LABOR LAW
POSTINGS
NEW JERSEY
English and Spanish
New Jersey Labor Law Posngs
Thank you for using Paychex! This le contains the following state posngs:
Posng ID Name of Posng Posng Requirements
LNJ01 Unemployment & Disability Insurance
(Private Enes) PR-1
Required for all employers
LNJ26 Unemployment and Disability Insurance
(Private Enes) (Spanish) (PR-1S)
Required for Private enes with Spanish-speaking employees
LNJ02 New Jersey State Wage and Hour Law
Abstract (MW-220)
Required for all employers
LNJ03 Schedule of Hours of Minors (MW-191) Required for all employers who employ minors
LNJ04 Child Labor Law Abstract (MW-129) Required for all employers who employ minors
LNJ05 Discriminaon in Employment Required for all employers
LNJ23 Discriminaon in Employment (Spanish) Oponal for all employers with Spanish-speaking employees
LNJ06 Payment of Wages (MW-17) Required for all employers
LNJ27 Payment of Wages (Spanish) (MW-17S) Oponal for all employers with Spanish-speaking employees
LNJ11 Conscienous Employee Protecon Act
(Whistleblower)
Required for all employers of 10 or more employees
LNJ14 Conscienous Employee Protecon Act
(Whistleblower) (Spanish)
Required for all employers
LNJ07 Discriminaon in Places of Public
Accommodaons
Required for all restaurants, hotels, hospitals, doctors oces, stores, bars,
auditoriums, libraries, shopping centers, amusement parks, public schools,
college, universies, libraries, gymnasiums, movie theatres and camps
LNJ24 Discriminaon in Places of Public
Accommodaons (Spanish)
Oponal for all restaurants, hotels, hospitals, doctors oces, stores, bars,
auditoriums, libraries, shopping centers, amusement parks, public schools,
colleges, universies, libraries, gymnasiums, movie theatres and camps
LNJ08 Noce (Workers' Compensaon) (Form
16 NJ)
Required for all employers
LNJ17 Noce (Workers' Compensaon)
(Spanish) (Form 16 NJ)
Oponal for all employers with Spanish-speaking employees
LNJ09 Family Leave Act Required for all employers
LNJ21 Family Leave Act (Spanish) Oponal for all employers with Spanish-speaking employees
LNJ10 Discriminaon in Housing Required for all businesses engaged in the sale or rental of real property
LNJ22 Discriminaon in Housing (Spanish) Oponal for all businesses engaged in the sale or rental of real property
LNJ13 Mandatory Overme Restricons Health
Care Facilies (MW-377)
Required if you are a licensed health care facility or registered health care
service rm.
LNJ15 Smoking Prohibited Required for all employers
LNJ19 Smoking Prohibited (Spanish) Oponal for all employers with Spanish-speaking employees
LNJ16 Smoking Permied Required for all businesses who are permied under NJ law to have smoking
locaons
LNJ20 Smoking Permied (Spanish) Oponal for all employers with Spanish-speaking employees
LNJ28 Family Leave Insurance (PR-2) Required for all who are subject to the Unemployment Compensaon Law,
(R.S.43:21-1 et seq.)
LNJ29 Family Leave Insurance (Spanish) (PR-2S) Oponal for all employers with Spanish-speaking employees
LNJ30 Employer Obligaon to Maintain and
Report Records (MW-400)
Required for all employers
LNJ31 Unemployment Insurance (Government
Enes) (PR-1B)
Required for all employers of government enes and instrumentalies
LNJ32 SAFE Act Required for all employers
Posng ID Name of Posng Posng Requirements
LNJ33 Gender Inequity Required for all employers
LNJ34 Gender Inequity (Spanish) Required for all employers
LNJ41 Food Service Occupaons Regulaons
(MW-278)
Required for Restaurants and those in the food industry
LNJ50 Minimum Wage, Agricultural (MW-138) Oponal for farm employers
LNJ51 Minimum Wage, Agricultural (Spanish)
(MW-138)
Oponal for farm employers with Spanish speaking employees
LNJ62 Earned Sick Leave Required for all employers
LNJ64 Earned Sick Leave (Spanish) Required where Spanish is the rst language of a majority of the employer’s
workforce
Print and Display Guidelines
If needed, the posngs in this le can be printed and displayed:
• Posngs are formaed according to the issuing agency’s size requirements. See the Posng Requirements column
(above) for those that require a specic paper size and/or colored prinng
• Each posng is set up to print on 8.5” x 11” paper; some are formaed to print on mulple pages
• Review each posng and respecve requirements to ensure it’s applicable to your company. Contact your HR
representave for details
• Display posngs in employee common areas, such as a breakroom, cafeteria, employee lounge, etc.
New Jersey Department of Labor and Workforce Development
Your employer is subject to the New Jersey
Unemployment & Temporary Disability
Benets Laws
Unemployment Insurance
Benets are payable to workers who lose their jobs or who are working less than full time because of a lack of full-time work and who
meet the eligibility requirements of the law.
If you become totally or partially unemployed, le a claim for unemployment insurance benets as soon as possible. The easiest,
quickest way is to le online at myunemployment.nj.gov. You can also le a claim over the phone by contacting our Reemployment Call
Centers at one of these numbers listed below. Note, if you were a maritime employee in the last 18 months or live outside of the United
States, you must le your claim over the phone. Be prepared to have information about yourself, your employer and your work history
available when ling your claim.
Cumberland Call Center .......856-507-2340 Freehold Call Center .......732-761-2020
Union City Call Center ..........201-601-4100 Out of State .....................1-888-795-6672
Disability Insurance
Benets are payable to New Jersey workers who suffer a non-work-related illness, injury, or other medical condition that prevents them
from working. Temporary disability insurance coverage includes new and expecting mothers during their nal weeks of pregnancy and
recovery. If you become disabled and wish to apply for disability benets, start by asking whether your employer participates in the
state disability insurance plan or has a private insurance plan.
New Jersey State Disability Insurance Plan* (“state plan”)
If you are covered under the state insurance plan, you may apply for disability benets (or download a paper application — Form DS-1)
online at myleavebenets.nj.gov. Applying online is faster.
Submit the completed paper application by fax to: 609-984-413
or mail to: Division of Temporary Disability Insurance
PO Box 387
Trenton, New Jersey 08625-0387
For more information, visit myleavebenets.nj.gov or call 609-292-7060.
Private Disability Insurance Plan (“private plan”)
New Jersey employers have the option of providing coverage to their employees through an approved private plan instead of the state
plan. If you are covered under a private plan, your employer’s insurance carrier is responsible for processing and paying benets on
your disability claim. If you become disabled, ask your employer for the form you need to claim benets under the private plan.
Who pays for Unemployment & Temporary Disability Programs?
These programs are paid for by payroll taxes paid by employers and employees. Your employer is authorized to deduct worker
contributions (tax) from your wages. The deductions must be noted on your pay envelope, paycheck, or on some other form of notice.
The amount of wages that are taxable changes from year to year.
The deduction may be allocated at varying rates to the Unemployment Insurance Trust Fund, the Temporary Disability Insurance Fund
and the Workforce Development/Supplemental Workforce Funds. If an approved private plan is non-contributory, no contributions can
be deducted from workers’ wages for disability insurance.
Your employer’s contributions are based in part on their employment experience.
Enforced by: NJ Department of Labor and Workforce Development
Division of Temporary Disability Insurance, PO Box 387, Trenton, NJ
08625-0387
This and other required employer posters are available free online at
nj.gov/labor, or from the Ofce of Constituent Relations, PO Box 110,
Trenton, NJ 08625-0110 • 609-777-3200.
The New Jersey Department of Labor and Workforce Development is an
equal opportunity employer with equal opportunity programs. Auxiliary aids
and services are available upon request to individuals with disabilities.
Display this poster in a conspicuous place
PR-1 (6/19)
LNJ01 Print Date: 7/19
Print Date: 6/19LNJ02
New Jersey Department of Labor and Workforce Development
Wage and Hour Law Abstract
N.J.S.A. 34:11-56a et seq.
Statutory Minimum Wage Rate
Employees are to be paid not less than the New Jersey minimum wage in accordance with
the schedule below.
Date Most Employers
Seasonal & Small
Employers
(fewer than 6)
Agricultural
Employers
*Cash Wage for
Tipped Workers
January 1, 2019 $8.85 $8.85 $8.85 $2.13
July 1, 2019 $10.00 NO CHANGE NO CHANGE $2.63
January 1, 2020 $11.00 $10.30 $10.30 $3.13
January 1, 2021 $12.00 $11.10 NO CHANGE $4.13
January 1, 2022 $13.00 $11.90 $10.90 $5.13
January 1, 2023 $14.00 $12.70 $11.70 NO CHANGE
January 1, 2024 $15.00 $13.50 $12.50 NO CHANGE
January 1, 2025 TBD $14.30 $13.40 TBD
January 1, 2026 TBD $15.00 $14.20 TBD
January 1, 2027 TBD TBD $15.00 TBD
* Cash wage plus tips must equal the minimum wage
Overtime
Overtime is payable at the rate of
1.5 times the employee’s regular
hourly rate for hours worked in
excess of 40 in any week except
where otherwise specically
provided by wage order.
Exempt from the overtime
entitlement are
• executive, administrative, and
professional employees
• employees engaged in labor on a
farm or relative to raising or care
of livestock; and
• limousine drivers.
Wage Order and Regulations
Employees in the occupations found below are covered by this
wage order and regulations and must be paid not less than the
statutory minimum wage rate.
First processing of farm products
Hotel and motel
Food service (restaurant industry)
Seasonal amusement
These regulations are contained in N.J.A.C. 12:56-11.1 et seq.
Exemptions
Exempt from the statutory minimum wage rate are full-time
students employed by the college or university at which they are
enrolled at not less than 85% of the effective minimum wage rate;
outside sales person; sales person of motor vehicles; part time
employees primarily engaged in the care and tending of children
in the home of the employer; and minors under 18 (except that
minors under 18 in the rst processing of farm products, hotels,
motels, restaurants, retail, beauty culture, laundry, cleaning,
dyeing, light manufacturing and apparel occupations are
covered by the wage order rates as above and vocational school
graduates with special permits under the Child Labor Law are
covered by the statutory rate).
Employees at summer camps, conferences and retreats operated
by any nonprot or religious corporation or association are
exempt from minimum and overtime rates during the months of
June, July, August and September.
Labor on a Farm at Piece-Rate
Employees engaged on a piece-rate basis to labor on a farm
shall be paid for each day worked not less than the minimum
hourly wage rate multiplied by the total number of hours worked.
Penalties
Any employer who violates any provisions of this act shall be guilty
of a disorderly persons violation and upon conviction shall be
punished by a ne of not less than $100 nor more than $1,000.
As an alternative to or in addition to any other sanctions provided
by law for violations, the Commissioner is authorized to assess
and collect administrative penalties, up to a maximum of $250
for a rst violation and up to a maximum of $500 for each
subsequent violation.
The employer shall also pay the Commissioner an administrative
fee equal to not less than 10% or more than 25% of any payment
due to employees.
Penalties for violation of this order are set forth in N.J.S.A. 34:11-
56a22.
Enforced by: NJ Department of Labor and Workforce Development
Division of Wage and Hour Compliance, PO Box 389, Trenton, NJ 08625-0389 • 609-292-2305
This and other required employer posters are available free online at nj.gov/labor, or from the
Ofce of Constituent Relations, PO Box 110, Trenton, NJ 08625-0110 • 609-777-3200.
If you need this document in Braille or large print, call 609-292-2305. TTY users can contact this
department through the New Jersey Relay: 7-1-1.
Display this poster in a conspicuous place
MW-220 (6/19)
MW-191 (R-9-05)
LNJ03
Print Date: 4/06
New Jersey Department of Labor and Workforce Development
This notice is to be posted in a conspicuous place.
