S 1066 requires New Jersey's Commissioner of Health to create a public awareness campaign focused on improving maternal and child health outcomes. The campaign will provide accessible information through a state website, including hospital data on cesarean births and breastfeeding rates to help women choose care providers, promote shared decision-making during childbirth, and share resources about breastfeeding, pregnancy discrimination rights, family leave options, and Medicaid eligibility for pregnant women. It specifically directs healthcare providers to document patient birth plans in medical records and encourages the use of high-value care options like midwives and lactation support. The bill aims to ensure equitable access to maternity care information for all women and children across racial and ethnic backgrounds. The campaign must coordinate with existing efforts to avoid duplication.
S 3211 lowers the cost threshold for public works projects that may include project labor agreements from $5 million to $3 million. This means projects costing $3 million or more - instead of $5 million - will now be eligible for project labor agreements, which are pre-hire contracts between contractors and labor groups setting wages and working conditions for a specific project. The bill affects public entities like state agencies, counties, and municipalities planning construction projects that require prevailing wages under New Jersey law. It amends existing public works law to expand the range of projects subject to this provision, taking effect immediately.
This bill establishes a new Artificial Intelligence Apprenticeship Program within New Jersey's Department of Labor to create training opportunities in AI technology, data analytics, and automation. It also creates a tax credit for employers hiring qualified AI apprentices, allowing them to claim up to $5,000 per apprentice (half of wages paid, capped at $5,000) for taxable years beginning in 2026. To qualify, employers must hire unskilled or semi-skilled apprentices for at least 20 weeks in a program meeting state and federal standards, covering roles like generative AI development. The program will partner with AI companies and educational institutions to design training pathways. The tax credit applies to both corporate business tax and gross income tax.
New Jersey's S 1138 requires the Department of Military and Veterans' Affairs (DMVA) to assist former service members who received an "other than honorable," bad conduct, or dishonorable discharge and have a diagnosed service-connected mental health condition (linked to military service by a licensed professional). The DMVA must provide free help with federal forms to petition for a discharge redesignation as "honorable," including creating uniform processes and distributing information to public agencies. Former service members whose discharge is changed will gain access to state benefits available to honorably discharged veterans, and all related information will remain confidential. This expands existing DMVA assistance - which previously covered discharges based on sexual orientation or gender identity - to include mental health conditions.
This bill (S 1856) expands whistleblower protections in New Jersey to cover government employees who report mismanagement, waste, or abuse of authority by their employer. It prohibits government employers (including all state, county, municipal, school district, and agency entities) from retaliating against employees who disclose such issues to supervisors or public bodies. Protected disclosures include violations of law, fraud, substantial waste of public funds, abuse of authority, or gross mismanagement by government employers. The law aims to safeguard employees who report problems affecting public resources, operations, or public safety without requiring them to prove the disclosure was "correct" first.
This bill (S 283) ensures that approximately 13,000 New Jersey state employees in the Executive Branch with "no-range" job titles - positions lacking established salary scales - receive salary increases comparable to those given to other state workers. It mandates that these employees get raises based on the average increase for employees in the state’s 50 "Aligned Employee Relations Groups" (ERGs), but not exceeding that percentage. Additionally, performance-based pay adjustments for these employees cannot be withheld unless they receive a formal "unsatisfactory" performance rating. The law takes effect July 1, 2024, addressing a longstanding gap where these workers previously missed automatic step increases.
This bill (S 1587) modifies New Jersey law to provide enhanced leave and compensation protections for public employees who serve in the military reserves or National Guard. It directly affects state, county, school district, and municipal employees who are active or retired military members. Key provisions require public employers to grant up to 30 paid workdays of leave annually for military service (including travel days and transitional leave), maintain retirement/health benefits during leave, and cover pay for service exceeding 30 days through collective bargaining agreements or employer discretion. The bill also clarifies that "active duty" includes medical appointments related to military service. It is currently pending in the Senate Military and Veterans' Affairs Committee (introduced January 13, 2026).
This bill establishes a 5-year Nuclear Energy Apprenticeship Pilot Program under New Jersey's Department of Labor, appropriating $1 million to fund accredited apprenticeship programs in nuclear energy sectors. It provides grants to eligible organizations (like businesses, schools, or nonprofits) that partner with industry to train workers in nuclear infrastructure, utilities, and radioactive waste handling, with priority for programs serving underserved communities. Grantees must demonstrate industry partnerships, financial contributions, and outreach plans, and must report annually on participant enrollment, completion, and job placement. The program requires the Department to evaluate outcomes yearly and recommend renewal or expansion based on workforce gap data.
S 2136 requires New Jersey employers and third-party job posting platforms to include clear disclosures in all public job ads. Specifically, they must state whether a position is for an existing vacancy (with an estimated fill timeframe) or not (using a disclaimer that expires after 90 days and requires prior posting history). The bill mandates removing filled positions within 30 days of original posting or two weeks after hiring, whichever comes later, and requires employers to notify applicants within the ad’s stated timeframe about application status. Violations incur civil penalties up to $600 per offense, with the Department of Labor empowered to conduct compliance audits.
This bill amends New Jersey's unemployment insurance law (R.S.43:21-19) by revising definitions related to benefit calculations, not employment classification. It updates how "base years" are determined for unemployment claims, including rules for alternative base years when standard criteria aren't met (e.g., due to disability or military service), and clarifies payroll calculations for determining benefit eligibility. The changes directly affect individuals filing for unemployment benefits and the Division of Unemployment and Temporary Disability Insurance in processing claims. The bill focuses on procedural adjustments to benefit eligibility rules, not worker classification as suggested by its title.
