Recently, the New Jersey Assembly introduced a bill that would amend the New Jersey Law Against Discrimination to prohibit employers from seeking compensation information on employment candidates. Pursuant to the bill’s statement, the purpose of the bill is “to strengthen protections against employment discrimination and thereby promote equal pay for women ….” So far the only actions taken to date on the bill have been its introduction and referral to the Assembly Labor Committee.
Recently, bills addressing localities’ ability to enact paid sick leave and minimum wage laws (and possibly any local laws governing private employment) were introduced in each chamber of the New Jersey Legislature. The bills, A.B. 4363 and S.B. 2865, would prohibit cities, counties, and other local entities from increasing the minimum wage or adopting mandatory paid sick leave requirements for private employers.
The legislation, if enacted ...
Following his office’s 2013 investigation into payroll cards and release of a report on the issue in 2014, New York Attorney General Eric Schneiderman recently sent legislation regarding the use of payroll cards by employers to pay employees to the Legislature for consideration and action.
Last month the New Jersey Assembly Labor Committee approved the New Jersey Intern Protection Act and sent it to the whole Assembly for a vote. The bill approved by the Assembly Labor Committee was passed by the Senate in June of 2014 and now awaits a vote by the Assembly.
Currently, identical paid sick leave bills are pending in the New Jersey Senate and Assembly Labor Committees. Recently, the Assembly Labor Committee held a hearing on its bill A2354. The bill covers all employers that have employees within New Jersey, but bases the amount of time required to be provided on the number of employees. A “small employer,” which is defined as an employer with an average of less than 10 employees during the past calendar year (or the current one if the employer had no employees the prior year), would be required to provide employees up to 40 hours of sick leave, while larger employers would have to provide up to 72 hours. When calculating the number of employees, employers would have to include full-time, part-time, and temporary employees (including those placed through a “temporary help services firm”) in their calculations.
In the past month, a bill that would ban discrimination against unemployed job applicants has been moving through the New Jersey Legislature. Initially, two bills cleared the Assembly and Senate Labor Committees, but the Senate Bill has been substituted for the Assembly Bill. The Assembly recently passed the bill, and the Senate has not yet taken a final vote on the Assembly passed bill.
The US DOL Wage and Hour Division just before the Memorial Day holiday weekend, and the generally recognized official start to the summer season, released its spring regulatory agenda. On its agenda are four areas that the Division intends to issue proposed rules for that could significantly impact employers’ operations.