Schedule of Hours of Minors Under 18 Years of Age
In accordance with State Child Labor Law N.J.S.A. 34:2-21-5, every
employer that employs minors under 18 must keep and conspicuously
post this Schedule of Hours with the following information recorded:
• Names of minors under 18
• Schedule of hours *
• Maximum daily and weekly hours permitted
• Daily in & out times
• Meal period in & out times
This Schedule of Hours shall not apply to the employment of minors in:
• Agriculture pursuits
• Domestic service in private homes
• Newspaper carriers
* A minor may work less than scheduled hours but no more than permitted by State Child Labor Law N.J.S.A. 34:2-21.3.
Name of Minor
Sunday
(meal period)
in (out / in) out
Monday
(meal period)
in (out / in) out
Tuesday
(meal period)
in (out / in) out
Wednesday
(meal period)
in (out / in) out
Thursday
(meal period)
in (out / in) out
Friday
(meal period)
in (out / in) out
Saturday
(meal period)
in (out / in) out
Total
Hours
Worked
Total
Hours
Allowed
LNJ04/1
New Jersey Child Labor Law Abstract
34:2-21.1 to 34:2-21.64 N.J.S.A. and Rules and Regulations
Kind of Employment Minimum Age Hours of Work Not to Exceed
1,3
Hours Permit Required
2
Theatrical: Professional employment in a
theatrical production, including stage, motion
pictures, and television performances and
rehearsals.
None: Minors under 16 must
be accompanied at all times
by an adult who is a parent,
guardian, or representative of
employer.
Under 16: Not more than 2 shows or
productions
4
daily or 8 weekly, 5 hours daily,
24 hours weekly, 6 days a week. (includes
rehearsal time. Combined hours of school
and work not to exceed 8 hours daily.)
5
Under 16
Before 7 a.m.
After 11:30 p.m.
6
Under 16
Special Theatrical Permit
16 & 17 years old: 8 hours daily
5,6
40 hours weekly
6 days a week
16 & 17 years old
Before 6 a.m.
After 11:30 p.m.
6
16 & 17 years old
Employment Certicate
Agriculture: No restriction on
work performed outside school hours in
connection with minor’s own home and
directly for the minor’s parent or legal
guardian.
12 years old
Outside school hours
16 years old
During school hours
10 hours daily
6 days a week
10 hours daily
6 days a week
None 12 thru 15 years old only
Special Agricultural Permit
Newspaper Carriers: Minors who deliver,
solicit, sell and collect for newspapers outside
of school hours on residential routes.
11 years old Combined hours of school and work not
to exceed 8 hours daily, 40 hours weekly,
7days.
11 thru 13 years old
Before 6 a.m.
After 7 p.m.
14 thru 17 years old
Before 5:30 a.m.
After 8 p.m.
11 thru 17 years old
N.J. publishers may issue Special
Newspaper Carrier Permit or local
issuing ofcer may issue: Special
Permit (11 thru 15 years old) or
Employment Certicate (16 and 17
years old).
Street Trades: Minors who sell, offer for sale,
solicit for, collect for, display, or distribute any
articles, goods, merchandise, commercial
service, posters, circulars, newspapers or
magazines or in blacking shoes on any street
or other public place or from house to house.
14 years old
Outside school hours
16 years old
During school hours
3 hours per day, 18 hours per week
when school is in session.
During school vacation, 8 hours per day,
40 hours per week, 6 days per week.
8 hours per day, 40 hours per week,
6 days per week
14 & 15 years old
Before 7 a.m.
After 7 p.m.
16 & 17 years old
Before 6 a.m.
After 11 p.m.
Special Street Trades Permit or
Employment
Certicate
Employment Certicate
General Employment: Includes mercantile
establishments, golf caddying, private bowling
alleys, ofces, gas stations, garages, and
other places or means of gainful occupations
unless otherwise specied.
14 years old
16 years old
3 hours per day, 18 hours per week when
school is in session.
During school vacation, 8 hours per day, 40
hours per week, 6 days per week.
8 hours per day, 40 hours per week,
6 days per week.
14 & 15 years old
Before 7 a.m.
After 7 p.m.
7
16 & 17 years old
Before 6 a.m.
After 11 p.m.
(Exception:
1. School vacation season.
2. Days not preceding a
school day with special
written permission of parent or
guardian.)
Employment Certicate
Employment Certicate
LNJ04/2
Restaurant and Seasonal Same as for General Employment except that minors who are at least 16 years of age may be employed after midnight during regular school vacation
season providing work began before 11 p.m. of the previous day, or on work days which do not begin on a school day, with special written permission
from parent or guardian. May not be employed after 3 a.m. or before 6 a.m. of a day before a school day.
Public Bowling Alleys Same as for General Employment except that minors who are at least 16 years of age may be employed as pinsetters, lane attendants,
or busboys until 11:30 P.M. but if it is during the school term the minor must have a special permit.
Domestic Services in Private Homes:
No restriction on work performed outside
school hours in connection with minor’s own
home and directly for the minor’s parent or
legal guardian.
14 years old
Outside school hours
16 years old
During school hours
No Restrictions
(Except minor under 16 limited to 3 hours per
day, 18 hours per week, when school is in
session)
None Employment Certicate
Messengers for Communications
Companies Under Supervision and Control
of F.C.C.
14 years old
Outside school hours
16 years old
During school hours
No Restrictions None Employment Certicate
Factory 16 years old 8 hours daily
40 hours weekly
6 days a week
Before 6 a.m.
After 10 p.m. during school
vacation season.
After 11 p.m. when school is in
session.
Employment Certicate
1
A minor who is at least 17 years of age and a graduate of a vocational school approved by the
Commissioner of Education may engage in those pursuits in which the minor majored in said
vocational school during those hours permitted for persons 18 years of age and over, provided an
employment certicate is issued and accompanied by the minor’s diploma or a certied copy thereof.
2
No certicate or permit required for minors at least 14 years of age employed when schools in the
minor’s district are not in session at agricultural fairs, horse, dog, or farm shows the duration of which
do not exceed 10 days. No certicate required for minors 15 and older during school vacation for
rst 14 days of employment in food service, restaurant, retail operations, or seasonal amusement
occupations.
3
Does not apply to employment of a minor 16 or 17 years of age during the months of June, July,
August, or September by a summer resident camp, conference or retreat operated by a nonprot or
religious corporation or association, unless the employment is primarily general maintenance work or
food service activities.
4
Where the professional employment is reasonably separable into discrete shows or productions.
5
In Theatrical employment the combined time spent on a set or on call and performance time shall
not exceed a total of eight hours in any one day.
6
In certain cases of Theatrical employment the commissioner has the authority to amend the hours
of the day during which a minor may work but not the total hours.
7
In General Employment 14- and 15-year-old minors may work until 9 p.m. with written permission
of parent or guardian during period of time beginning on last day of minor’s school year and ending on
Labor Day.
Punishment for Violations of Child Labor Law
Whoever employs or permits or suffers any minor to be employed or to work in violation of this
act, or of any order or ruling issued under the provisions of this act, or obstructs the Department of
Labor and Workforce Development, its ofcers or agents, or any other person authorized to inspect
places of employment under this act, and whoever, having under his control or custody any minor,
permits or suffers him to be employed or to work in violation of this act, shall be guilty of an offense.
If a defendant acts knowingly, an offense under this section shall be a crime of the fourth degree.
Otherwise it shall be a disorderly persons offense and the defendant shall, upon conviction for a
violation, be punished by a ne of not less than $100 nor more than $2,000 for an initial violation and
not less than $200 nor more than $4,000 for each subsequent violation. Each day during which any
violation of this act continues shall constitute a separate and distinct offense, and the employment of
any minor in violation of the act shall, with respect to each minor so employed, constitute a separate
and distinct offense.
As an alternative to or in addition to any other sanctions provided by law for violations of P.L. 1940,
c.153 (C.34:2-21.1 et seq.), when the Commissioner of Labor and Workforce Development nds that
an individual has violated that act, the commissioner is authorized to assess and collect administrative
penalties of not more than $500 for a rst violation, not more than $1,000 for a second violation,
and not more than $2,500 for each subsequent violation, specied in a schedule of penalties to be
promulgated as a rule or regulation by the commissioner in accordance with the “Administrative
Procedure Act,” P.L. 1968, c.410 (C.52:14B-1 et seq .). When determining the amount of the penalty
imposed because of a violation, the commissioner shall consider factors which include the history of
previous violations by the employer, the seriousness of the violation, the good faith of the employer,
and the size of the employer’s business. No administrative penalty shall be leveled pursuant to this
section unless the Commissioner of Labor and Workforce Development provides the alleged violator
with notication of the violation and of the amount of the penalty by certied mail and an opportunity
to request a hearing before the commissioner or his designee within 15 days following the receipt of
the notice. If a hearing is requested, the commissioner shall issue a nal order upon such hearing
and a nding that a violation has occurred. If no hearing is requested, the notice shall become a
nal order upon expiration of the 15-day period. Payment of the penalty is due when a nal order is
issued or when the notice becomes a nal order. Any penalty imposed pursuant to this section may
be recovered with costs in a summary preceding commenced by the commissioner pursuant to the
“Penalty Enforcement Law of 1999,” P.L.1999, c.274 (C.2A:58-10 et seq.).
LNJ04/3
This notice is to be posted in a conspicuous place. This notice is for ready reference only. For full text, consult N.J.S.A. 34:2-21.1 et seq.
and N.J.A.C. 12:58 et seq.
General Information
Minors under 18 years of age must receive a 30- minute meal period after 5 consecutive hours of
work.
Minors under 16 years of age may not be employed during the hours they are required to attend
school.
Minors who are gainfully employed must have an employment certicate-also called “working papers.”
These are secured from the issuing ofcer of the school district where a minor resides. A minor must
apply in person.
Read working papers carefully. They contain information that is important to you. Papers are valid
only for the period of time and conditions stated thereon.
An age certicate may be required by an employer of a minor who is between the ages of 18 and 21.
This certicate is obtained from the issuing ofcer and protects the employer against the possibility of
age misrepresentation.
Records Requirements
For all minors under the age of 18, except those engaged in domestic service in private homes,
and in agricultural pursuits, and for those minors between 16 and 18 years of age employed during
the months of June, July, August or September by a summer resident camp, conference or retreat
operated by a nonprot or religious corporation or association.
Name, address, date of birth, hours of beginning and ending daily work periods and meal periods,
number of hours worked each day, and wages paid to each minor.
For Newspaper Carriers: Name, address, date of birth, date he or she commenced and ceased
delivering newspapers, number of newspapers sold, and a general description of the area of the route
served.
Minimum Wage Requirements:
The minimum wage rate shall not be applicable to minors under 18 years of age except as provided in
N.J.A.C. 12:56-11, 12:56-13, 12:56-14 and N.J.A.C. 12:57, Wage Orders for Minors.
Prohibited Occupations
Exemptions to some of these prohibitions apply to work done by pupils in public or private schools
under supervision and instruction of ofcers or teachers, or to a minor who is at least 17 years of age
employed in the type of work in which the minor majored under the conditions of the special vocational
school graduate permit or to minors in junior achievement programs. The Department of Education,
however, does limit the prohibited occupations which minors in these programs may perform.
Employers should check with the coordinator of each program to determine these prohibitions.
No minor under 16 years of age shall be employed, permitted, or suffered to work in, about, or in
connection with power-driven machinery.
Power-driven machinery includes, but is not limited to the following:
Conveyors and related equipment,
Power lawn mowers,
Power woodworking and metal working tools.
Power-driven machinery shall not include:
Cash register conveyor belt in a supermarket or retail establishment for minors at least 15 years of
age working as cashiers or baggers,
Standard ofce type machines,
Standard domestic type machines or appliances when used in domestic or business establishments,
Agricultural machines when used on farms such as standard type poultry feeders, egg washers, egg
coolers, and milking machines,
An attended or unattended standard type passenger elevator.
