(HR) 5 New Jersey Employment Laws That Go Into Effect In January 2014

New Jersey employers hopefully have already heard about these new laws and/or requirements, but in an effort to get you ready for the New Year, we’ve compiled a list of new employment laws that go into effect in January 2014.  You should make sure to update your plans and policies as needed:

Minimum Wage — Voters in New Jersey approved a ballot initiative raising the minimum wage to $8.25 beginning January 1st, with mandatory increases in subsequent years tied to the inflation rate.

Social Media Access by Employers — Effective January 1st, employers will be limited in demanding passwords or access to employees’ or applicants’ social media sites.  You can read NJ Bill A2878 or review our Client Alert: New Law Restricts New Jersey Employers from Requiring Access to Employees Social Media Passwords and Private Sites.

Gender Equity Notice — Employers may recall that in 2012, legislators passed a law requiring that employers with 50 or more employees post a notice to employees of their rights to gender equality in terms of pay and working conditions.  After a protracted rule-making process, the final poster will be issued in the New Jersey Register on January 6, 2014.  After it is published, employers must immediately post the poster with your other required posters.    You can acces the NJ Gender Equity Notice here.

Jersey City Sick Pay Ordinance –  Beginning January 24th, all employers in Jersey City must offer some type of sick leave, paid or unpaid depending on the size of the employer.  All employees, whether full or part-time, who work at least 80 hours per year in Jersey City must be permitted to accrue up to 40 hours of sick leave.  Only employers with 10 or more employees will be required to provide paid sick leave.  Jersey City has issued a Jersey City Sick Time Ordinance FAQs for Employees and a Jersey City Sick Pay Ordinance FAQs for Employers poster to educate employers and employees about the ordinance.

The Affordable Care Act — No, New Jersey has not passed its own version of this convoluted law.  This is just a reminder that although the employer mandate has been delayed until 2015, the individual mandate has not been delayed.  This means that individuals must have “minimum essential”  health care coverage in place by January 1st or face a penalty.  This also means that employers may have more individuals who elect to be covered under the employers’ plans or will seek to add spouses and dependents.  Now that same sex marriage is legal in New Jersey, it is important to make sure that plans have been amended to allow employees to enroll their same sex spouses.

For more information please contact:

Richard Cohen – New York, NY, (212) 878-7906, rcohen@foxrothschild.com

Christina Stoneburner - Roseland, NJ, (973) 994-7551, cstoneburner@foxrothschild.com

Source: Fox Rothschild, LLP