This bill creates a $1,000 refundable tax credit for New Jersey taxpayers (or their dependents) who pay tuition for approved nurse aide training programs. To qualify, individuals must complete the training - based on the state's curriculum and approved by the Department of Health - and work 12 consecutive months as a Certified Nursing Aide (CNA) at a licensed long-term care facility. The credit is claimed in the tax year following this employment requirement and reduces tax liability, with any unused portion refunded if it brings tax owed to zero. It directly supports people entering the CNA workforce, aiming to address staffing shortages in nursing homes.
This bill amends New Jersey's Law Against Discrimination to explicitly state that sexual harassment and sexual assault are forms of unlawful discrimination based on sex. It directly affects employees and employers by clarifying that workplace sexual misconduct falls under existing sex discrimination protections. The key change is adding "sexual harassment and sexual assault" to the list of prohibited discriminatory practices in employment (Section 11). This provides clearer legal grounds for victims to file claims under the current law without requiring new legislation. The amendment does not change penalties or create new procedures - it only clarifies the scope of existing protections.
This bill (A 1312) requires New Jersey paid and part-paid fire departments to create and annually update a written policy addressing job-related needs of pregnant firefighters within 180 days of the bill's effective date. The policy must cover disclosure of pregnancy, medical certifications for duty limitations, availability of light-duty assignments, information on unsafe tasks, pregnancy leave use, and continued benefits. Departments must follow standards from the National Fire Protection Association or similar professional organizations when developing the policy. The bill was withdrawn on January 13, 2026, as it was superseded by another enacted bill (P.L.2025, c.192) that already addressed these requirements.
This bill establishes New Jersey's Second Chance Program within the Department of Labor and Workforce Development. The program provides career opportunities for formerly incarcerated individuals by partnering with labor organizations to identify and create employment pathways in local trades. It directly affects people recently released from prison who face significant barriers to stable work. The key mechanism requires labor organizations - defined as per federal law - to collaborate with the state in developing job placement plans, aiming to reduce recidivism through meaningful employment. The bill takes effect immediately upon enactment.
This bill allows municipalities, counties, school districts, and fire districts in New Jersey to use project labor agreements (pre-hire union agreements for construction projects) on public works projects costing less than $5 million - previously requiring a $5 million minimum. It directly affects local governments and construction contractors by expanding their ability to negotiate such agreements for smaller projects. Key provisions let these entities choose to include project labor agreements for projects below the $5 million threshold, while still requiring adherence to prevailing wage laws and labor standards. The change applies only to the specified local entities and does not alter the existing $5 million threshold for other public works projects. The bill was withdrawn after being incorporated into a previously approved law (P.L.2025, c.327).
This New Jersey bill (A 1642) protects registered medical cannabis patients from employment discrimination. It prohibits employers from taking adverse actions (like firing, refusing to hire, or changing pay) based solely on an employee’s medical cannabis use or positive drug test, unless the employer proves the use impaired job performance. Employees with a valid medical cannabis card can explain a positive test by providing a doctor’s recommendation or card within three business days, and may request a retest at their own expense. The law does not override federal restrictions, allowing employers to still enforce rules against intoxicating substances during work hours or if federal funding is at risk.
This bill expands New Jersey's child care subsidy program to cover families with annual incomes up to 300% of the federal poverty level (currently $83,250 for a family of four), directly affecting working parents of children under age 13. It establishes four income tiers for eligibility and sliding-scale payments to licensed child care providers, ensuring subsidies don't drop below pandemic-era rates. The bill appropriates state funds for implementation and requires the state to seek federal matching funds. It replaces the previous 200% income cap, significantly broadening access to subsidized care for middle-income families.
This bill (A 872) prohibits requiring proof of COVID-19 vaccination or asking about vaccination status as a condition for accessing many services or activities. It directly affects individuals who have not been vaccinated by making it illegal for employers, schools, healthcare providers, businesses, and public venues to deny access, employment, or services based on vaccine status or refusal to disclose it. Key provisions ban such requirements across 15 areas, including employment, education, healthcare, business entry, and public spaces. Violators face civil penalties of $25,000 plus attorney fees for each violation. The bill is currently pending before the Assembly Community Development and Women's Affairs Committee.
This bill allows public works contractors in New Jersey to opt out of participating in registered apprenticeship programs by paying an annual $1,000 fee per craft classification. Contractors choosing this option must still pay all craftworkers at least the prevailing journeyman wage rate. The opt-out fees are split equally: 50% funds workforce development programs for underserved communities, and 50% provides micro-grants to female, minority, and veteran-owned construction firms. Contractors not opting out must register with the state, verify their apprenticeship program meets federal standards (29 C.F.R. sections), and provide documentation of compliance.
This bill clarifies that adult school crossing guards in New Jersey must receive written notice by May 15 if their appointment will not be renewed to qualify for unemployment benefits during the gap between school terms or school holidays. Without this notice (meaning they were not informed of non-renewal and expected reappointment), they are ineligible for benefits during those periods. The bill maintains existing requirements for crossing guards, such as residency, health, and good moral character. It does not change other unemployment benefit rules but specifically adjusts eligibility for this group of seasonal workers.