No minor under 18 years of age shall be employed, suffered, or permitted to work in, about, or
in connection with the following:
The manufacture or packing of paints, colors, white lead, or red lead,
The handling of dangerous or poisonous acids or dyes; injurious quantities of toxic or noxious dust,
gases, vapors or fumes,
Work involving exposure to benzol or any benzol compound which is volatile or which can penetrate
the skin,
The manufacture, transportation or use of explosives or highly inammable substances.
The wording “the manufacture, transportation or use of explosives or highly inammable substances”
as used in the prohibited occupations section of the Child Labor Act does not include the lling of the
gasoline tanks of gasoline motor driven vehicles by use of a hose which is a part of the type of automatic
or manual-powered pumping equipment commonly used for that purpose in gasoline service stations.
This interpretation does not in any way affect any prohibition contained in the Child Labor Law
concerning power-driven or hazardous machinery or hazardous occupations.
Oiling, wiping, or cleaning machinery in motion or assisting therein.
Operation or helping in the operation of power-driven woodworking machinery, provided that
apprentices operating under conditions of a bona de apprenticeship may operate such machines
under competent instruction and supervision.
Grinding, abrasive, polishing or bufng machines, provided that apprentices operating under
conditions of a bona de apprenticeship may grind their own tools.
Punch presses or stamping machines if the clearance between the ram and the die or the stripper
exceeds one-fourth inch.
Cutting machines having a guillotine action.
Corrugating, crimping or embossing machines.
Paper lace machines.
Dough brakes or mixing machines in bakeries or cracker machinery.
Calendar rolls or mixing rolls in rubber manufacturing.
Centrifugal extractors or mangles in laundries or dry cleaning establishments.
Ore reduction works, smelters, hot rolling mills, furnaces, foundries, forging shops, or any other place
in which the heating, melting or heat treatment of metals is carried on.
Mines or quarries.
LNJ04/4 Print Date: 7/19
Steam boilers carrying a pressure in excess of fteen pounds.
Construction work. (exemptions include minors doing volunteer work in affordable housing).
Construction work shall mean the erection, alteration, repair, renovation, demolition or removal of any
building or structure; the excavation, lling and grading of sites; the excavation, repair or paving of
roads and highways; and any function performed within 30 feet of the above operations. Construction
work shall not mean the repair or painting of fences, buildings and structures not exceeding twelve
feet in height.
Fabrication or assembly of ships.
Operation or repair of elevators or other hoisting apparatus.
Any establishment where alcoholic liquors are distilled, rectied, compounded, brewed, manufactured,
bottled, or sold for consumption on the premises (except minors at least 16 years of age may be
employed as pinsetters, lane attendants, or busboys in public bowling alleys, and in restaurants or
in the executive ofces, maintenance departments, or pool or beach areas of a hotel, motel or guest
house, but not in the preparation, sale or serving of alcoholic beverages, nor in the preparation of
photographs, nor in any dancing or theatrical exhibition or performance which is not part of a theatrical
production where alcoholic beverages are sold on the premises, while so employed; and minors at
least 14 years of age may be employed as golf caddies and pool attendants).
Pool and billiard rooms.
The transportation of payrolls other than within the premises of the employer.
Corn pickers, power hay balers, power eld choppers, including work in or on same.
A junk or scrap metal yard, which is dened as any place where old iron, metal, paper, cordage, and
other refuse may be collected and deposited or both and sold or may be treated so as to be again
used in some form or discarded or where automobiles or machines are demolished for the purpose of
salvaging of metal or parts.
Any place or condition operated or maintained for immoral purposes or a disorderly house.
The fueling of aircraft, either commercial or private.
Demolition of buildings, ships, or heavy machinery.
Corrosive material.
Compactors.
Carcinogenic substances.
Circular saws, band saws, guillotine shears.
Indecent or immoral exposure.
Posing nude or without generally accepted attire.
Work in video stores where X-rated movies are rented or sold.
Pesticides.
Radioactive substances and ionizing radiation.
Toxic or hazardous substances.
Most occupations in slaughtering, meat packing, processing, or rendering, including the operations of
slicing machines used in delicatessens and restaurants for cutting or slicing any food product.
The service of single-piece or multi-piece rimwheels.
The service of beverages out of any bar service area, including, but not limited to, outside bars at
pools or other recreational facilities.
Prohibitions: Actors and Performers
Appearing as a rope or wire walker or rider, gymnast, wrestler, boxer, contortionist, acrobat, rider of
a horse or other animal unless the minor is trained to safely ride such horse or animal or rider of any
vehicle other than that generally used by a minor of the same age.
Appearing in any illegal, indecent, or immoral exhibition, practice, or theatrical production.
Any practice, exhibition or theatrical production dangerous to the life, limb, health or morals of a minor.
Appearance or exhibition of any physically deformed or mentally decient minor.
Additional copies of this poster or any other required posters may be obtained by contacting the New
Jersey Department of Labor and Workforce Development, Ofce of Constituent Relations, PO Box
110, Trenton, New Jersey 08625-0110; (609) 777-3200.
New Jersey Department of Labor and Workforce Development is an equal opportunity employer with
equal opportunity programs. Auxiliary aids and services are available upon request to individuals with
disabilities.New Jersey Department of Labor and Workforce Development is an equal opportunity
employer with equal opportunity programs. Auxiliary aids and services are available upon request to
individuals with disabilities.
Enforced by: NJ Department of Labor and Workforce Development
Division of Wage and Hour Compliance, PO Box 389, Trenton NJ 08625-0389 * 609-292-2305
This and other required employer posters are available free online at nj.gov/labor, or from the
Ofce of Constituent Relations, PO Box 110, Trenton, NJ 08625-0110 * 609-777-3200.
If you need this document in Braille or large print, call 609-292-2305.
TTY users can contact this department through the New Jersey Relay: 7-1-1
MW-129 (R-6-19)
New Jersey Department of Labor and Workforce Development
LNJ05 Print Date: 4/18
New Jersey Law Prohibits
Discrimination
in Employment
ON THE BASIS OF: Race, Creed, Color, National Origin, Age, Ancestry, Nationality, Marital or
Domestic Partnership or Civil Union Status, Sex, Pregnancy, Breastfeeding,
Gender Identity or Expression, Disability, Liability for Military Service,
Affectional or Sexual Orientation, Atypical Cellular or Blood Trait,Genetic
Information (including the refusal to submit to genetic testing)
By: Private or State and Local Government Employers, Employment Agencies, or
Labor Unions
WITH RESPECT TO: Hiring, Promotion, Transfer, Demotion, Termination, Salary, Benets,
Other Privileges, Conditions or Terms of Employment, Layoff,Harassment,
Apprenticeship and Training Programs, Job Referrals, or Union Membership
OR: In Retaliation for Filing a Complaint, Participating or Testifying in Any
Proceedings or for Opposing Any Acts Forbidden under the New Jersey Law
Against Discrimination
REMEDY MAY INCLUDE: An Order Restraining Unlawful Discrimination, Back Pay, Damages for Pain
and Humiliation Experienced as a Result of Unlawful Discrimination, Punitive
Damages, and Attorney’s Fees
It is also unlawful to publish employment advertisements which discriminate against persons in
violation of the New Jersey Law Against Discrimination, N.J.S.A. 10:5-1 et seq.
Violations should be reported to the nearest ofce of the NJ Division on Civil Rights at:
866-405-3050 (Toll-Free) or online www.NJCivilRights.gov
Northern Regional Ofce
31 Clinton Street
Newark, NJ 07102
Phone: (973) 648-2700
Fax: (973) 648-4405
Central Regional Ofce
140 East Front Street
P.O. Box 090
Trenton, NJ 08625-0090
Phone: (609) 292-4605
Fax: (609) 984-3812
Southern Regional Ofce
5 Executive Campus
Suite 107
Cherry Hill, NJ 08034
Phone: (856) 486-4080
Fax: (856) 486-2255
South Shore Regional Ofce
1325 Boardwalk
Tennessee Ave. & Boardwalk
Atlantic City, NJ 08401
Phone: (609) 441-3100
Fax: (609) 441-3578
The regulations of the New Jersey Division on Civil Rights require that all employers, employment
agencies and labor organizations who are covered by the New Jersey Law Against Discrimination
shall display this ofcial poster in places easily visible to all employees and applicants.
N.J.A.C. 13:8-1.2.
rev.4.8.18
LNJ23 Print Date: 4/18
La Ley de New Jersey Prohíbe
Discriminación
en Empleos
POR CAUSA DE: Raza, Credo, Nacionalidad de Origen, Sexo, Embarazo, Lactancia Materna,
Identidad de Género o Expresión, Edad, Estado Civil o Socios Domésticos o
Uniones Civiles. Ancestros, Incapacidad, Nacionalidad, Orientación Sexual o
Afectiva, Rasgos Celulares o Sangre Hereditaria Anormal, Información genética
(inclyuendo la denegación a someter a la prueba genética), por Servicios en las
Fuerzas Armadas.
POR PARTE DE: Los Empleadores del Sector Privado y el Sector Público, las Agencias de Empleos,
o los Sindicatos de Trabajadores.
CON RESPECTO A: Contra tación, Promoción, Transferencia, Democión, Despidos, Salario, Benecios,
Otros Privilegios, Condiciones o Términos del Empleo, Despido Masivo,
Hostagimiento, Aprendizaje y Programas de Adiestramiento, Referencia de
Empleos o Miembros del Sindicato.
OPOR: Represalias al haber sometido una queja, particiapción o prestar testimonio en los
p rodecimientos o por oposición a cualquier acto prohib ido por la Ley en Contra
de lo Discriminación en New Jersey.
LOS RECLAMOS
PUEDEN INCLUIR:
Un orden a cesar y desistir del comportamiento discriminatorio, recuperación de los
benecios perdidos. compensación monetaria por daños, perjuicios y humillaciones
como resultado de la discriminación ilegal y los pagos del abogado.
Los periódicos y las publicaciones comerciales no pueden publicar anuncios de los empleadores que
discriminan en contra de fas personas, lo cual es una violación a la Ley de New Jersey en Contra de la
Discriminación, N.J.S.A. 10:5-1 et seq.
Las violaciones deben ser sometidas a la ocina más cercana o llama a la linea gratis:
866-405-3050 (Sin cargos) ó en internet www.NJCivilRights.gov
Northern Regional Ofce
31 Clinton Street
Newark, NJ 07102
Phone: (973) 648-2700
Fax: (973) 648-4405
Central Regional Ofce
140 East Front Street
P.O. Box 090
Trenton, NJ 08625-0090
Phone: (609) 292-4605
Fax: (609) 984-3812
Southern Regional Ofce
5 Executive Campus
Suite 107
Cherry Hill, NJ 08034
Phone: (856) 486-4080
Fax: (856) 486-2255
South Shore Regional Ofce
1325 Boardwalk
Tennessee Ave. & Boardwalk
Atlantic City, NJ 08401
Phone: (609) 441-3100
Fax: (609) 441-3578
Todos los establecimientos públicos que cubre la Ley de New Jersey Contra la Discriminación
tendrán que exhibir el Ache Ocial de la División de Derechos Civiles de New Jersey en los lugares de
mayor Visibilidad para todos los empleados y personas que solicitan empleos. N.J.A.C. 13:8-1.2.
rev.4.8.18
LNJ06/1
New Jersey Department of Labor and
Workforce Development
To be posted in a conspicuous place
Chapter 173, Laws of New Jersey, 1965:
Relating to Payment of Wages
All Employers Must Pay Wages to All Employees in Full at Least Twice a Calendar Month.
Executive and supervisory employees, however, may be paid at least once a calendar month.
Payment shall be made on regular paydays designated in advance.
When a payday falls on a non-work day payment shall be made on the immediately preceding work day, unless otherwise provided for in
a collective bargaining agreement.
The end of the pay period for which payment is made on a regular payday shall be not more than 10 working days before such regular payday.
If payment is by check, suitable arrangements must be made for cashing the check without difculty and for the full amount.
• Employees leaving or terminated for any reason, including labor disputes, shall be paid all wages due not later than the regular
payday for the period in which the termination occurred.
