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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.

The New Jersey Opportunity to Compete Act, better known as “Ban the Box,” will go into effect in less than a month, making this a great time for employers to review their employment applications and hiring procedures to ensure that they will be in compliance with the new law. The following Frequently Asked Questions will help employers get up to speed on the law’s requirements.

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.

With the ever evolving legislative landscape at the federal, state and local levels, now, more than ever, it is critical for employers to state update-to-date on recent legislative developments. At the upcoming breakfast briefing, Fisher Phillips attorneys, Rick Grimaldi and Gregory Hanscom, will provide a practical overview of recently enacted and pending legislation impacting the interests of employers in the Delaware Valley.

New Jersey employers with 15 or more employees will be prohibited from inquiring into a job applicant’s criminal history in the initial employment application beginning on March 1, 2015.

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