New Jersey labor laws do not require employers to pay severance pay to their employees. FAQ from the New Jersey Department of Labor. If an employer chooses to provide severance pay, it must comply with the terms of its established policy or employment contract. In certain circumstances, New Jersey employers may be required to pay residents wage rates set by applicable federal or state wage rates and rules. Current wage rates may differ from state minimum wage rates. Employees may be eligible for prevailing wages if they work on federal or state government construction projects or if they provide certain federal or state government services. For more information on prevailing wages, see New Jersey Prevailing Wages, Davis-Bacon and Related Acts, McNamara-O`Hara Service Contract Act (SCA), and Walsh-Healey Public Contracts Act (PCA). The cost of New Jersey Term Disability Insurance is shared between New Jersey employers and their employees. New Jersey`s earned sick leave law allows employees to earn 1 hour of earned sick leave for every 30 hours worked, up to 40 hours per year.

The law allows employers to create policies that provide for additional vacation. There is no minimum number of employees an employer must have in order for its employees to be entitled to earned sick leave under the Earned Sick Leave Act. The Earned Sick Leave Act does not distinguish between part-time or seasonal workers and full-time employees. New Jersey employees who are injured on the job may be eligible for workers` compensation benefits, as described above. The New Jersey Division of Term Disability Insurance requires an employer to maintain supplemental disability insurance for people injured by the workplace. New Jersey does not require employers to offer breaks, including lunch breaks, to employees eighteen (18) years of age and older. An employer who chooses to take a break of more than twenty (20) minutes does not have to pay wages for lunch breaks or other breaks if the employee can leave the site, actually takes his lunch or break, and the employee does not actually do any work. Under federal law, breaks of twenty (20) minutes or less must generally be paid.

FAQ from the New Jersey Department of Labor. Employers with 20 or more employees who provide health care services to their employees must also provide ongoing coverage under federal law, commonly referred to as “COBRA.” Continued government coverage is available to employees of small business employers (2 to 19 employees) who are not subject to COBRA. New Jersey law (N.J.S.A. 17B:27A-27) requires small business employers to offer employees the option to continue their group health insurance if an employee is terminated, transitions to part-time status, or terminates employment. In addition, New Jersey has signage requirements that target specific sectors of the workforce. For example, New Jersey employers associated with selling, renting, or renting real estate should advise NJLAD on housing. Employers who provide services to the public – including but not limited to restaurants, hotels, hospitals, cinemas and shopping malls – must advise NJLAD clients in public places. These businesses should post signs in places that are easily accessible to the public (e.g., near cash registers). Health care facilities must inform employees of mandatory overtime restrictions. New Jersey requires employers to put up a variety of official signs informing employees of the law regarding employee rights and employer obligations.

Failure to comply with these requirements may result in fines and other penalties. In general, to ensure compliance, an employer must post the latest version of prescribed signs in a conspicuous location, that is: In places that are accessible and easily visible to all employees and candidates, such as a dining room, break room or human resources office. Employers operating in New Jersey are also required to distribute certain notices to employees. In addition, some laws require employers to publish and/or distribute the notice in English, Spanish and the language spoken by at least 10% of the employer`s workforce. New Jersey employers must put up revised signs informing workers of their rights under the state`s anti-discrimination and family leave laws, in accordance with regulations passed Aug. 1 by the New Jersey Civil Rights Division (DCR). Among other new requirements, covered employers must distribute posters to employees each year. What do you need to know to comply with the new job posting rules? Any employer subject to the New Jersey Unemployment Compensation Act must file Form NJ-927, Quarterly Employer Report, and Form WR-30, Employer Report on Wages Paid Quarterly. The Temporary Disability Benefits Act protects against loss of earnings resulting from the inability to perform regular work duties due to illness or injury. You, the employer, must pay taxes on disability insurance and provide the Term Disability Insurance service with certain information about your employees when they apply for disability benefits. Employers can choose coverage under the public plan or a private plan.

Keep in mind that the New Jersey Department of Labor and Workforce Development also requires you to include posters about child labor, workers` compensation, pay and hour rules, payroll, unemployment insurance and temporary disability benefits, the Conscientious Employees Protection Act (CEPA), family leave insurance, records, SAFE law (if you have 20 or more employees), gender equality (if you have 50 or more employees), paid sick leave, and misclassification of workers. In addition, there is an annual requirement for the distribution of CEPA and gender equality communications. New Jersey employers are also required to post a non-smoking sign. New Jersey`s Industrial Homework Act and Regulations require the issuance of licenses, permits, and certificates to employers and home-based businesses involved in the manufacture, modification, refining, and distribution of certain items, materials, and merchandise.