This bill prohibits New Jersey cities, counties, and their agencies from enacting minimum wage increases or mandatory paid sick leave requirements for private employers, including contractors and vendors working with local governments. It declares any local ordinance on these employment conditions "null and void," requiring the state to set uniform standards instead of allowing local variations. The bill does not change the existing state minimum wage (currently set at $15.00/hour for most workers by 2028), but prevents local governments from imposing higher rates or additional paid leave rules. It directly affects local governments' authority and private employers operating within the state.
This bill requires employers to pay New Jersey minors aged 16-18 the state minimum wage for all hours worked and overtime pay (1.5x regular rate) for hours exceeding 40 in a week. It specifically applies to minors working in most non-exempt roles, excluding farm labor, certain sales positions, and seasonal amusement jobs. The bill codifies existing exemptions (like farm work and some sales roles) and sets a minimum wage schedule that increases annually, with separate phased-in rates for small employers and seasonal workers. It affects minor workers in covered industries, ensuring they receive standard minimum wage and overtime protections under New Jersey law.
This bill requires restaurants employing 15 or more people to provide periodic sexual harassment training to all employees, including owners working as staff. Training must cover industry-specific topics, include separate sessions for supervisors and staff, be interactive with practical examples, and explain how to file complaints - offered in English and Spanish. Restaurants must also adopt a written sexual harassment policy included in employee handbooks. Failure to comply results in fines up to $500 for the first violation and $1,000 for subsequent offenses. Documentation of training is required, with failure to provide it creating a rebuttable presumption that training was not completed.
This bill amends New Jersey's Domestic Workers' Bill of Rights Act to exclude full-time students and au pairs from the legal definition of "domestic worker." It removes these groups from the law's coverage, meaning they will no longer be protected under the bill's wage, scheduling, and working condition provisions. The bill also deletes a provision that held employers jointly liable for violations, meaning employers will no longer face shared financial responsibility for unpaid wages or other breaches. These changes directly affect domestic workers who are full-time students or au pairs by removing their legal protections under this law.
S 2782 clarifies that certain licensed or regulated professionals in New Jersey may be treated as independent contractors under state law if they have a written agreement designating them as such. It directly affects insurance producers, securities professionals (broker-dealers, agents, investment advisers), freight drivers at marine terminals/rail facilities meeting specific unemployment exemption criteria, and others meeting defined criteria under unemployment law. The bill prevents these professionals from being classified as employees for any purpose under state law during the term of their written agreement and eliminates the need for them to satisfy additional tests (like those under wage and hour laws) to maintain independent contractor status. It applies retroactively to all existing written agreements for these professionals.
New Jersey's S 1447 establishes a state heat stress safety standard and prevention program for workers. It requires employers across all industries (including agriculture, construction, and indoor settings without climate control) to implement written heat safety plans by June 1, 2025. Key provisions include providing potable water under 59°F, mandatory rest breaks in shaded/cool areas, heat exposure monitoring, emergency response protocols, and heat alert systems for forecasted heatwaves. The law mandates employer-developed plans to prevent heat-related illness, requiring worker input and language accessibility for non-English speakers.
S 2681 requires employers in New Jersey with 10 or more employees to include specific compensation and benefit details in all job postings. Employers must disclose the minimum and maximum salary range, supplemental compensation, benefits (like paid leave and health care), and retirement plans offered. This applies to all job postings on any platform, whether posted by the employer directly or through a third-party site. Employers who fail to comply face civil penalties up to $10,000 per violation, enforceable by the Commissioner of Labor.
This bill requires employers to pay minors (under age 18) the state minimum wage and overtime pay (1.5x regular rate) for hours worked beyond 40 in a week, directly affecting minor workers in most non-exempt jobs. It establishes a minimum wage schedule that increases annually (with specific rates for 2019-2028) and formalizes existing exemptions to overtime requirements, such as for farm labor, certain seasonal work, and employees in executive roles. Key provisions include mandatory overtime pay for minors (except in exempted categories like agricultural work or specific professional roles) and maintaining minimum wage rates for small employers and seasonal workers. The bill does not change overtime exemptions for adult workers but explicitly extends overtime protections to minors in covered positions.
S 2058 would amend New Jersey's tax code to exclude tips from gross income tax calculations. The bill removes tips from the list of taxable income categories in the state's definition of gross income, meaning tips earned by workers would no longer be subject to state income tax. This change would directly affect individuals who rely on tips for income, such as restaurant servers, bartenders, and hospitality workers. As a result, these workers would have a lower taxable income and potentially pay less in state income tax.
This bill prohibits New Jersey employers from paying subminimum wages to workers based on age, disability, injury, or status as an apprentice, learner, or student. It eliminates the special permit system previously allowing employers to pay below the state minimum wage through the Department of Labor and Workforce Development (DOLWD). The law directly affects workers with disabilities, students, apprentices, and others who were previously eligible for subminimum wages under these special permits. Employers must now pay all covered workers the full state minimum wage, ending the practice of authorizing lower pay through DOLWD licenses. The bill revises existing statutes to remove provisions that permitted this exception.
