S 1162 adds Bergen County to the list of pilot counties for New Jersey's "Common Sense Shared Services Pilot Program Act." This bill expands the existing program - which allows municipalities to share certain tenured local employee services (like clerks, CFOs, or assessors) across municipal boundaries - to include Bergen County. Under the program, participating municipalities may enter shared services agreements that permit dismissing tenured employees not selected for these shared roles, with protections for reappointment if the agreement ends within two years. The bill does not create new rules but extends the current pilot program to Bergen County, joining seven other counties (Atlantic, Camden, Monmouth, Morris, Ocean, Sussex, and Warren).
This bill (S 2506) proposes limits on retirement payments for unused sick leave for New Jersey public employees. It caps payments at $15,000 for unused sick leave accrued before specific dates, prohibits payments for leave earned after those dates, and requires documentation for sick leave use. Additionally, it would suspend payments if an employee is indicted for certain serious crimes (like those listed in P.L.2007, c.49) and forfeit payments if convicted of such crimes. The bill applies to public employees covered by state or local retirement systems and would amend existing sick leave payment rules. It is currently pending in the New Jersey Senate.
S 110 creates legal immunity for New Jersey businesses against lawsuits claiming injury from COVID-19 exposure on their premises or during their operations. This protection applies to all businesses covered under the bill’s definition of "employer" (including corporations, partnerships, and groups managing activities), but excludes cases involving reckless or intentional harm. The law adds this immunity to existing state and federal protections, meaning businesses cannot be sued for accidental exposure-related claims unless they acted recklessly or intentionally.
This bill clarifies that workers in the ready-mix concrete industry who are represented by a union for collective bargaining are excluded from New Jersey's earned sick leave law. It specifically amends the definition of "employee" to explicitly include these workers in the existing construction industry exemption. The change affects union-represented concrete industry workers, meaning they are not entitled to accrue or use earned sick leave under the law. This is a technical clarification to ensure consistent application of the existing exemption for construction workers covered by collective bargaining agreements.
This bill establishes public-private partnerships to create AI job training programs in New Jersey. It directly affects displaced workers (those losing jobs due to AI) and current workers seeking AI-related skills, aiming to strengthen the state's workforce competitiveness. Key mechanisms include allowing private companies to manage training programs full-time (handling finances and operations) while exempting them from standard procurement rules and prevailing wage requirements. The Department of Labor will review proposals and require an annual progress report from an advisory council, with training deliverable remotely or in-person.
This bill (S 1521) amends New Jersey's workers' compensation law to exclude undocumented immigrant workers from receiving workers' compensation and temporary disability benefits. It specifically states that employees who are not lawfully admitted for permanent residence, lawfully present for employment, or permanently residing in the U.S. under color of law at the time of injury are ineligible for these benefits. The key mechanism is an amendment to R.S.34:15-36, which defines who qualifies as an "employee" for benefits purposes. This change directly affects undocumented immigrant workers who sustain work-related injuries in New Jersey, denying them access to these specific financial protections.
This bill (S 461) allows New Jersey local governments (like cities, counties, and townships) to pay certain employees for unused sick leave as supplemental pay, with strict limits. It applies to specific local government officers and employees (excluding school board staff and certain licensed professionals like health officers), capping payments at three weeks of unused leave per year, requiring at least 100 days of sick leave to remain, and limiting payments to 60% of daily pay. Local governments decide whether to offer this payment and when, but cannot use emergency funds for it. The bill does not apply to regular employees hired through standard procedures or those in roles covered by specific professional licenses.
This bill (S 108) allows minors aged 14-15 to work until 11 p.m. instead of 9 p.m. during the summer period from Memorial Day through October 1, with written permission from a parent or guardian. It specifically applies to retail settings like restaurants and supermarkets, as well as roles like little league umpires. The bill does not change total weekly work hours, prohibited occupations, or required rest periods for minors. Current law already permits 14-15-year-olds to work until 9 p.m. during this timeframe, so this amendment extends the evening window by two hours. It affects minor workers in seasonal retail and service jobs during summer months, with no broader policy changes to labor regulations.
This New Jersey bill (S 873) revises civil service rules to increase flexibility for government employers. It requires civil service examinations to be offered continuously (not just periodically) and permits state/local government entities to opt out of standard civil service hiring requirements. The bill also clarifies temporary appointment rules, allowing positions to be filled for up to six months (or nine months for seasonal roles) without competitive exams. These changes directly affect government agencies managing hiring and job applicants seeking civil service positions.
SCR 62 is a concurrent resolution (not a bill) declaring the New Jersey Department of Labor and Workforce Development's proposed rules for applying the ABC test inconsistent with legislative intent. The resolution targets specific proposed rule changes (e.g., N.J.A.C. 12:11-1.3(c)(2)(i)(3), 12:11-1.5(h)) that would make it harder for workers, particularly in the gig economy (like ride-share drivers), to qualify as independent contractors by redefining standard business practices (e.g., using apps or insurance) as indicators of employer control. It asserts these rules contradict the original ABC test’s purpose - establishing clear, consistent standards for worker classification under unemployment compensation law (R.S.43:21-19) - by creating an unintended presumption of employee status. The Legislature has formally instructed the Department to withdraw or revise the rules within 30 days.
