This bill creates a whistleblower reward program for employees reporting tax law violations by construction industry employers in New Jersey. Whistleblowers who provide specific, credible information leading to an administrative or judicial action against an employer can receive 15% to 30% of recovered taxes, penalties, and interest (or up to 10% if the tip came from public sources like media or audits). The award amount is based on how much the information contributed to the case outcome. It excludes employees who obtained information through their official duties and includes protections against retaliation under existing law.
This bill amends New Jersey's assault statute to upgrade simple assault against crossing guards or parking enforcement officers to aggravated assault when the offense occurs during their official duties. It specifically adds these workers to the list of protected individuals under the aggravated assault definition (N.J.S.2C:12-1(5)(l)), meaning assaults against them will now be treated as more serious crimes. The change applies only when the officer is in uniform or clearly identifiable as performing their duties. This policy shift increases penalties for harming these public safety workers without altering other aspects of the law.
This bill reinstates automatic cost-of-living adjustments (COLAs) for retirement benefits of active and retired New Jersey State Police members enrolled in the State Police Retirement System (SPRS). It amends existing laws (P.L.1965, c.89 and P.L.1958, c.143) to restore annual benefit increases that adjust for inflation, directly affecting SPRS members. The key mechanism requires the retirement system to automatically raise benefits each year based on inflation rates, without needing separate legislative action. This change specifically applies to SPRS members, ensuring their retirement income keeps pace with rising living costs.
S 460 prohibits New Jersey public employers from paying employees to waive health coverage (replacing prior provisions allowing payments up to 50% of savings). It requires that when both spouses work for public employers, the higher-earning spouse selects coverage through their employer, and the other spouse cannot receive benefits from their own employer's plan. This directly affects public employees who are married to other public employees, eliminating dual coverage options. The bill amends existing health coverage laws to standardize enrollment and prevent duplicate benefits.
This bill expands retirement coverage under New Jersey's Public Employees' Retirement System (PERS) by adding specific Department of Law and Public Safety (DLPS) employees to the "Prosecutors Part" of PERS. It directly affects directors, assistant directors, deputy directors, assistant attorneys general, and deputy attorneys general in the Divisions of Law and Alcoholic Beverage Control within DLPS - roles currently excluded from this retirement system. The amendment updates the legal definition of "prosecutor" to include these positions, ensuring they receive the same retirement benefits as existing prosecutor roles. This change aligns their retirement membership with current law for other DLPS employees in the Division of Criminal Justice.
S 2015 requires most New Jersey employers to provide up to two full paid workdays for employees to attend their children's school events (like conferences or meetings), in addition to existing earned sick leave. Employers offering this benefit would receive tax credits equal to the wages paid during those days, reducing their corporate or income tax liability. The tax credits are capped at $10 million annually, with reports to the legislature on program usage. The bill is pending and would take effect in 2025.
This bill (S 784) would allow New Jersey employers to prohibit cannabis use by employees during work hours and take disciplinary action based on drug tests showing impairment. It permits employers to conduct drug tests for reasonable suspicion of on-duty use, observable intoxication, or after work-related accidents, using scientifically reliable methods to assess impairment. The bill also creates new certification standards for "Workplace Impairment Recognition Experts" to help employers evaluate impairment during investigations. It maintains existing protections against workplace discrimination for off-duty cannabis use but explicitly allows employers to enforce drug-free workplace policies during work hours. This change directly affects employees who may face discipline for on-duty cannabis use and gives employers clearer legal authority to enforce safety policies.
This bill requires New Jersey State Police to create a recovery leave policy for troopers who provide proof of pregnancy. The policy must guarantee at least eight weeks of paid leave after childbirth with full benefits, not counting as sick leave or reducing sick leave balances, and must exempt troopers from residency restrictions or integrity checks during this period. The Superintendent must post clear information about the policy, including required forms, FAQs, and contact details, on the State Police intranet. Note: The bill was withdrawn on January 13, 2026, as it was already covered under P.L.2025, c.259.
S 351 establishes a presumption that Parkinson's disease in emergency medical technicians, firefighters, and police officers is caused by their job duties, allowing them to qualify for accidental disability retirement under New Jersey's Public Employees’ Retirement System (PERS) and Police and Firemen’s Retirement System (PFRS). This means affected first responders no longer need to prove a specific traumatic event caused their condition to access retirement benefits. The bill amends existing retirement law to explicitly include Parkinson's disease as a qualifying condition for this presumption. It directly affects current and future PERS/PFRS members who develop Parkinson's disease during their service as first responders.
S 1665 creates a New Jersey program offering grants to small businesses and tax credits to large businesses that make workplace adjustments for neurodivergent employees. Small businesses (fewer than 150 employees with at least one neurodivergent worker) can receive grants up to $25,000 for sensory-friendly layouts, adaptive equipment, or neurodiversity training. Large businesses (150+ employees with three neurodivergent workers) can claim tax credits covering up to 50% of qualifying investments, capped at $25,000 per business. The program is funded by a $2.5 million appropriation, with no more than $25,000 in grants issued annually to small businesses.
