This bill establishes the Statewide Skills Academy Network to improve coordination among New Jersey's county colleges, vocational schools, and union training providers. It appropriates $1 million to fund regional skills academies that develop short-term, high-demand training programs, with priority for evening and weekend classes. The network will identify workforce skills gaps, share best practices, and support the creation of accessible training sites for facilities, curriculum, equipment, and staffing. This directly affects community colleges, vocational institutions, and union training programs across the state, aiming to better align training with employer needs and improve job placement outcomes.
This bill provides tax credits to New Jersey businesses that hire released nonviolent offenders. Specifically, businesses can claim a 15% credit (up to $900 per employee) on wages paid to these individuals for both corporation business tax and gross income tax. To qualify, the offender must have committed a nonviolent crime (excluding certain offenses involving force), served time or alternative sentencing, and been released into community supervision. Unused credits can be carried forward for up to seven years, but total credits cannot exceed 50% of a business's tax liability. The bill directly affects employers in New Jersey who hire eligible individuals, aiming to incentivize their reemployment.
This bill establishes a state-funded program to increase pay for certified nurse aides in New Jersey. The Department of Health will distribute funds to employers (like nursing homes and hospitals) to raise wages for existing or new certified nurse aides, addressing staffing shortages. Employers must use the funds solely for wage increases, with the Health Commissioner setting application rules and compliance standards. The program is funded by a one-time appropriation from the General Fund and expires once the allocated funds are distributed.
This bill (A 1047) requires New Jersey’s Attorney General, the Office of Public Integrity and Accountability, or their designee to notify a law enforcement officer’s union (collective bargaining unit) before releasing specific information to the public following incidents involving a death during police encounters or custody. It applies to officer identities, body camera recordings, incident reports, and other investigation details. The notification must occur prior to any public disclosure mandated under current law, superseding prior directives about such releases. The bill does not change disclosure rules but adds a procedural step for union notification. (Amends P.L.2019, c.1, §2)
This bill (A2413) redirects specific portions of New Jersey's existing Workforce Development Partnership Fund to support apprenticeship programs. It requires 5% of annual fund revenues (starting in 2021) to be allocated to One Stop Career Centers for promoting state-accredited apprenticeships, and 0.5% for the Apprenticeship Start-Up Grant Program. These funds directly support the Department of Labor and Workforce Development, career centers, and employers offering apprenticeships approved by the U.S. Department of Labor. The bill does not create new programs but specifies how existing fund resources will be dedicated to expanding apprenticeship opportunities.
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.
This bill would require employers with 20+ full-time employees (or public employers) to grant 15 paid days per year and an unpaid leave of absence to employees serving in elected state, county, or municipal office. Employees must provide written notice to their employer, and the leave would not interrupt their earned benefits, privileges, or credited service. The law does not apply to candidates running for office or those not yet serving in an elected position. It would take effect immediately upon passage. The bill was introduced to the Assembly Labor Committee on January 13, 2026.
This bill establishes a regional farm wage in New Jersey by averaging agricultural wage data from Pennsylvania, New York, and Delaware. Farm employers who pay workers at least this regional wage qualify for tax credits against their business and gross income taxes, calculated based on the amount paid above the current state farm wage but not below the regional rate. The credits can be carried forward for up to four years if not fully used in the current tax period. This policy directly affects New Jersey farm employers who hire workers on a piece-rate or hourly basis for farm labor.
This New Jersey bill (A113) expands bereavement leave eligibility to include miscarriage and stillbirth, explicitly adding these experiences to the existing family leave protections under the state's Family Leave Act. It directly affects employees working for employers with 30 or more staff (down from 50 under previous rules), allowing them to take up to 12 weeks of leave for these losses. The key mechanism clarifies that "family leave" now covers the death of a child or the miscarriage/stillbirth of a child, aligning with existing definitions of "child" and "family member." This change ensures employees can take time off for these personal losses without losing job protection, as defined by the amended statute.
This bill requires employers in New Jersey (with over 10 employees) and third-party job platforms to clearly state in job postings whether the position is for an existing vacancy and provide an estimated timeframe for filling it. Employers must remove filled position postings within two weeks and respond to applicants within the timeframe stated in the ad about whether the role is filled or still under consideration. The Department of Labor will audit compliance and can issue warnings followed by civil penalties of $1,000-$5,000 for ongoing violations. The bill applies to all publicly advertised jobs and aims to improve transparency for job seekers.
