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 exempts musicians who perform for a fee or compensation from being classified as employees under four New Jersey employment laws: unemployment compensation, temporary disability benefits, workers' compensation, and the State Wage and Hour Law. It directly affects musicians performing for pay, removing them from coverage under these specific statutes. As a result, such musicians would not be eligible for unemployment benefits, disability benefits, workers' compensation, or wage/hour law protections. The law takes effect immediately upon enactment.
This bill requires temporary help service firms in New Jersey to maintain detailed records about their temporary workers and client businesses. Specifically, firms must track worker names, work locations, hours, pay rates, deductions, and client information for six years, making certain records accessible to workers upon request. It directly affects temporary help firms and businesses (third-party clients) that hire temporary laborers in designated occupations like construction, food service, and maintenance. The law amends existing regulations to standardize and expand record-keeping requirements for transparency and accountability. The bill is currently pending before the Assembly Labor Committee.
This bill requires construction employers in New Jersey to clearly display and provide written notice to all employees about their workplace rights, including unemployment benefits, minimum wage, overtime pay, and protections against retaliation under the existing Construction Industry Independent Contractor Act (P.L.2007, c.114). Employers must post the notice in accessible locations and provide written copies at hiring or upon request, in English, Spanish, and other languages needed based on the workforce. Employers who fail to comply face civil penalties of up to $1,500 for a first violation and $5,000 for repeat violations within five years. The notice must also include contact details for filing complaints with the Labor Department about rights violations.
This bill strengthens New Jersey's child labor law by increasing penalties for violations and requiring employer registration. It creates tiered fines: $500-$2,000 for basic violations (up to $4,000 for repeat offenses), $1,000-$2,000 for employing unregistered minors or violating school-hour rules, and $4,000 minimum for cases involving minor injuries or death. Employers must register with the Department of Labor, acknowledge written rules about penalties, and face registration suspension (1-2 years) or 3-year hiring bans for violations. The law directly affects employers hiring minors, particularly those in unsafe occupations, during school hours, or without proper authorization.
This bill exempts overtime pay from New Jersey's gross income tax for specific workers who already earn 150% of their regular wage for hours worked beyond 40 per week. It directly affects most hourly workers covered by New Jersey's overtime law (N.J.S. 34:11-56a4), excluding executives, administrative staff, farm laborers, auto salespeople, hotel employees, limo drivers, and bus carriers. The key mechanism amends tax withholding rules to require employers not to deduct state income tax from this exempt overtime pay. The exemption applies only to overtime legally mandated under state law, not all overtime earnings.
This bill requires New Jersey's Department of Labor to establish a heat stress standard by June 2025, creating rules to protect workers from heat-related illness. It directly affects all employers in the state - including construction, agriculture, and indoor workplaces without climate control - by mandating written heat illness prevention plans. Key provisions include employer requirements for monitoring heat exposure, providing cool water (66-77°F or 35-65°F), paid rest breaks, shade or cooling areas, and emergency response protocols. The standard aims to address risks highlighted by rising temperatures and existing deaths from heat exposure, aligning with protections in other states like California and Oregon.
This bill requires employers to provide written information about an applicant's eligibility for specific family and medical leave benefits at the time of a job offer. It directly affects job applicants and employers in New Jersey, covering state and federal leave programs like the Family Leave Act and disability benefits. Employers must disclose whether an applicant will qualify for each benefit, explain any ineligibility reasons, and provide access to a state-maintained benefits webpage. Failure to comply results in a $500 civil penalty per violation. The law aims to increase transparency about leave rights before employment begins.
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.
