This bill (S 3510) amends New Jersey’s Earned Sick Leave Law to require employers to provide earned sick leave for employees covered by collective bargaining agreements that are "amendable" (not just expiring) contracts. It directly affects workers in unionized workplaces where contracts become amendable but do not have a set expiration date. The key change clarifies that the sick leave requirement applies when such contracts become amendable, ensuring these employees receive the same benefits as those covered by expiring contracts. The law maintains existing protections for more generous employer policies or collective bargaining agreements.
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 bill establishes a new Division of Private Employment Dispute Settlement to handle labor issues for cannabis employers in New Jersey, specifically addressing union representation and unfair practices. It requires cannabis employers to recognize employee representatives through card checks (with language accessibility) or NLRB-compliant elections, and prohibits retaliation against workers for union activities. Employers who fail to provide required employee contact information face daily fines up to $5,000. The bill applies exclusively to cannabis businesses and excludes religious schools and 501(c)(3) nonprofits from its provisions. (Note: This bill was withdrawn as it was superseded by prior legislation, P.L.2025, c.244.)
This bill creates a program requiring New Jersey state agencies to reserve at least 22% of eligible contracts (for goods, construction, or services) for "union business enterprises." These are businesses based in New Jersey with union workforces, that hire apprentices, and document efforts to maintain diverse hiring. State agencies must verify businesses meet these criteria before awarding set-aside contracts, and they must develop annual plans to achieve the 22% goal through direct awards or subcontracting requirements. The program operates alongside existing set-aside programs and mandates consultation between agencies and the Department of the Treasury.
This bill requires private contractors operating New Jersey's motor vehicle inspection facilities to offer full-time employment to eligible employees of the New Jersey Motor Vehicle Commission who lose their jobs due to contract outsourcing. The number of job offers must be proportional to the contractor's share of inspection lanes (e.g., a contractor operating 30% of lanes must offer jobs to 30% of affected employees). It also mandates that collective bargaining agreements covering these employees remain binding under the new contract. This policy directly affects state employees working in motor vehicle inspection facilities when operations transition to private contractors.
This bill consolidates three New Jersey transportation authorities - the New Jersey Turnpike Authority, South Jersey Transportation Authority, and New Jersey Transit Corporation - into the New Jersey Department of Transportation (NJDOT). It requires NJDOT to assume all powers, assets, debts, and responsibilities of these entities on a specified "Transfer Date," ending their separate existence. Employees of the consolidated entities transfer to NJDOT with retained benefits, pensions, and collective bargaining rights, while creditors and contractors can enforce existing claims against NJDOT as the successor. The bill prohibits NJDOT from issuing new bonds under the former authorities’ names and updates legal references to reflect the consolidation. This structural change aims to streamline transportation oversight and operations under a single agency.
This bill allows municipalities, counties, school districts, and fire districts in New Jersey to use project labor agreements (pre-hire union agreements for construction projects) on public works projects costing less than $5 million - previously requiring a $5 million minimum. It directly affects local governments and construction contractors by expanding their ability to negotiate such agreements for smaller projects. Key provisions let these entities choose to include project labor agreements for projects below the $5 million threshold, while still requiring adherence to prevailing wage laws and labor standards. The change applies only to the specified local entities and does not alter the existing $5 million threshold for other public works projects. The bill was withdrawn after being incorporated into a previously approved law (P.L.2025, c.327).
This New Jersey bill requires most private and public employers to create written policies granting employees the right to ignore work communications during nonworking hours (defined as hours outside an employee's scheduled shift). Exceptions include emergencies (threatening safety or operations) or last-minute scheduling changes, which must be agreed upon in writing. Employers who repeatedly violate this right (three or more documented cases) face civil penalties of at least $100 per violation. The law excludes employees covered by collective bargaining agreements.
This bill requires that if the South Jersey Transportation Authority (SJTA) sells or leases the Atlantic City International Airport, the sale or lease terms must preserve employees' existing rights and benefits. Specifically, it mandates that employees retain all benefits under current union contracts, civil service status (if applicable), pension credits, and accumulated leave (such as sick or vacation time) transferred to the new owner or operator. The bill also requires that current employee representatives continue to serve affected employees until they choose new representatives through formal processes. These provisions directly protect SJTA airport employees and their employment conditions during ownership changes.
This bill amends New Jersey's Law Against Discrimination to explicitly prohibit discrimination based on membership in a labor organization, such as a union or employee representation group. It clarifies the definition of "labor organization" to include any group formed for collective bargaining, grievance resolution, or mutual aid related to employment. The change ensures employees cannot face unfair treatment (e.g., in hiring, promotion, or termination) due to their union affiliation. This applies to all employers covered by the law, including state and local government entities, and aligns existing protections with current labor practices. The bill does not create new prohibitions but makes the law's coverage of labor organization membership clear and enforceable.
