This bill expands New Jersey's Tuition Aid Grant Program to cover eligible workforce training programs, directly affecting students seeking non-degree credentials in high-demand fields. To qualify, programs must require 150+ classroom hours, offer industry-valued credentials, and maintain 70%+ completion and job placement rates. The Higher Education Student Assistance Authority will designate eligible programs and set participation rules, while institutions must report program success metrics. This change allows workforce training participants to access state aid previously limited to degree-granting programs.
This bill requires boards of trustees at New Jersey State colleges/universities and county colleges to include two employee members. These members must be recommended by labor organizations representing staff, appointed by the Governor, and serve two-year terms (with initial one-year terms for some). Employee members have full voting rights except on matters involving staff employment or working conditions. The law directly affects all State and county college boards by mandating staff representation on governance bodies.
This bill exempts wages earned by poll workers during election cycles from being counted when calculating an individual's unemployment benefits. It directly affects poll workers who may otherwise have their unemployment compensation reduced due to income earned from temporary election work. The key provision amends New Jersey's unemployment law to exclude poll workers' wages from the "annual payroll" calculation used to determine benefit eligibility. This change ensures poll workers can receive full unemployment benefits without their election-season earnings affecting their claim. The bill focuses solely on adjusting the calculation method for this specific group of workers.
This New Jersey bill prohibits non-compete clauses for most workers (non-senior executives, defined as those earning under $151,164 annually), banning both new clauses and the enforcement of existing ones. Employers must notify affected workers in writing within 30 business days of the bill’s effective date that non-compete clauses cannot be enforced. For senior executives (earning $151,164+ annually), the bill only prohibits new non-compete clauses and enforcement of clauses entered after the effective date, without affecting existing clauses for this group. The bill does not change other employment terms or benefits.
The New Jersey Intern Protection Act (Bill A 2041) proposes to extend the state’s anti-discrimination protections to include interns in all employment-related contexts. It amends existing civil rights law (P.L.1945, c.169) to explicitly define "intern" as any individual performing temporary work that provides training or experience, regardless of whether they are paid. This would directly affect interns (both paid and unpaid) and employers across New Jersey, prohibiting discrimination based on protected characteristics like race, gender, or disability in internship opportunities. The bill, currently referred to the Assembly Labor Committee, aims to integrate interns into existing legal remedies for discrimination under New Jersey’s civil rights framework.
This New Jersey bill requires most private and public employers to create written policies granting employees the right to ignore work communications during nonworking hours (defined as hours outside an employee's scheduled shift). Exceptions include emergencies (threatening safety or operations) or last-minute scheduling changes, which must be agreed upon in writing. Employers who repeatedly violate this right (three or more documented cases) face civil penalties of at least $100 per violation. The law excludes employees covered by collective bargaining agreements.
This bill (A 1045) revises New Jersey's workers' compensation law to expand coverage for cardiovascular or cerebrovascular injuries or deaths occurring during emergency response or recovery. It directly affects volunteer and professional public safety personnel, including volunteer emergency management members, career EMTs/paramedics (even in private sector roles), and 9-1-1 dispatchers - expanding coverage beyond current law. The key change creates a rebuttable presumption that such injuries are work-related if they occur while responding to, or within 24 hours of remediating, a defined emergency (like fire suppression, medical rescue, or criminal apprehension). Rebuttal requires clear medical evidence showing work wasn't a substantial cause, or evidence of factors like intoxication or self-infliction. The law applies immediately to all pending cases.
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.
This bill amends New Jersey's Law Against Discrimination to explicitly prohibit discrimination based on membership in a labor organization, such as a union or employee representation group. It clarifies the definition of "labor organization" to include any group formed for collective bargaining, grievance resolution, or mutual aid related to employment. The change ensures employees cannot face unfair treatment (e.g., in hiring, promotion, or termination) due to their union affiliation. This applies to all employers covered by the law, including state and local government entities, and aligns existing protections with current labor practices. The bill does not create new prohibitions but makes the law's coverage of labor organization membership clear and enforceable.
This bill requires New Jersey employers to verify the work authorization of all employees using the federal E-Verify system. It prohibits employers from knowingly employing unauthorized aliens and imposes a $10,000 penalty per violation. Employers found in violation must terminate unauthorized employment, submit quarterly E-Verify reports for three years, and pay fines to the state general fund. The law targets employers who hire undocumented workers, aiming to protect legal residents' job opportunities and state tax revenues.