• An additional 10 days may be allowed in the event of a labor dispute involving payroll employees.
• Employees paid on an incentive system shall be paid a reasonable approximation of wages due until exact amounts can be
computed.
• Payment may be made through regular channels or by mail if requested.
It shall be unlawful to make any agreement for payment other than as provided in this act, except to pay at shorter intervals or to pay wages
in advance.
Wages due a deceased employee may be paid to the survivors in the order of preference as outlined in the statute.
No Deductions Shall Be Made From Employees’ Wages Except:
Amounts authorized by New Jersey or United States Law or payments to correct payroll errors.
Contributions or payments authorized by employees either in writing or under a collective bargaining agreement for:
Employee welfare • insurance • hospitalization • medical or surgical or both • pension • retirement • prot- sharing plans • plans establishing
individual retirement annuities on a group or individual basis • individual retirement accounts at any State or federally chartered bank, savings-
LNJ06/2
MW-17 (R-10-13)
Print Date: 12/13
bank, or savings and loan association • company-operated thrift plans • security option or security purchase plans to buy marketable securities •
employee personal savings accounts such as a credit union, savings fund society, savings and loan or building and loan association • Christmas,
vacation or other savings funds.
Purchase of company products or employer loans in accordance with a periodic payment schedule contained in the original purchase or loan
agreement • safety equipment • U.S. government bonds • costs and fees to replace employee identication for access to sterile or secured areas
of airports • contributions for organized and recognized charities • rental of work clothing or uniforms or for laundering or dry cleaning of work
clothing or uniforms • labor union dues and fees • health club membership fees • child care services.
All Employers Shall:
Notify employees at time of hiring of rate of pay and regular paydays.
Notify employees of changes in pay rates or paydays prior to the changes.
Furnish each employee with statement of deductions each pay period.
Make and keep records for employees, including wages and hours, and make such records available for inspection.
Provide employees at time of hiring a required notice (form number MW-400) describing the employer’s obligation to maintain and report
records regarding wages, benets, taxes and other contributions and assessments.
The Commissioner of Labor and Workforce Development shall enforce and administer the provisions of this act and the Commis-
sioner or an authorized representative shall have the power to make all necessary inspections of establishments and records.
Any employer who knowingly and willfully violates any provision of this act shall be guilty of a disorderly persons offense and upon conviction
shall be punished by a ne of not less than $100 nor more than $1,000. Each day during which any violation of this act continues shall constitute
a separate and distinct offense.
As an alternative to or in addition to any other sanctions provided by law for violations, the Commissioner is authorized to assess and collect
administrative penalties, up to a maximum of $250 for a rst violation and up to a maximum of $500 for each subsequent violation.
The employer shall also pay the Commissioner an administrative fee equal to not less than 10% or more than 25% of any payment due to em-
ployees.
The Commissioner may, after affording the employer or successor rm notice and an opportunity for a hearing in accordance with the provisions
of the “Administrative Procedure Act,” P.L.1968, c.410 (C.52:14B-1 et seq.), issue a written determination directing any appropriate agency to
suspend any one or more licenses that are held by the employer or successor rm, for a period of time determined by the Commissioner.
Please Note: The Division of Wage and Hour Compliance does not investigate or inquire into the legal status of any worker. The Division applies
New Jersey’s labor laws without regard to a worker’s legal status. The Division does not share information with “Immigration”.
Enforced by:
New Jersey Department of
Labor and Workforce Development
Division of Wage and Hour Compliance
PO Box 389
Trenton, New Jersey 08625-0389
(609) 292-2305
If you need this document in braille or large print, call 609/292-2305.
TTY users can contact this department through New Jersey Relay
7-1-1.
Print Date: 1/14
MW-17S (R-12-13)
LNJ27
El Departamento de Trabajo del Estado de Nueva Jersey
Para ser expuesto en un lugar para el público en general
Capítulo 173, Leyes del Estado de Nueva Jersey, 1965:
Relacionado al Pago de Salarios
Es Deber de Todo Patrono el de Pagar Sueldos Integros a sus Empleados Por lo Menos Dos Veces Cada Mes
Sin embargo, los empleados ejecutivos y los supervisores pueden cobrar sus salarios con regularidad una vez al mes.
Los pagos deberán ser efectuados regularmente los días previamente designados.
Cuando el día de pago corresponda a un día que no se trabaja, dicho pago habrá de efectuarse el próximo día laborable a menos que se provea
de otra manera según un contrato de unión.
El n del periodo de pago por el cual se efectúa el pago el día indicado como el día normal de pago, no se extenderá más allá de los10 días anteriores
a tal día normal de pago.
Si se hace el pago por cheque, se harán los arreglos necesarios para que se pueda cambiar el cheque por la cantidad entera y sin dicultad
para el empleado.
• Cuando el empleado abandona o termina el empleo por cualquier motivo, incluyendo disputas laborales, será pagado el salario entero que se le
debe no más tarde del día normal de pago por el periodo en el cual sucedió la terminación.
• Se podrán permitir 10 días adicionales para procesar el pago en el caso de que una disputa laboral envuelva a los empleados que procesan el pago.
• A los empleados a quienes se pagan a base de incentivo se les pagará un estimado razonable de salarios debidos hasta que las cantidades exactas
se puedan calcular.
• El pago se podrá hacer por los medios normales o por correo si se pide.
Será ilegal hacer cualquier acuerdo relacionado al pago diferente al que la ley provee, excepto para pagar a plazos más cortos o para pagar
por adelantado.
Los salarios debidos a un empleado fallecido se podrán pagar a los sobrevivientes en la orden de preferencia, según aparece explicado en el estatuto.
No se harán descuentos de los salarios de los empleados exceptuando:
Cantidades autorizadas por la Ley de Nueva Jersey o por la Ley de los Estados Unidos o pagos para corregir errores en el pago de salarios.
Contribuciones o pagos autorizados por empleados sea por escrito o sea según un contrato de unión para:
Bienestar del empleado • el seguro • hospitalización • médico o quirúrgico o ambos • pensión • jubilación • planes de participación en los benecios
y de ahorros administrados por la compañía • y planes para establecer fondos de jubilación individual en una base del grupo o del individuo o cuentas
de jubilación individual en cualquier banco aprobado por el gobierno estatal o federal o asociación de ahorros y préstamos • Opciones para comprar
valores o planes para compar valores en el mercado libre • Cuentas personales de ahorros de los empleados • unión de crédito • sociedades de fondos
de ahorros • fondos de • erección de edicios y préstamos • ahorros y préstamos • vacación de Navidad u otros fondos de ahorros o bonos
del Ministerio de Hacienda de los Estados Unidos.
La compra de productos de la compañía o préstamos del empleador de acuerdo con un horario de pagos periódicos según el contrato original sobre
la compra o el préstamo • Equipos de seguridad • costos y honorarios por reemplazar las identicaciones de los empleados para el acceso a zonas de
aeropuertos que son estériles o aseguradas • Contribuciones para caridades organizadas y debidamente reconocidas • El alquiler de ropa para
el trabajo o uniformes o para la lavada o el lavado en seco de ropa para el trabajo o uniformes • Las cuotas y pagos de unión • cuotas de membresía
en gimnasios • servicios de cuidado infantil.
Todo Patrono Deberá:
Noticar a los empleados en el momento de ofrecerle el trabajo cuanto les va a pagar y el día normal de pago.
Noticar a los empleados de los cambios en el pago y en el día normal de pago antes de efectuarse estos cambios.
Proveer a cada empleado un comprobante con cada pago indicando el pago en bruto, el pago neto y los descuentos.
Hacer y mantener documentos para los empleados, incluyendo horas y salarios, y presentar estos documentos para inspección.
Proveer a los empleados al momento de la contratación el aviso obligatorio (formulario número MW-400) en el que se describe la obligación
del empleador de mantener registros e informar en materia de salarios, benecios, impuestos y otras contribuciones y evaluaciones.
El Comisionado del Trabajo esforzará y administrará las provisiones de esta ley y el Comisionado o un representante autorizado tendrá
el poder de hacer todas las inspecciones necesarias de establecimientos y documentos.
Cualquier patrono que, a sabiendas y deliberadamente, viole cualquier provisión de esta ley será culpable de un delito menor y al ser declarado
culpable le será impuesta una multa no menor de $100.00 ni mayor de $1,000.00. Cada día durante el cual cualquier violación de esta
ley continúa constituirá una ofensa distinta y aparte.
Como una alternativa a o además de cualesquier otras sanciones proveídas por la ley por violaciones, el Comisionado está autorizado para imponer
y colectar penalidades administrativas, hasta un máximo de $250.00 por la primera violación y hasta un máximo de $500.00
por cada subsiguiente violación.
El patrono pagará al Comisionado también un pago administrativo que lleque a no menos de 10 por ciento ni más de 25 por ciento de cualquier pago
de salarios que se haga como resultado de una investigación del Comisionado o de su representante autorizado.
El Comisionado puede, luego de disponer el envío de una noticación al empleador o empresa sucesora y de brindar la oportunidad de tener una
audiencia de conformidad con las disposiciones de la “Ley de Procedimientos Administrativos (Administrative Procedure Act)”, P.L.1968, c.410
(C.52:14B-1 et seq.), emitir una decisión por escrito impartiendo instrucciones a la agencia pertinente para que proceda a suspender una
o más licencias en posesión del empleador o empresa sucesora, por el período de tiempo que determine el Comisionado.
Por Favor Tome Nota: La División de Cumplimiento de Horarios y Salarios no investiga ni hace preguntas acerca del estado legal de ningún
trabajador. La División aplica las leyes laborales de Nueva Jersey de manera equitativa sin importar el estado legal del trabajador.
La División no comparte información con “Inmigración”.
Esforzada por:
New Jersey Department of
Labor and Workforce Development
Division of Wage and Hour Compliance
PO Box 389
Trenton, New Jersey 08625-0389
(609) 292-2305
Si usted necesita este documento en braille o en prenta larga, llame
(609) 292-2305. Los que usan el servicio de “TTY” pueden llamar a
esta ocina a través de New Jersey Relay 7-1-1.
LNJ11
AD-270 (8/11)
Print Date: 11/12
Conscientious Employee
Protection Act
“Whistleblower Act”
Employer retaliatory action; protected employee actions; employee responsibilities
1. New Jersey law prohibits an employer from taking any retaliatory action against an employee because the employee
does any of the following:
a. Discloses, or threatens to disclose, to a supervisor or to a public body an activity, policy or practice of the employer or
another employer, with whom there is a business relationship, that the employee reasonably believes is in violation of
a law, or a rule or regulation issued under the law, or, in the case of an employee who is a licensed or certied health
care professional, reasonably believes constitutes improper quality of patient care;
b. Provides information to, or testies before, any public body conducting an investigation, hearing or inquiry into any
violation of law, or a rule or regulation issued under the law by the employer or another employer, with whom there is
a business relationship, or, in the case of an employee who is a licensed or certied health care professional, provides
information to, or testies before, any public body conducting an investigation, hearing or inquiry into quality of patient
care; or
c. Provides information involving deception of, or misrepresentation to, any shareholder, investor, client, patient,
customer, employee, former employee, retiree or pensioner of the employer or any governmental entity.
d. Provides information regarding any perceived criminal or fraudulent activity, policy or practice of deception or
misrepresentation which the employee reasonably believes may defraud any shareholder, investor, client, patient,
customer, employee, former employee, retiree or pensioner of the employer or any governmental entity.
e. Objects to, or refuses to participate in, any activity, policy or practice which the employee reasonably believes:
(1.) is in violation of a law, or a rule or regulation issued under the law or, if the employee is a licensed or certied
health care professional, constitutes improper quality of patient care;
(2.) is fraudulent or criminal; or
(3.) is incompatible with a clear mandate of public policy concerning the public health, safety or welfare or protec-
tion of the environment. N.J.S.A. 34:19-3.
