This bill provides tax credits to small business employers (under 25 employees and $1 million annual revenue) and farm employers in New Jersey for increased costs of mandatory insurance. Specifically, it credits businesses for the difference between their current-year expenses on workers' compensation, temporary disability, and unemployment insurance versus what they paid in the prior year. The credit is capped at $12,000 annually per business and applies to both corporation business tax and gross income tax filings. The program runs from 2020 through 2029, helping qualifying small employers offset rising insurance costs.
This bill (A-3400) requires public employers in New Jersey to negotiate minimum staffing levels for firefighters and fire officers as part of collective bargaining agreements. Specifically, it mandates that the "minimum number of sworn firefighters and fire officers assigned to each fire apparatus" must be included in terms and conditions of employment, provided staffing levels are rationally related to safety. The bill applies directly to fire departments and their public employers during labor negotiations. It does not set specific staffing numbers but ensures this factor is formally addressed in bargaining agreements.
This bill (A2418) requires New Jersey hospitals to establish nurse staffing committees composed of at least 55% registered nurses providing direct patient care. The committees must develop annual staffing plans based on patient needs, unit types, and evidence-based factors like patient acuity and facility layout, setting minimum nurse-to-patient ratios for each shift. Hospitals must submit these plans to the state health department annually and implement them, with exemptions only during declared emergencies. The law directly affects all licensed New Jersey hospitals and aims to improve patient safety and nurse retention through collaborative staffing decisions.
This New Jersey bill expands protected bereavement leave under the Family Leave Act to cover specific personal losses: death of a child (including stillbirth), miscarriage (including chemical pregnancy), termination of pregnancy for medical reasons, and failed fertility treatments. It directly affects employees who experience these events, granting them up to 21 days of job-protected leave for situations not covered by other leave types, or 7 days if other leave applies. The bill amends existing laws (P.L.1989, c.261 and P.L.1948, c.110) to define "bereavement" broadly, including losses related to adoption plans, gestational carriers, and fertility treatments. It ensures eligible employees can take time off without losing their jobs or benefits during these difficult circumstances.
This bill (S 3510) amends New Jersey’s Earned Sick Leave Law to require employers to provide earned sick leave for employees covered by collective bargaining agreements that are "amendable" (not just expiring) contracts. It directly affects workers in unionized workplaces where contracts become amendable but do not have a set expiration date. The key change clarifies that the sick leave requirement applies when such contracts become amendable, ensuring these employees receive the same benefits as those covered by expiring contracts. The law maintains existing protections for more generous employer policies or collective bargaining agreements.
This is a New Jersey Assembly Resolution (AR 103), not a bill with binding effect. It urges the U.S. President and Congress to continue the federal Public Service Loan Forgiveness (PSLF) Program, opposing its proposed elimination in the 2021 federal budget. The PSLF Program, established in 2007, forgives student loans for public servants (like teachers, firefighters, and social workers) after 120 on-time payments under income-driven repayment plans while working full-time for government or non-profits. The resolution cites data showing 1,565 borrowers received $100 million in forgiven debt as of 2019, emphasizing the program's role in recruiting public sector employees.
Bill A 451 establishes a three-year pilot program to strengthen collaboration between local workforce development boards, community colleges, and county vocational schools in New Jersey. The pilot, implemented in three areas, requires joint development of workforce training programs with industry credentials, coordinated marketing, and integrated funding planning to better serve job seekers. Community colleges and vocational schools are designated as the primary providers for workforce training and adult literacy programs under this initiative. The State Employment and Training Commission must annually report on outcomes like employment rates and credential attainment, and develop a plan for statewide expansion. The program is funded through state and federal resources and expires after three years.
This bill requires employers to provide paid first responders with one additional sick day each year specifically for healthcare diagnostic testing related to their job duties. It directly affects paid law enforcement officers, firefighters, EMTs, paramedics, and other paid emergency service personnel. The bill defines "healthcare diagnostic testing" as medical tests recommended by a provider to prevent or diagnose conditions linked to first responder work, with the Commissioner of Labor determining qualifying tests. Employers must grant this extra day after an employee completes their first year of service, and the Commissioner will develop implementing rules.
This bill requires contractors working on New Jersey public works projects to verify that all craftworkers meet minimum qualifications. Specifically, it mandates that contractors register electronically and provide proof that each journeyperson has either completed a registered apprenticeship program meeting federal standards or has four years of documented work experience (with union members under certain collective bargaining agreements exempt). The law also requires contractors to confirm they participate in approved apprenticeship programs for any craftworkers they employ. These requirements apply directly to contractors bidding on or performing state-funded construction projects.
New Jersey Senate Bill S3672 requires all state, county, and municipal law enforcement agencies to create pregnancy policies for female officers who have completed probation. The policy mandates that officers notify supervisors upon confirming a pregnancy and allows them to continue full-duty work until medical advice suggests otherwise, while agencies must avoid assigning them to hazardous tasks like patrol, firearms training, or exposure to toxins. Officers on maternity duty (temporary reassignment for medical reasons) can perform nonhazardous tasks like report writing or clerical work but cannot engage in activities involving physical risk, such as defensive tactics or inmate contact. The bill also allows pregnant officers to modify uniforms through their agency’s supplier while maintaining body armor requirements during field duties, except when on maternity duty.
