers with 15+ employees from asking about an applicant's gender during the initial hiring phase (before the first interview). It applies to all job applications and interviews for positions within the state, requiring employers to avoid gender inquiries and not base hiring decisions on gender. Exceptions exist only for roles where gender is a legitimate job requirement (e.g., casting for a gender-specific role in theater). Violations carry fines up to $10,000 per offense, enforceable by the state labor commissioner.