2. The protection against retaliation, when a disclosure is made to a public body, does not apply unless the employee has
brought the activity, policy or practice to the attention of a supervisor of the employee by written notice and given the
employer a reasonable opportunity to correct the activity, policy or practice. However, disclosure is not required where the
employee reasonably believes that the activity, policy or practice is known to one or more supervisors of the employer or
where the employee fears physical harm as a result of the disclosure, provided that the situation is emergency in nature.
CONTACT INFORMATION
Your employer has designated the following contact person
to receive written notications, pursuant to paragraph 2 above (N.J.S.A. 34:19-4):
Name:
Address:
Telephone Number:
This notice must be conspicuously displayed.
Once each year, employers with 10 or more employees must distribute notice of this law to their employees.
If you need this document in a language other than English or Spanish, please call (609) 292-7832.
LNJ14
AD-270.1 (8/11)
Print Date: 10/17
La Ley de proteccion al
empleado consciente
“Ley de proteccion del denunciante”
Acciones de represalia del empleador; protección de las acciones del empleado
1. La ley de New Jersey prohibe que los empleadores tomen medidas de represalia contra todo empleado que haga lo siguiente:
a. Divulgue o amenace con divulgar, ya sea a un supervisor o a una agencia pública toda actividad, directriz o norma del
empleador o de cualquier otro empleador con el que exista una relación de negocios y que el empleado tiene motivos
fundados para pensar que violan alguna ley, o en el caso de un trabajador licenciado o certicado de la salud y que tiene
motivos fundados para pensar que se trata de una manera inadecuada de atención al paciente;
b. Facilite información o preste testimonio ante cualquier agencia pública que conduzca una investigación, audiencia o ind-
agación sobre la violación de alguna ley, regla o reglamento que el empleador o algún otro empleador con el que exista
una relación de negocios; o en el caso de un trabajador licenciado o certicado de la salud que facilite información o preste
testimonio ante cualquier agencia pública que conduzca una investigación, audiencia o indagación sobre la calidad de la
atención al paciente; o
c. Ofrece información concerniente al engaño o la tergiversación con accionistas, inversionistas, usuarios, pacientes, clientes,
empleados, ex empleados, retirados o pensionados del empleador o de cualquier agencia gubernamental.
d. Ofrece información con respecto a toda actividad que se pueda percibir como delictiva o fraudulenta, toda directiva o
práctica engañosa o de tergiversación que el empleado tenga motivos fundados para pensar que pudieran estafar a ac-
cionistas, inversionistas, usuarios, pacientes, clientes, empleados, ex empleados, retirados o pensionados del empleador
o de cualquier agencia gubernamental.
e. Se opone o se niega a participar en alguna actividad, directriz o práctica que el empleado tiene motivos fundados para
pensar que:
(1) viola alguna ley, o regla o reglamento que dicta la ley o en el caso de un empleado licenciado o certicado de la
salud que tiene motivos fundados para pensar que se trata de la atención inadecuada al paciente;
(2) es fraudulenta o delictiva; o
(3) es incompatible con algún mandato establecido por las directrices públicas relacionadas con la salud pública, la
seguridad o el bienestar o la protección del medio ambiente. Artículo 34:19-3 de las Leyes comentadas de New
Jersey de protección del empleado consciente (N.J.S.A., por sus siglas en inglés)
2. No se puede acoger a la protección contra la represalia, cuando se hace una divulgación a un organismo público, a no ser
que el empleado le informe al empleador de tal actividad, política o norma a través de un aviso por escrito y le haya dado al
empleador una oportunidad razonable para corregir tal actividad, política o norma. Sin embargo, no es necesaria la divulgación
en los casos en que el empleado tenga indicios razonables para creer que un supervisor o más de un supervisor del empleador
tienen conocimiento de tal actividad, política o norma o en los casos en los que el empleado teme que tal divulgación pueda
traer como consecuencia daños físicos a su persona siempre y cuando la naturaleza de la situación sea la de una situación
de emergencia.
Información del Contacto
Su empleador ha designado a la siguiente persona para
recibir noticaciones de acuerdo al parafo 2, de la ley (N.J.S.A. 34:19-4):
Nombre:
Dirección:
Número de teléfono:
Este aviso se debe exponer a la vista de todos.
Anualmente, patronos con 10 o más empleados, deberán distribuir noticación de esta ley a todos sus empleados.
Si necesita este documento en algún otro idioma que no sea inglés o español, sírvase llamar al (609) 292-7832.
LNJ07 Print Date: 4/18
New Jersey Law Prohibits
Discrimination
in Places of Public
Accommodation
ON THE BASIS OF: Race, Creed, Color, National Origin, Ancestry, Nationality, Marital or Domestic
Partnership or Civil Union Status, Sex, Pregnancy, Breastfeeding, Gender
Identity or Expression, Affectional or Sexual Orientation, Disability, or Liability
for Service in the U.S. Armed Forces.
By: A Proprietor, Manager, Owner, Superintendent Lessee, Agent or Employee
WITH RESPECT TO: The Services, Facilities, Privileges, or Accommodations Provided by Public
Accommodations (whether or not it has a building, headquarters, ofce
or other place). Public Accommodations include, but are not limited to,
schools, government buildings, courts, restaurants, taverns libraries, hotels,
gymnasiums, theaters and hospitals.
REMEDY MAY INCLUDE: An Order Restraining Unlawful Discrimination, Reimbursement for Financial
Loss, Damages for Pain and Humiliation Experienced as a Result of Unlawful
Discrimination, Punitive Damages, and Attorney’s Fees
Violations should be reported to the nearest ofce of the NJ Division on Civil Rights at:
866-405-3050 (Toll-Free) or online www.NJCivilRights.gov
Northern Regional Ofce
31 Clinton Street
Newark, NJ 07102
Phone: (973) 648-2700
Fax: (973) 648-4405
Central Regional Ofce
140 East Front Street
P.O. Box 090
Trenton, NJ 08625-0090
Phone: (609) 292-4605
Fax: (609) 984-3812
Southern Regional Ofce
5 Executive Campus
Suite 107
Cherry Hill, NJ 08034
Phone: (856) 486-4080
Fax: (856) 486-2255
South Shore Regional Ofce
1325 Boardwalk
Tennessee Ave. & Boardwalk
Atlantic City, NJ 08401
Phone: (609) 441-3100
Fax: (609) 441-3578
The regulations of the New Jersey Division on Civil Rights require that all public accommodation who
are covered by the New Jersey Law Against Discrimination shall display this ofcial poster in places
easily visible to all persons seeking or using the accommodations. N.J.A.C. 13:8-1.4.
rev. 4.8.18
LNJ24 Print Date: 4/18
La Ley de New Jersey Prohíbe
Discriminación en
los Establecimientos
Públicos
POR CAUSA DE: Raza, Credo, Color, Nacionalidad de Origen, Ancestro, Nacionalidad, Estado Civil
o Socios Domésticos o Uniones Civiles, Orientación Sexual o Afectiva, Sexo,
Embarazo, Lactancia Materna, Identidad de Género o Expresión o Incapacidad, o
Responsabilidad por Servicio en las Fuerzas Armadas de Estados Unidos.
POR PARTE DE: Propietario, Administrador, Dueño, Superintendente, Vigilante, Agente o Empleado
CON RESPECTO A: Los servicios, facilidades, privilegios o acceso a las instalaciones que están
disponibles al público en cualquier lugar (así tenga o no un edicio principal, ocina
u otro lugar). Los establecimientos públicos incluyen, pero no limitando
a, escuelas, edicios de gobierno, cortes, restaurantes, tavernas, bibliotecas,
hoteles, gimnasios, teatros y hospitales.
LOS RECLAMOS
PUEDEN INCLUIR:
Una orden para desistir del comportamiento discriminatorio, reembolso por pérdida
nanciera; remuneración monetaria por daños, perjuicios y humillaciones como
resultado de la discriminación ilegal y los gastos legales.
Las violaciones deben ser sometidas a la ocina más cercana o llama a la linea gratis:
866-405-3050 (Sin cargos) ó en internet www.NJCivilRights.gov
Northern Regional Ofce
31 Clinton Street
Newark, NJ 07102
Phone: (973) 648-2700
Fax: (973) 648-4405
Central Regional Ofce
140 East Front Street
P.O. Box 090
Trenton, NJ 08625-0090
Phone: (609) 292-4605
Fax: (609) 984-3812
Southern Regional Ofce
5 Executive Campus
Suite 107
Cherry Hill, NJ 08034
Phone: (856) 486-4080
Fax: (856) 486-2255
South Shore Regional Ofce
1325 Boardwalk
Tennessee Ave. & Boardwalk
Atlantic City, NJ 08401
Phone: (609) 441-3100
Fax: (609) 441-3578
Todos los establecimientos públicos que cubre la Ley de New Jersey Contra la Discriminación
tendrán que exhibir el ache ocial de la División de Derechos Civiles de New Jersey en los lugares
de mayor visibilidad para las personas buscando o usando los establecimientos. N.J.A.C. 13:8-1.4.
rev. 4.8.18
LNJ08
Form 16 NJ A
Print Date: 4/06
NOTICE
The undersigned employer hereby gives notice
that the payment of compensation to employees
and their dependents has been secured in
accordance with the provisions of the Employer’s
Liability Insurance Law, Title 34, Chapter 15, Article
5, Revised Statutes New Jersey, by insuring with
the
( ) Insurance Company
for the period
Beginning Ending
Employer
In accordance with the above cited law,
notice of compliance must be posted and
maintained conspicuously in and about
this employer’s workplaces.
State of New Jersey
Department of Labor
Division of Workers’ Compensation
P.O. Box 381
Trenton, New Jersey 08625-0381
LNJ17
AVISO
El patron avisa que ha asegurado el pago
de compensación a los empleados y sus
dependientes, de acuerdo con lo provisto por
la ley de responsabilidad de los patrones de
seguro para sus empleados. Titulo 34, Capitulo
15, Articulo 5, revision de estatutos del Estado
de New Jersey, asegurandolos con.
( ) Compañia de Seguro
por el periodo
Comenzando Terminando
Patron
De acuerdo con la ley mencionada arriba,
esta noticia debe ser colocada y mantenida
en un lugar visible en todos los lugares de
trabajo.
State of New Jersey
Department of Labor
Division of Workers’ Compensation
P.O. Box 381
Trenton, New Jersey 08625-0381
LNJ09 Print Date: 4/19
The New Jersey
Family
Leave Act
The New Jersey Family Leave Act entitles certain employees to take up to 12 weeks of family leave in
a 24-month period without losing their jobs. With some exceptions, employers must provide this type of
leave if:
• The EMPLOYER has at least 50 employees (or at least 30 employees as of June 30, 2019), or is a
government entity, regardless of size.
• The EMPLOYEE has worked for that employer for at least one year, and has worked at least 1,000
hours during the last 12 months.
• The LEAVE OF ABSENCE is being taken to care for or bond with a child within 1 year of the
child’s birth or placement for adoption or foster care, OR to care for a family member, or someone
who is the “equivalent” of family, who has a serious health condition.
Note that the New Jersey Family Leave Act does not provide leave for the employee’s own health
condition.
Employees may be eligible for additional leave under the federal Family and Medical Leave Act.
Except when emergent circumstances require shorter notice, the employee must give the employer the
following notice before taking Family Leave:
• For intermittent leave, at least 15 days’ notice;
• For consecutive leave to care for a newborn or a child placed for foster care or adoption, at least
30 days’ notice; and
• For consecutive leave to care for a family member with a serious health condition, notice “in a
reasonable and practicable manner.”
• In emergent circumstances, the employee should give the employer as much notice as possible.
To ensure that the employee meets the eligibility requirements, the employer may require the employee
to provide a certication from a health care provider regarding the family member’s serious health
condition, the date of a newborn’s birth or the date of placement for adoption or foster care.
