Executive Summary
Coverage: All clients with employees working in New Jersey.
Effective Date: Currently in effect
Overview: NJ law requires NJ employers with 50 or more employees (determined by counting all employees regardless of whether those employees work in New Jersey) to “conspicuously post” and distribute a notification stating employees’ rights to be free from gender inequity or bias in pay, compensation, benefitsandr other terms or conditions, under the New Jersey Law Against Discrimination, Title VII of the Civil Rights Act of 1964 and the Equal Pay Act of 1963.
Action Required: Post and distribute the required notice as needed. The required notice can be accessed here.
Specific Requirements
NJ law requires NJ employers with 50 or more employees (determined by counting all employees regardless of whether those employees work in New Jersey) to “conspicuously post” and distribute a notification stating employees’ rights to be free from gender inequity or bias in pay, compensation, benefits or other terms or conditions, under the New Jersey Law Against Discrimination, Title VII of the Civil Rights Act of 1964 and the Equal Pay Act of 1963.
The law also requires covered employers to provide each employee with a written copy of the notification at the time of hire, at any time after an employee’s first request and annually. Employers may provide a written copy of the notification by e-mail delivery, as printed material in a pay check insert, a brochure, handbook policy or flyer at an employee meeting, or by posting it on an Internet or Intranet website if the website is for the exclusive use of all employees, the website can be accessed by all employees, and the employer provides notice of the website posting itself.
Employers also must include an acknowledgement (included in the link above) with the notification in which the employee states that he or she has received the notification and has read and understands the terms of the notification. The employee must sign the acknowledgement in writing or by electronic verification and return it to the employer within 30 days of its receipt.
If an employer reasonably believes that the first language of ten percent or more of its workforce is other than English, then the employer must provide notice in that language as well if such notice is available through the NJDOL. NJDOL has currently published a Spanish version.
As always, feel free to contact your Human Resource Business Partner if you have any questions.
This Client Alert provides general information regarding its subject and may not be construed as providing legal advice concerning particular circumstances.