This bill establishes a regional farm wage in New Jersey by averaging agricultural wage data from Pennsylvania, New York, and Delaware. Farm employers who pay workers at least this regional wage qualify for tax credits against their business and gross income taxes, calculated based on the amount paid above the current state farm wage but not below the regional rate. The credits can be carried forward for up to four years if not fully used in the current tax period. This policy directly affects New Jersey farm employers who hire workers on a piece-rate or hourly basis for farm labor.
This bill establishes new requirements for work breaks and wage standards in warehouse employment. It directly affects large warehouse employers (those with 100+ workers at a single facility or 1,000+ across multiple facilities) and their employees. Key provisions include defining "fair wage" as compensation meeting minimum living costs and prohibiting "oppressive and unreasonable wage" practices, such as setting pay through quotas that violate the law. The bill also clarifies that wages must include pay for meal and rest periods, and it introduces definitions for "employee work speed data" collected by warehouse employers.
This bill requires employers to pay New Jersey minors aged 16-18 the state minimum wage for all hours worked and overtime pay (1.5x regular rate) for hours exceeding 40 in a week. It specifically applies to minors working in most non-exempt roles, excluding farm labor, certain sales positions, and seasonal amusement jobs. The bill codifies existing exemptions (like farm work and some sales roles) and sets a minimum wage schedule that increases annually, with separate phased-in rates for small employers and seasonal workers. It affects minor workers in covered industries, ensuring they receive standard minimum wage and overtime protections under New Jersey law.
This bill requires restaurants employing 15 or more people to provide periodic sexual harassment training to all employees, including owners working as staff. Training must cover industry-specific topics, include separate sessions for supervisors and staff, be interactive with practical examples, and explain how to file complaints - offered in English and Spanish. Restaurants must also adopt a written sexual harassment policy included in employee handbooks. Failure to comply results in fines up to $500 for the first violation and $1,000 for subsequent offenses. Documentation of training is required, with failure to provide it creating a rebuttable presumption that training was not completed.
New Jersey's S 1447 establishes a state heat stress safety standard and prevention program for workers. It requires employers across all industries (including agriculture, construction, and indoor settings without climate control) to implement written heat safety plans by June 1, 2025. Key provisions include providing potable water under 59°F, mandatory rest breaks in shaded/cool areas, heat exposure monitoring, emergency response protocols, and heat alert systems for forecasted heatwaves. The law mandates employer-developed plans to prevent heat-related illness, requiring worker input and language accessibility for non-English speakers.
S 2681 requires employers in New Jersey with 10 or more employees to include specific compensation and benefit details in all job postings. Employers must disclose the minimum and maximum salary range, supplemental compensation, benefits (like paid leave and health care), and retirement plans offered. This applies to all job postings on any platform, whether posted by the employer directly or through a third-party site. Employers who fail to comply face civil penalties up to $10,000 per violation, enforceable by the Commissioner of Labor.
This bill requires employers to pay minors (under age 18) the state minimum wage and overtime pay (1.5x regular rate) for hours worked beyond 40 in a week, directly affecting minor workers in most non-exempt jobs. It establishes a minimum wage schedule that increases annually (with specific rates for 2019-2028) and formalizes existing exemptions to overtime requirements, such as for farm labor, certain seasonal work, and employees in executive roles. Key provisions include mandatory overtime pay for minors (except in exempted categories like agricultural work or specific professional roles) and maintaining minimum wage rates for small employers and seasonal workers. The bill does not change overtime exemptions for adult workers but explicitly extends overtime protections to minors in covered positions.
S 2058 would amend New Jersey's tax code to exclude tips from gross income tax calculations. The bill removes tips from the list of taxable income categories in the state's definition of gross income, meaning tips earned by workers would no longer be subject to state income tax. This change would directly affect individuals who rely on tips for income, such as restaurant servers, bartenders, and hospitality workers. As a result, these workers would have a lower taxable income and potentially pay less in state income tax.
This bill prohibits New Jersey employers from paying subminimum wages to workers based on age, disability, injury, or status as an apprentice, learner, or student. It eliminates the special permit system previously allowing employers to pay below the state minimum wage through the Department of Labor and Workforce Development (DOLWD). The law directly affects workers with disabilities, students, apprentices, and others who were previously eligible for subminimum wages under these special permits. Employers must now pay all covered workers the full state minimum wage, ending the practice of authorizing lower pay through DOLWD licenses. The bill revises existing statutes to remove provisions that permitted this exception.
This bill establishes minimum wage standards and regulates working conditions for warehouse employees in New Jersey. It directly affects large warehouse employers (those with 100+ employees at a single facility or 1,000+ across multiple facilities) by defining "fair wage" as one sufficient for basic needs and prohibiting "oppressive wages" tied to unrealistic productivity quotas. Key provisions include requiring employers to pay fair wages, restricting the use of quotas that violate wage standards, and defining "employee work speed data" to prevent misuse of productivity tracking. The law aims to ensure wages reflect the value of work and meet basic living costs, targeting large distribution centers where such practices are common.