To get more information or to determine whether you can le a complaint with DCR,
visit www.NJCivilRights.gov or contact one of the regional ofces listed below:
Northern Regional Ofce
31 Clinton Street
Newark, NJ 07102
Phone: (973) 648-2700
Fax: (973) 648-4405
Central Regional Ofce
140 East Front Street
P.O. Box 090
Trenton, NJ 08625-0090
Phone: (609) 292-4605
Fax: (609) 984-3812
Southern Regional Ofce
5 Executive Campus
Suite 107
Cherry Hill, NJ 08034
Phone: (856) 486-4080
Fax: (856) 486-2255
South Shore Regional Ofce
1325 Boardwalk
Tennessee Ave. & Boardwalk
Atlantic City, NJ 08401
Phone: (609) 441-3100
Fax: (609) 441-3578
State regulations require all employers covered by the New Jersey Family Leave Act
to display this ofcial poster in places easily visible to all employees. N.J.A.C. 13:8-2.2.
rev.4.5.19
Las regulaciones estatales requieren que todos los empleadores cubiertos por la Ley de Ausencia Familiar
de Nueva Jersey muestren este póster ocial en lugares fácilmente visibles para todos los empleados. N.J.A.C. 13: 8-2.2.
rev. 5.8.19
LNJ21 Print Date: 5/19
La Ley de Ausencia
Familiar de NJ
La Ley de Ausencia Familiar les da derecho a ciertos empleados a tomar hasta 12 semanas de ausencia
familiar en un período de 24 meses sin perder sus trabajos. Con algunas excepciones, los empleadores deben
proporcionar este tipo de ausencia si:
• El EMPLEADOR tiene al menos 50 empleados (o por lo menos 30 empleados a partir de junio 30, 2019), o
es una entidad gubernamental, independientemente de su tamaño.
• El EMPLEADO ha trabajado para ese empleador durante al menos un año y ha trabajado al menos 1,000
horas en los últimos 12 meses.
• La LEY DE AUSENCIA se toma para cuidar o vincularse con un niño dentro de 1 año a partir de la fecha e
nacimiento, o fecha de adopción o cuidado de crianza temporal, o para cuidar a un miembro de la familia o
alguien quién es el “equivalente” de la familia, que tiene una condición de salud grave.
Tome en cuenta que La Ley de Ausencia Familiar de Nueva Jersey no otorga permiso para la propia condición
de salud del empleado.
Los empleados pueden ser elegibles para una ausencia adicional ante la Ley Federal de Licencia Familiar y
Médica.
Excepto cuando las circunstancias emergentes requieren un aviso más corto, el empleado debe dar al
empleador el siguiente aviso antes de tomar la ausencia familiar:
• Para la ausencia intermitente, aviso con al menos 15 días de anticipación;
• Para ausencia consecutiva para cuidar a un recién nacido o un niño colocado para cuidado de crianzao
adopción, aviso de al menos 30 días; y
• Para ausencia consecutiva para cuidar a un miembro de la familia con una condición de salud grave,aviso
“de una manera razonable y practicable.”
• En circunstancias emergentes, el empleado debe avisar al empleador con la mayor anticipación posible.
Para garantizar que el empleado cumpla con los requisitos de elegibilidad, el empleador puede requerir que el
empleado proporcione una certicación de un proveedor de atención médica con respecto a la condición de
salud grave del familiar, la fecha de nacimiento de un recién nacido o la fecha de colocación para adopción o
cuidado de crianza temporal.
Para obtener más información o determinar si es que usted puede poner una queja con DCR, visite
www.NJCivilRights.gov, o comuníquese con una de las ocinas regionales enumeradas a continuación:
Ocina Regional del Norte
31 Clinton Street
Newark, NJ 07102
Phone: (973) 648-2700
Fax: (973) 648-4405
Ocina Central Regional
140 East Front Street
P.O. Box 090
Trenton, NJ 08625-0090
Phone: (609) 292-4605
Fax: (609) 984-3812
Ocina Regional del Sur
5 Executive Campus
Suite 107
Cherry Hill, NJ 08034
Phone: (856) 486-4080
Fax: (856) 486-2255
Ocina Regional de La Costa Sur
1325 Boardwalk
Tennessee Ave. & Boardwalk
Atlantic City, NJ 08401
Phone: (609) 441-3100
Fax: (609) 441-3578
LNJ10 Print Date: 4/18
New Jersey Law Prohibits
Discrimination
in Housing
ON THE BASIS OF: Race, Creed, Color, National Origin, Ancestry, Nationality, Marital or
Domestic Partnership or Civil Union Status, Familial Status, Sex, Pregnancy,
Breastfeeding, Gender Identity or Expression, Affectional or Sexual
Orientation, Disability, Source of Lawful Income or Source of Lawful Rent
Payment (including Section 8), or Liability for Service in the U.S. Armed
Forces.
By: All Persons including Real Estate Agents or Brokers, Financial Institutions,
Property Owners, Landlords, or Building Superintendents, and Their Agents
and Employees
WITH RESPECT TO: • The Sale, Rental or Lease of Real Property
• Listing or Advertising of Real Property
• Receipt or Transmittal of Offers to Purchase or Rent Real Property
• Application and Terms of a Mortgage or Other Loan
REMEDY MAY INCLUDE: An Order Restraining Unlawful Discrimination, Reimbursement for Financial
Loss, Damages for Pain and Humiliation Experienced as a Result of Unlawful
Discrimination, Punitive Damages, and Attorney’s Fees
It is also unlawful to publish employment advertisements which discriminate against persons in
violation of the New Jersey Law Against Discrimination, N.J.S.A. 10:5-1 et seq.
Violations should be reported to the nearest ofce of the NJ Division on Civil Rights at:
866-405-3050 (Toll-Free) or online www.NJCivilRights.gov
Northern Regional Ofce
31 Clinton Street
Newark, NJ 07102
Phone: (973) 648-2700
Fax: (973) 648-4405
Central Regional Ofce
140 East Front Street
P.O. Box 090
Trenton, NJ 08625-0090
Phone: (609) 292-4605
Fax: (609) 984-3812
Southern Regional Ofce
5 Executive Campus
Suite 107
Cherry Hill, NJ 08034
Phone: (856) 486-4080
Fax: (856) 486-2255
South Shore Regional Ofce
1325 Boardwalk
Tennessee Ave. & Boardwalk
Atlantic City, NJ 08401
Phone: (609) 441-3100
Fax: (609) 441-3578
The regulations of the New Jersey Division on Civil Rights require that all real estate brokers
and persons who engage in the business of selling or renting real property who are covered
by the New Jersey Law Against Discrimination shall display this ofcial poster in places
easily visible to all prospective tenants and purchasers. N.J.A.C. 13:8-1.3.
rev. 4.8.18
LNJ22 Print Date: 4/18
La Ley de New Jersey Prohíbe
Discriminación
en Viviendas
POR CAUSA DE: Raza, Credo, Color, Nacionalidad de Origen, Sexo, Embarazo, Lactancia Materna,
Identidad de énero o Expresión, Estado Civil o Socios Domésticos o Uniones
Civilies, Ancestros, Nacionalidad, Orientación Sexual o Afectiva, Incapacidad,
Entradas Legales (incluyendo Sección 8), o Responsabilidad por Servicio en las
Fuerzas Armadas de Estados Unidos.
POR PARTE DE: Los Agentes de Bienes Raíces, las Instituciones Financieras, los Propietarios, los
Dueños o los Superintendentes de· los Edicios y sus Agentes y Empleados
CON RESPECTO A: • La venta o el alquiler o la renta de un propiedad
• Los anuncios de un propiedad
• Ofertas de transmisión para comprar o alquilor
• La aplicación y término de una hipoteca u otro préstamo para la compra
LOS RECLAMOS
PUEDEN INCLUIR:
Un orden a cesar y desistir del comportamiento discriminatorio; reembolso por
pérdida nanciera; remuneración monetaria por daños, perjuicios y humillaciones
como resultado de la discriminación ilegal y los gastos legales.
Los periódicos no pueden publicar anuncios de bienes raíces que contengan cualquier discriminación contra
las personas protegidas por la Ley de New Jersey en Contra de la Discriminación, N.J.S.A. 10:5-1 et seq.
Las violaciones deben ser sometidas a la ocina más cercana o llama a la linea gratis:
866-405-3050 (Sin cargos) ó en internet www.NJCivilRights.gov
Northern Regional Ofce
31 Clinton Street
Newark, NJ 07102
Phone: (973) 648-2700
Fax: (973) 648-4405
Central Regional Ofce
140 East Front Street
P.O. Box 090
Trenton, NJ 08625-0090
Phone: (609) 292-4605
Fax: (609) 984-3812
Southern Regional Ofce
5 Executive Campus
Suite 107
Cherry Hill, NJ 08034
Phone: (856) 486-4080
Fax: (856) 486-2255
South Shore Regional Ofce
1325 Boardwalk
Tennessee Ave. & Boardwalk
Atlantic City, NJ 08401
Phone: (609) 441-3100
Fax: (609) 441-3578
Todos los agents de bienes raíces y personas que se comprometen en el negocio de la venta o
aquiler de propiedades que cubre la Ley de New Jersey Contra la Discriminación N.J.S.A. 10:5-1
tendrán que exhibir el ache ocial de la División de Derechos Civiles de New Jersey en los lugares
de mayor visibilidad para los arrendatarios y compradores N.J.A.C. 13:8-1.3.
rev. 4.8.18
Working Together to Keep New Jersey Working
MW-377 (R-9-06)
LNJ13
Print Date: 10/07
New Jersey Department of Labor and Workforce Development is an equal
opportunity employer with equal opportunity programs. Auxiliary aids and
services are available upon request to individuals with disabilities.
If you need this document in Braille or large print, call (609) 292-2305.
TTY users can contact this department through New Jersey Relay: 7-1-1.
The New Jersey Department of Labor
To be posted in a conspicuous place
New Jersey Mandatory Overtime Restrictions for Health Care Facilities
N.J.S.A. 34:11-56a31, et seq.
Conditions
• A health care facility shall not require an hourly employee who provides direct patient care to work in excess of an agreed to, predetermined
and regularly scheduled daily work shift, not to exceed 40 hours per week.
“Direct patient care activities” are activities in which an employee provides direct
service to patients in a clinical setting - including the emergency department, in-
patient bedside, operating room or other clinical specialty treatment areas.
• Mandatory overtime cannot be used to compensate for “chronic short stafng.”
• An hourly wage employee may agree to work overtime strictly on a voluntary basis or volunteer to be on call.
• An hourly wage employee’s refusal to accept overtime shall not be grounds for retaliatory action, workplace discrimination, dismissal,
discharge or any other penalty or adverse employment decision.
Exemptions
Overtime may be mandated in the case of unforeseeable, emergent circumstances only as a last resort and where the employer has ex-
hausted reasonable efforts to obtain stafng as follows:
• Seeks individuals to volunteer to work extra time from all available, qualied staff who are working at the time of the unforeseeable,
emergent circumstance;
• Contacts qualied employees who have made themselves available to work extra time;
• Seeks and makes use of per diem staff; and
• Seeks personnel from a contracted temporary agency when such stafng is permitted by law, regulation, or an applicable collective bar-
gaining agreement.
Exhaustion of reasonable efforts is not required as follows:
• In the event of any declared, national, state or municipal emergency including, but not limited to, an act of terrorism, a disease outbreak,
adverse weather conditions or natural disaster;
• When a health care facility disaster plan is activated; or
• In the event of any unforeseen disaster, natural or man-made, or other catastrophic event which substantially affects or increases the need
for health care services.
The prohibition against mandatory overtime does not apply when an employee is participating in a procedure in progress and it would
be detrimental to the patient’s health if the employee was not in attendance. However, this exemption does not apply for elective procedures
scheduled such that the length of time ordinarily required to complete the procedure would exceed the employee’s scheduled end of shift.
Penalties
• Any employer who violates any provisions of this Act shall be guilty of a disorderly persons offense and, upon conviction, shall be punished
by a ne of not less mat $100 nor more than $1,000.
