This New Jersey bill (A 1793) creates a "Recovery Tax Credit Program" that provides tax incentives to employers who hire and retain individuals recovering from substance use disorders. Employers must become "certified" by meeting requirements like partnering with recovery providers and offering qualifying health insurance. Certified employers can claim tax credits up to $2,000 per eligible employee (based on hours worked, minimum 500 hours), with a total annual budget cap of $2 million. The program directly affects employers in New Jersey and individuals in recovery who meet the defined eligibility criteria.
This bill (A 1942) provides tax credits to small New Jersey businesses that invest in employee job training. Qualified employers (businesses with under $2.5 million annual revenue, operating in NJ for fewer than 10 years, and employing NJ workers) can claim a 10% credit on training costs, up to $2,000 per employee annually. The credit applies to both corporation business tax and gross income tax, requires training to lead to industry-recognized credentials, and can be claimed for a maximum of five years. It does not reduce tax liability below the statutory minimum or zero.
This New Jersey bill expands affirmative action requirements in public works contracting to specifically include workers with disabilities. It defines "affirmative action" as good-faith efforts to ensure equal employment opportunities for workers with disabilities (alongside existing requirements for women and minority groups), without mandating hiring quotas. Contractors and subcontractors with more than five employees must submit programs guaranteeing employment opportunities for workers with disabilities, similar to current rules for racial and ethnic minorities. Additionally, the bill creates a new recruitment program through the Division of Vocational Rehabilitation Services to connect workers with disabilities to private sector jobs.
This bill (A 1637) expands New Jersey's temporary disability benefits program to cover special law enforcement officers employed by local governments. It directly affects officers appointed under P.L.1985, c.439 (C.40A:14-146.8 et seq.), who previously might not have qualified. The key provision automatically includes their employers as "covered employers" without requiring separate election, and defines these officers as "covered individuals" eligible for benefits. Unlike other state employees, they won’t need to exhaust accumulated sick leave before accessing temporary disability benefits.
This bill waives initial application and issuance fees for professional and occupational licenses in New Jersey for veterans and their spouses, domestic partners, or civil union partners who already hold a current, equivalent license in another state. It applies when the applicant resides in New Jersey and the out-of-state license meets the board's equivalent or substantially equivalent requirements. The exemption covers all licenses issued by professional boards under the Division of Consumer Affairs. The bill does not affect renewal fees or licenses obtained through other pathways.
This bill reaffirms the continuation of the Rutgers Institute of Management and Labor Relations for its 77th anniversary and appropriates $750,000 annually from the General Fund to support its operations. It requires the Institute to offer affordable educational programs (free for New Jersey residents when possible) on labor-management relations, including classes, webinars, and forums, while conducting applied research on workplace issues. The bill mandates an advisory council with six members - representing labor, management, and the public - to guide program development and budgeting. These funds are intended to supplement, not replace, existing state funding for the Institute.
This bill establishes minimum nurse-to-patient staffing ratios for hospitals, ambulatory surgery centers, and state developmental/psychiatric hospitals in New Jersey. It requires specific ratios, such as 1 nurse per 4 patients on medical/surgical units and 1 nurse per 2 patients in critical care, along with unlicensed staff ratios (1 per 7 patients during day shifts). Hospitals must implement an acuity-based staffing system approved by the health department to adjust staffing based on patient needs and unit conditions. The law aims to ensure safe staffing levels without reducing existing standards, directly affecting healthcare facilities and patient safety.
This bill creates the Advanced Transmission Technologies Workforce Development Program (ATT Program) within New Jersey's Department of Labor to train electrical engineers and utility workers in installing and managing advanced transmission technology systems. The program focuses on creating jobs, embedding training directly into infrastructure projects, using community benefit agreements, updating student career education, and retraining existing workers. It authorizes the department to use state, federal, and non-governmental funding sources for these efforts and requires annual evaluation reports to the Governor and Legislature starting July 1, 2027. The goal is to build a skilled workforce that supports faster deployment of transmission technology and reduces delays caused by technical capacity gaps.
New Jersey bill A 3472 requires all employers in the state to adopt written domestic violence policies and safety protocols developed by the Department of Labor and Workforce Development (DOLWD). The DOLWD must create culturally competent policies covering employee training, response procedures for affected workers, bystander intervention education, and victim resources. Employers must implement these policies within one year of the bill's enactment and share them with all employees at least annually. This applies to every business and organization operating in New Jersey, mandating concrete policy changes to address domestic violence in the workplace.
New Jersey's bill A 2875 allows surviving spouses of retired police and fire department members (PFRS) to keep state-paid health coverage through the State Health Benefits Program and continue receiving pension benefits after remarriage, if the retiree's death was linked to a work-related disability. The law requires surviving spouses to provide documentation proving the disability, its complications, or a worsened preexisting condition directly contributed to the retiree's death. Surviving spouses who lost pension benefits due to remarriage before this law can apply for reinstatement. This applies only to those who were receiving disability retirement benefits at the time of the retiree's death.
