Business Owners, Do You Know How Many Employees Trigger Coverage Under New Jersey’s Employment Laws?
Jersey City
In our previous post, we discussed which major federal employment laws are triggered based upon the number of employees a business has. This post outlines which New Jersey employment laws are triggered as a business grows and hires more employees.
One Employee:
The New Jersey Wage and Hour Law (NJWHL) - establishes minimum wage and overtime requirements.
The New Jersey Wage Payment Law (NJWPL) – sets requirements for the timing and payment of wages.
The New Jersey Law Against Discrimination (NJLAD) – prohibits discrimination against employees based upon numerous protected categories, including, race, creed, color, national origin, nationality, ancestry, age, sex (including pregnancy), familial status, marital/civil union status, religion, domestic partnership status, affectional or sexual orientation, gender identity and expression, atypical cellular or blood trail, genetic information, liability for military service, and mental or physical disability.
The New Jersey Wage Discrimination Law - prohibits discrimination in the payment of wages for all New Jersey protected classes.
The New Jersey Paid Sick Leave Law (NJPSL) – requires that employers provide employees with up to 40 hours of paid sick leave per year.
The New Jersey Conscientious Employee Protection Act (CEPA) – provides protections against retaliation for whistleblowers.
The New Jersey Unemployment Compensation Law – requires employers to, among other things, pay unemployment taxes.
The New Jersey Workers’ Compensation Law – requires all employers to have workers’ compensation insurance coverage.
20 Employees:
The New Jersey Transit Benefits Law – requires employers to offer pre-tax transportation fringe benefits to employees.
25 Employees
The New Jersey Security and Financial Empowerment Act (NJ SAFE Act) – requires employers to provide eligible employees with up to 20 days of job protected leave to address circumstances resulting from domestic violence or a sexually violent offense.
The New Jersey Secure Act – requires covered employers to provide retirement benefits to employees or participate in a state-sponsored IRA program.
30 Employees:
The New Jersey Family Leave Act (NJFLA) - provides up to 12 weeks of job protected leave for family leave and bonding time.
As the above shows, with the hiring of just a single employee, a business becomes subject to the majority of New Jersey’s major employment laws. As a business grows, so does the regulatory environment to which it is subject. Business owners should not try to navigate these laws by themselves as mistakes can result in costly lawsuits or violations.
If you are unsure about whether your business needs to (or how it does) comply with certain employment laws, please schedule a complimentary consultation with us through our online scheduling system to discuss how you can avoid expensive employee problems.
Information contained in this blog is provided for informational purposes and does not constitute legal advice or opinion. You should consult with an attorney regarding the specifics of your matter or legal issue.