• As an alternative to, or in addition to, any other sanctions provided by law for violations, the Commissioner of Labor is authorized to assess
and collect administrative penalties, up to a maximum of $250 for a rst violation and up to a maximum of $500 for each subsequent viola-
tion.
• Each incident during which any violation of this provision occurs shall constitute a separate and distinct offense.
Enforced by:
New Jersey Department of Labor and Workforce Development
Division of Wage and Hour Compliance
PO Box 389
Trenton, New Jersey 08625-0389
NO
SMOKING
VIOLATORS ARE SUBJECT TO FINE.
New Jersey Smoke-Free Air Act
N.J.S.A. 26:3D-55
LNJ15
Print Date: 04/06
NO
FUMAR
VIOLADORES PODRIÁN SER MULTADOS.
New Jersey Smoke-Free Air Act
N.J.S.A. 26:3D-55
LNJ19
Print Date: 04/06
New Jersey Smoke-Free Air Act
N.J.S.A. 26:3D-55
LNJ16
SMOKING
PERMITTED
Print Date: 4/06
New Jersey Smoke-Free Air Act
N.J.S.A. 26:3D-55
LNJ20
PERMITIDO
FUMAR
Print Date: 4/06
PR-2 (4/19)
Print Date: 4/19LNJ28
New Jersey Department of Labor and Workforce Development
Your employer is subject to the
Family Leave Insurance
provisions of the New Jersey Temporary Disability Benets Law
New Jersey law provides up to 6 weeks of family leave insurance benets. Beginning July 1, 2020, the
law will allow up to 12 weeks of continuous family leave or 56 days of intermittent leave. Employees
who are covered by family leave insurance can apply for benets to:
• bond with a child within 12 months of the child’s birth or placement by adoption or foster care. The
applicant, or the applicant’s spouse or domestic or civil union partner, must be the child’s biological,
adoptive or foster parent, unless a surrogate carried the child.
• care for a family member with a serious health condition. Supporting documentation from a health
care provider is mandatory.
• care for a victim of domestic violence or a sexually violent offence or for a victim’s family member.
“Family member” means a child, parent, parent-in-law, sibling, grandparent, grandchild, spouse,
domestic partner, civil union partner, and any other person related by blood to the employee or with
whom the employee has a close association that is the equivalent of a family relationship.
“Child” means a biological, adopted, or foster child, stepchild or legal ward of a parent. A child
gained by way of a valid written contract between the parent and a surrogate (gestational carrier) is
included in this denition.
State Family Leave Insurance Plan (“state plan”)
You can get program information and an application for family leave benets (form FL-1) online at
myleavebenets.nj.gov, by phone at 609-292-7060, or by mail: Division of Family Leave Insurance, P.O.
Box 387, Trenton, NJ 08625-0387.
New mothers who receive temporary disability benets through the state plan for their pregnancy will
get instructions on how to le for family leave benets after the child is born.
Private Family Leave Insurance Plan (“private plan”)
An employer may provide family leave insurance through a private insurance carrier, if this Division
approves the plan. If your employer has an approved private plan, your employer must provide
information about coverage and provide the forms to apply for benets.
Who pays for Family Leave Insurance?
Payroll contributions from employees nance this program. Family leave insurance coverage under
the state plan will require contributions to be deducted from employee wages. The deductions must be
noted on the employee’s pay envelope, paycheck, or on some other form of notice. In 2018, the taxable
wage base for family leave insurance benets is the same as the taxable wage base for unemployment
and temporary disability insurance.
Enforced by: NJ Department of Labor and Workforce Development
Division of Temporary Disability Insurance, PO Box 387, Trenton, NJ 08625-0387
This and other required employer posters are available free online at nj.gov/labor, or from
the Ofce of Constituent Relations, PO Box 110, Trenton, NJ 08625-0110 • 609-777-3200.
The New Jersey Department of Labor and Workforce Development is an equal
opportunity employer with equal opportunity programs. Auxiliary aids and services are
available upon request to individuals with disabilities.
Display this poster in a conspicuous place
PR-2S (R-11-08)
Print Date: 2/09
LNJ29
Departamento de Trabajo y Desarrollo de la Fuerza Laboral de New Jersey
( Este Cartel debe ser jado en un lugar visible)
Este empleador está sujeto a las estipulaciones de los benecios de Seguro por
Ausencia Familiar de la Ley de Benecios de Seguro por Incapacidad Temporal de New Jersey.
Comenzando Julio 1, 2009, la Ley de New Jersey proporcionará hasta seis (6) semanas de benecios bajo la Ley de Seguro por Ausencia Familiar. Los
benecios son pagaderos a los empleados cubiertos bajo el Plan Estatal de New Jersey o bajo un Plan Privado aprobado
proveído por el empleador para:
• Para cuidar a un niño recién nacido durante los primeros 12 meses después de el día de nacimiento del niño, si el empleado cubierto o pareja
doméstica o pareja de unión civil del empleado cubierto, es el padre/madre biológico del niño, o los primeros 12 meses después de la
adopción de un niño por el empleado cubierto.
• Cuidado para un miembro de la familia con una condición de salud grave que ha sido respaldada por una certicación proporcionada por
un proveedor médico. Los reclamos pueden ser presentados por seis semanas consecutivas, por semanas intermitentes, o por 42 días
intermitentes durante un periodo de 12 meses comenzando el primer día de la aplicación.
Un miembro de familia signica un niño, un esposo(a), una pareja doméstica, una pareja de unión civil o los padres de un individuo cubierto.
Un niño signica un niño, biológico, adoptado, o niño de crianza (foster), hijastro o un niño bajo tutela judicial de un individuo cubierto, o
un niño de una pareja doméstica del individuo cubierto, o niño de una pareja de unión civil del individuo cubierto, que sea menor de 19 años
de edad o que tenga 19 años de edad o más si éste es incapaz de cuidar de sí mismo debido a una incapacidad mental o física.
Plan Estatal de New Jersey
Empleados cubiertos bajo el Plan Estatal de New Jersey pueden obtener información perteneciente del programa y una aplicación para
benecios de la Ley de Ausencia Familiar (Forma FL-1), después de junio 1, 2009, visitando el sitio web del Departamento de Trabajo y Desarrollo de
la Fuerza Laboral de New Jersey a www.nj.gov/labor, llamando a la División de Benecios de Incapacidad Temporal, sección del Servicio de Atención
al Cliente al (609) 292-7060, o escribiendo a Division of Temporary Disability Insurance, PO Box 387, Trenton, NJ 08625-0387.
Si la empleada está recibiendo benecios de Incapacidad Temporal del Plan Estatal por embarazo, después de que nazca el niño, la División le enviará
a la empleada información con instrucciones para completar una aplicación para los benecios de Seguro por Ausencia Familiar para cuidar el recién
nacido. Si se hace un reclamo para benecios de Seguro por Ausencia Familiar, los benecios empiezan inmediatamente empezando inmediatamente
después que la empleada se recupere de la incapacidad relacionada con el embarazo, ella será pagada el mismo benecio semanal que recibió en dicha
reclamación y no habrá un periodo de espera requerido.
Plan Privado
Un empleador puede elegir si proveerá a sus empleados con cobertura de benecios de Seguro por Ausencia Familiar bajo un plan privado aprobado
por la División de Seguro por Incapacidad Temporal. La División no aprobará un Plan Privado que requiere contribuciones de los empleados a menos
que una mayoría de los empleados cubiertos por el Plan Privado hayan acordado a la cobertura del Plan Privado por elección escrita. Los empleadores
proporcionarán la información con respecto al Plan Privado y los formularios apropiados para reclamar benecios a los empleados cubiertos bajo el
Plan Privado.
Financiación del Programa
Este programa es nanciado por contribuciones hechas por el empleado. Comenzando el 1ro de enero del 2009, los empleadores tienen autorización
para deducir la contribución de los salarios del empleado de todos los empleados cubiertos bajo el Plan Estatal. Estas deducciones deben aparecer en el
sobre de pago del empleado, el cheque o en otra forma de noticación. La base del salario sujeta a impuestos para los benecios de Seguro por Ausen-
cia Familiar es la misma base sujeta a impuestos para los benecios de Seguro por Desempleo y los benecios de Seguro por Incapacidad Temporal.
Los empleados cubiertos bajo un plan privado aprobado no tendrán contribuciones deducidas de sus salarios para los benecios de Seguro por Ausencia
Familiar a menos que una mayoría de los trabajadores hayan acordado a contribuir a un plan privado aprobado. Si los empleados acuerdan a contribuir
al Plan Privado, las contribuciones no pueden exceder los pagos hechos por los trabajadores cubiertos bajo el Plan Estatal.
El cumplimiento de esta ley esta a cargo del:
New Jersey Department of Labor
and Workforce Development
Division of Temporary Disability Insurance
PO Box 387
Trenton, New Jersey 08625-0387
LWD es un empleador con Oportunidades de Igualdad y con programas de oportunidad de
igualdad. Ayudas Auxiliares y servicios están disponibles cuando sean necesarios para los
individuos con incapacidades.
Si usted necesita éste documento en Braille o en letra grande, llame al (609) 292-2680. Si
usa el TTY puede comunicarse con este departamento a traves de New Jersey Relay: 7-1-1
MW-400 (3/18) LNJ30/1
New Jersey Department of Labor and Workforce Development
Chapter 194, Laws of New Jersey, 2009, Relating to
Employer Obligation to Maintain and Report Records
Regarding Wages, Benets, Taxes and Other Contributions and Assessments Pursuant to State Wage, Benet
and Tax
Wage Payment Law (N.J.S.A. 34:11‑4.1 et seq.) and
Wage and Hour Law (N.J.S.A. 34:11‑56a et seq.)
Each employer must keep a record of each employee which contains the following information:
1. The name of the employee;
2. The address of the employee;
3. The birth date of the employee if the employee is under the age of 18;
4. The total hours worked by the employee each day and each workweek;
5. The earnings of each employee, including the regular hourly wage, gross to net amounts with itemized deductions,
and the basis on which wages are paid;
6. Regarding each employee who receives gratuities, the total gratuities received by the employee during the payroll
week;
7. Regarding each employee who receives gratuities, daily or weekly reports completed by the employee containing
the following information: (a) the employee’s name, (b) the employee’s address, (c) the employee’s social security
number, (d) the name and address of the employer, (e) the calendar day or week covered by the report, and (f) the
total amount of gratuities received; and
8. Regarding each employee for whom the employer claims credit for food or lodging as a cash substitute for the
employee who receives food or lodging supplied by the employer, information substantiating the cost of furnishing
such food or lodgings, including but not limited to the nature and amount of any expenditures entering into the
computation of the fair value of the food or lodging and the date required to compute the amount of the depreciated
investment in any assets allocable to the furnishing of the lodgings, including the date of acquisition or construction,
the original cost, the rate of depreciation and the total amount of accumulated depreciation on such assets.
The employer may use any system of time keeping provided that it is a complete, true and accurate record.
The employer must keep the wage and hour records described above for a period of six years.
The employer must keep the wage and hour records described above at the place of employment or in a central ofce in
New Jersey.
Prevailing Wage Act (N.J.S.A. 34:11‑56.25 et seq.)
The Prevailing Wage Act applies to employers only under certain circumstances.
Specically, it applies only when an employer enters into a contract in excess of the prevailing wage contract threshold
amount for any public work (as the term “public work” is dened at N.J.S.A. 34:11‑56.26) to which any public body is a
party or for public work to be done on a property or premises owned by a public body or leased or to be leased by a public
body.
Each public works contractor must submit to the public body or lessor which contracted for the public works project a
certied payroll record containing the following employee information:
1. Name;
2. Address;
3. Social security number;
4. Craft or trade;
5. Actual hourly rate of pay;
6. Actual daily, overtime and weekly hours worked in each craft or trade;
7. Gross pay;
8. Itemized deductions;
9. Net pay paid to the employee;
MW-400 (3/18) LNJ30/2
10. Any fringe benets paid to approved plans, funds or programs on behalf of the employee; and
11. Fringe benets paid in cash to the employee.
Each public works contractor must, within 10 days of payment of wages, submit the certied payroll record to the public
body or the lessor which contracted for the public works project.
