This bill establishes a New Jersey nurse aide workforce development program to support individuals seeking certification. It requires the Department of Health to provide clear information on certification benefits, requirements, and cost-free competency evaluations for nurse aides employed by or offered jobs at long-term care facilities. The program also details employer reimbursement rules: facilities must cover training costs for new hires within 12 months, and employers cannot charge for training if an aide leaves voluntarily or involuntarily. A separate one-year pilot reimburses up to 25% of training costs for completed courses. All resources will be posted on a dedicated Department of Health website.
ACR 73 is a New Jersey legislative resolution declaring that proposed Department of Labor rules modifying the ABC test for independent contractor classification are inconsistent with the Legislature's intent. The resolution states the Department's proposed rules - such as redefining digital app usage as control evidence or devaluing standard business practices like liability insurance - undermine the original ABC test's purpose. This procedural resolution, filed under constitutional review authority, gives the Department 30 days to amend or withdraw the rules before the Legislature could seek to invalidate them. It directly affects the Department of Labor's rulemaking process and the classification of workers under New Jersey's unemployment compensation law.
This bill establishes New Jersey's "Go Build" program within the Department of Labor and Workforce Development to connect residents with construction careers. It requires the program to provide training for construction trades, recruit workers for jobs and training, and promote opportunities through public education, marketing, and partnerships with construction companies and schools. The program must also consult with similar initiatives in Alabama and Georgia, and the department must submit a five-year evaluation report to the Governor and Legislature. The bill directly affects New Jersey residents seeking construction jobs, training providers, and the state's construction industry. It is a proposed program (not yet enacted) focused on expanding access to construction careers through structured recruitment and training.
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.
