AJR 63 is a joint resolution urging the U.S. Department of Defense and New Jersey Civil Service Commission to coordinate so deployed military service members can take civil service examinations during their deployment. It directly affects New Jersey military members who are deployed, enabling them to participate in exams while serving, which would maintain their eligibility for civil service jobs upon return. The resolution does not change existing rules but requests collaboration to allow exams during deployment, helping veterans secure public-sector employment faster by keeping them on hiring eligibility lists.
This bill allows New Jersey state employees without a union representative (due to lack of majority representation) to enroll in specific health care plans under the State Health Benefits Program. Starting January 1, 2025, these employees must choose between the CWA Unity DIRECT or CWA Unity DIRECT2019 plans (or their successors), based on their hire date, for their health coverage. The bill sets the state's and employee's payment obligations for these plans to match the terms of existing collective bargaining agreements that would apply if the employee had union representation. It directly affects state employees without a majority union representative, ensuring they access standardized health plan options.
This bill directs the State Health Benefits Commission (SHBC) to use $78 million from a 2025 False Claims Act settlement with Horizon Blue Cross Blue Shield to lower health care contribution costs for public employees (and their dependents) covered under the State Health Benefits Program. It specifically applies to employees working for local governments, school districts, and other public employers *other than* the State itself or independent State authorities. The funds will reduce the amount these employees pay toward their health coverage, with the settlement requiring Horizon to pay $100 million total, $78 million of which goes to the SHBC. The bill takes immediate effect.
This bill creates a $1,500 nonrefundable tax credit for New Jersey residents who meet specific criteria: graduating from a New Jersey high school and a New Jersey institution of higher education with a 3.5+ GPA, then working full-time (25+ hours/week) for a New Jersey employer within two years of graduation. The credit applies only to the first five consecutive tax years of eligible employment and cannot reduce tax liability below zero. It directly affects New Jersey graduates who pursue higher education and employment within the state, aiming to encourage retention in the state workforce. The credit is limited to undergraduate degree holders from public or private NJ institutions meeting the GPA and employment requirements.
This bill changes the civil service classification of State Investigators working in New Jersey's Division of Criminal Justice (part of the Department of Law and Public Safety). Currently classified as unclassified employees, they lack full civil service protections like job security and standardized hiring. The bill moves them to classified service, granting them those protections under state civil service rules. The bill was withdrawn after being approved as P.L.2025, c.351.
This bill modifies New Jersey law to improve leave and compensation for public employees who serve in military reserves or the National Guard. It guarantees up to 30 work days of paid leave per year (90 days for National Guard members) for military duty, including travel days and pre-deployment rest periods (5-10 days based on service length). Public employers must continue covering retirement and health insurance contributions during leave, and employees cannot be forced to use vacation time during military leave. The law directly affects state, county, and municipal employees who are active military reservists or National Guard members.
This bill requires local governments in New Jersey to create employment plans when sharing services (like waste management or IT) to protect workers' rights. It mandates that any job transfers or terminations due to shared service agreements must follow civil service rules, including terminal leave payments for affected employees and placement on special reemployment lists. The Civil Service Commission reviews these plans to ensure compliance, directly impacting local government employees in civil service positions and the municipalities entering shared service agreements. The bill also includes funding for these operational changes.
Bill A 3154 prohibits terminal leave compensation for local government employees in counties, municipalities, fire districts, and similar entities (excluding school districts) who have adopted New Jersey’s Title 11A civil service rules. It bans using accumulated administrative leave, vacation, sick leave, or longevity benefits for full pay during the terminal leave period before retirement. The bill also requires medical verification for employees using six or more consecutive sick days within 12 months of retirement eligibility, with improper use leading to deduction from retirement benefits. Employers may mandate physician examinations to verify medical necessity for sick leave claims.
This bill requires private contractors operating New Jersey's motor vehicle inspection facilities to offer full-time employment to eligible employees of the New Jersey Motor Vehicle Commission who lose their jobs due to contract outsourcing. The number of job offers must be proportional to the contractor's share of inspection lanes (e.g., a contractor operating 30% of lanes must offer jobs to 30% of affected employees). It also mandates that collective bargaining agreements covering these employees remain binding under the new contract. This policy directly affects state employees working in motor vehicle inspection facilities when operations transition to private contractors.
This bill requires that if the South Jersey Transportation Authority (SJTA) sells or leases the Atlantic City International Airport, the sale or lease terms must preserve employees' existing rights and benefits. Specifically, it mandates that employees retain all benefits under current union contracts, civil service status (if applicable), pension credits, and accumulated leave (such as sick or vacation time) transferred to the new owner or operator. The bill also requires that current employee representatives continue to serve affected employees until they choose new representatives through formal processes. These provisions directly protect SJTA airport employees and their employment conditions during ownership changes.