Each public works contractor which employs one or more apprentices on a public works project must maintain with its
records written evidence that the apprentice or apprentices are registered in an approved apprenticeship program while
performing work on the project.
Unemployment Compensation Law (N.J.S.A. 43:21‑1 et seq.),
Temporary Disability Benets Law (N.J.S.A. 43:21‑25 et seq.) and
Family Leave Insurance Benets Law, P.L. 2008, c. 17.
Payroll records: Each employing unit must maintain a record for each worker engaged in employment, which record must
contain the following information about the worker:
1. Full name, address and social security number;
2. Total remuneration paid in each pay period showing separately cash, including commissions and bonuses; the cash
value of all compensation in any medium other than cash; gratuities received regularly in the course of employment if
reported by the employee, or if not so reported, the minimum wage rate prescribed under applicable laws of this State
or of the United States, or the amount of remuneration actually received by the employee, whichever is higher, and
service charges collected by the employer and distributed to workers in lieu of gratuities and tips;
3. An entry under the heading “special payments” of the amount of any special payments, such as bonuses and gifts,
which have been paid during the pay period but which relate to employment in a prior period. The following shall be
shown separately under this heading: cash payments, cash value of other remuneration, the nature of such payments,
the period during which the services were performed for which special payments were payable;
4. The date hired, rehired and returned to work after temporary layoff;
5. The date separated from employment and the reason for separation;
6. Such information as may be necessary to determine remuneration on a calendar week basis; and
7. The number of base weeks (as the term “base week” is dened in N.J.S.A. 43:21‑19(t)) and wages.
All records referred to in 1. through 7. above must be kept safe and readily accessible at the New Jersey place of
business of the employing unit.
All records referred to in 1. through 7. above must be retained for the current calendar year and for the four preceding
calendar years.
Once an employer becomes inactive, the employer must keep all records referred to in 1. through 7. above for the
subsequent six quarters.
Wage reporting: Each employer (other than employers of domestic service workers) must electronically le a WR‑30,
“Employer Report of Wages Paid,” with the Division of Revenue, within the Department of the Treasury, within 30 days
after the end of each quarter. The WR‑30 lists the name, social security number and wages paid to each employee and
the number of base weeks worked by the employee during the calendar quarter.
Each employer of domestic service workers (as the term “domestic service worker” is dened at N.J.A.C. 12:16‑13.7(b))
must le an annual, rather than quarterly, WR‑30 with the Division of Revenue, within the Department of the Treasury.
Contribution reporting: Each employer (other than employers of domestic service workers) must electronically le an
NJ‑927, “Employer’s Quarterly Report,” with the Division of Revenue, within the Department of the Treasury, and remit
the corresponding unemployment insurance, supplemental workforce fund, workforce development partnership fund,
temporary disability insurance and family leave insurance contribution payments, within 30 days after the end of each
quarter. The NJ‑927 lists the total of all wages paid, the wages paid in excess of the taxable maximum, the taxable wages
on which contributions are due, the number of workers employed during the pay period, the number of workers insured
under a “private plan” for temporary disability insurance and the number of workers insured under a “private plan” for
family leave insurance.
Each employer of domestic service workers (as the term “domestic service worker” is dened in N.J.A.C. 12:16‑13.11(c))
must le an annual, rather than quarterly, NJ‑927H, “Domestic Employer’s Annual Report,” with the Division of Revenue,
within the Department of the Treasury.
Temporary Disability Insurance and Family Leave Insurance information: Each employer must retain all records pertaining
to any election to discontinue a private plan for temporary disability insurance and/or family leave insurance benets and
MW-400 (3/18) LNJ30/3
must make such records available for inspection by the Division of Temporary Disability Insurance for a one‑year period
from the date that the private plan is terminated.
Each employer having a private plan for temporary disability insurance and/or family leave insurance must, within 10 days
after the Division of Temporary Disability Insurance has mailed the employer a request for information with respect to a
period of disability, furnish the Division with any information requested or known to the employer which may bear upon the
eligibility of the claimant.
Each employer having two or more approved private plans in effect during a calendar half‑year or any portion thereof
must, on or before the 30
th
day following the close of the calendar half‑year, le a report showing the amount of taxable
wages paid during such calendar half‑year to employees while covered under each such private plan.
Each employer who provides temporary disability insurance to its employees through a self‑insured private plan must, for
the six‑month periods ending June 30 and December 31 of each calendar year during which the selnsured private plan is
in effect, le a statement with the Division of Temporary Disability Insurance, on or before the 30
th
day following the end of
the respective six‑month period showing:
1. The number of claims received during the six‑month period,
2. The number of claims accepted during the six‑month period,
3. The amount of benets paid during the six‑month period, and
4. Such other information as the Division of Temporary Disability Insurance may require with respect to the nancial
ability of the self‑insurer to meet the self‑insured’s obligations under the plan.
On or before the 30
th
day following the close of each calendar year during which a self‑insured private plan for temporary
disability insurance is in effect, the employer must le a report with the Division of Temporary Disability Insurance showing:
1. The amount of funds available at the beginning of that year for payment of disability benets,
2. The amount contributed by workers during that year,
3. The amount contributed by the employer during that year,
4. The amount of disability benets paid during that year,
5. Direct cost of administration of the plan during that year, and
6. The number of employees covered by the plan as of December 31.
Each employer who provides family leave insurance to its employees through a self‑insured private plan must for the
one‑year period ending December 31 of each calendar year during which a self‑insured private plan is in effect le a
statement with the Division of Temporary Disability Insurance, on or before the 30
th
day following the end of the one‑year
period showing the following information with regard to each of the following types of claims: care of a sick child, care of a
sick spouse, care of a sick domestic partner, care of a sick civil union partner, care of a sick parent, bonding by biological
parent with a newborn child, bonding by domestic partner or civil union partner of biological parent with a newborn child,
bonding by individual with newly adopted child:
1. The number of claims for family leave insurance benets received during the one‑year period,
2. The number of claims for family leave insurance benets accepted during the one‑year period,
3. The number of workers who received family leave insurance benets during the one‑year period,
4. The amount of family leave insurance benets paid during the one‑year period,
5. The average weekly family leave insurance benet during the one‑year period,
6. The amount of sick leave, vacation leave or other fully paid time, which resulted in reduced benet duration during the
one‑year period,
7. With regard solely to family leave insurance benet claims to care for sick family members, the amount of intermittent
family leave insurance benets paid during the one‑year period, and
8. The average duration of family leave insurance benets, in days, during the one‑year period.
The information reported in 1. through 8. above must be broken down by sex and by age group, beginning at 25 years
and under and increasing in increments of 10.
On or before the 30
th
day following the close of each calendar year during which a self‑insured private plan for family
leave insurance is in effect, the employer must le a report with the Division of Temporary Disability Insurance showing:
1. The amount of funds available at the beginning of that year for payment of family leave insurance benets,
2. The amount contributed by workers during that year,
3. The direct cost of administration of the plan during that year,
4. The number of employees covered by the plan as of December 31, and
5. Such other information as the Division of Temporary Disability Insurance may require with respect to the nancial
ability of the self‑insurer to meet the self‑insured’s obligation under the plan.
MW-400 (3/18) LNJ30/4
Workers’ Compensation Law (N.J.S.A. 34:15‑1 et seq.)
Upon the happening of an accident or the occurrence of any occupational disease, an employer who has insurance
coverage or utilizes a third‑party administrator shall promptly furnish the insurance carrier or the third‑party administrator
with accident or occupational disease information.
Within three weeks after an accident or upon knowledge of the occurrence of an occupational disease, every insurance
carrier, third‑party administrator, statutory non‑insured employer, including the State, counties, municipalities and school
districts, and duly authorized self‑insured employer not utilizing a third‑party administrator must le a report designated
as “rst notice of accident” in electronic data interchange media with the Division of Workers’ Compensation through
the Compensation Rating and Inspection Bureau in a format prescribed by the Compensation Rating and Inspection
Bureau. When led by an insurance carrier or third‑party administrator, the report must also be sent to the employer. If
the employer disagrees with the report, the employer may prepare and sign an amended report and le the amended
report with the insurance carrier or third‑party administrator. The amended report must then be led electronically with the
Division through the Compensation Rating and Inspection Bureau.
Every insurance carrier providing workers’ compensation insurance and every workers’ compensation self‑insured
employer shall designate a contact person who is responsible for responding to issues concerning medical and temporary
disability benets where no claim petition has been led or where a claim petition has not been answered. The full name,
telephone number, mailing address, email address and fax number of the contact person must be submitted to the
Division of Workers’ Compensation utilizing the Division’s contact person form in the manner instructed on the form.
Each employer, when directed to do so by the Division of Workers’ Compensation, must submit to the Division of Workers’
Compensation copies of such medical certicates and reports as it may have on le.
Gross Income Tax Act (N.J.S.A. 54A:1‑1 et seq.)
Employer’s Quarterly Report: The Employer’s Quarterly Report, NJ‑927, reports New Jersey Gross Income Tax withheld,
unemployment insurance, supplemental workforce fund, workforce development partnership fund, family leave insurance
and temporary disability insurance wage and withholding information.
Each employer is required to electronically le an Employer’s Quarterly Report, NJ‑927, for each calendar quarter,
regardless of the amount of tax actually due for a particular quarter. Quarterly reports are due on the 30th day of the
month following the end of each quarter.
Employers of “domestic service workers” may report and pay New Jersey Gross Income Tax withheld on an annual, rather
than quarterly, basis on an NJ‑927H.
Records to be kept: Every employer is required to keep all pertinent records available for inspection by authorized
representatives of the New Jersey Division of Taxation. Such records must include the following:
1. The amounts and dates of all wage payments subject to New Jersey Gross Income Tax;
2. The names, addresses and occupations of employees receiving such payments;
3. The periods of their employment;
4. Their social security numbers;
5. Their withholding exemption certicates;
6. The employer’s New Jersey Taxpayer Identication Number;
7. Record of weekly, monthly, quarterly remittances and/or returns and annual returns led;
8. The dates and amounts of payments made; and
9. Days worked inside and outside of New Jersey for all nonresident employees.
MW-400 (3/18) LNJ30/5
This notice must be conspicuously posted. Not later than December 7, 2011,
each employee must also be provided a written copy of the notice or, for
employees hired after November 7, 2011, a written copy of the notice must
be provided at the time of the employee’s hiring. See N.J.A.C. 12:2‑1.3 for
alternate methods of posting and distribution by electronic means.
Print Date: 5/18
Contact Information
If an employee or an employee’s authorized representative wishes to contact a State representative in order to provide
information to or le a complaint with the representative regarding an employer’s possible failure to meet any of the
requirements set forth above, he or she may use the following contact information:
For possible failure to meet the record keeping or reporting requirements of the Wage Payment Law, Wage and Hour
Law or Prevailing Wage Act:
Phone: 609‑292‑2305
E‑mail: [email protected]
Mail: New Jersey Department of Labor and Workforce Development
Division of Wage and Hour Compliance
P.O. Box 389
Trenton, NJ 08625‑0389
For possible failure to meet the record keeping or reporting requirements of the Unemployment Compensation Law,
Temporary Disability Benets Law or Family Leave Insurance Benets Law:
Phone: 609‑292‑2810
E‑mail: [email protected]
Mail: New Jersey Department of Labor and Workforce Development
Division of Employer Accounts
P.O. Box 947
Trenton, NJ 08625‑0947
For possible failure to meet the record keeping or reporting requirements of the Workers’ Compensation Law:
Phone: 609‑292‑2515
E‑mail: [email protected]
Mail: New Jersey Department of Labor and Workforce Development
Division of Workers’ Compensation
P.O. Box 381
Trenton, NJ 08625‑0381
For possible failure to meet the record keeping or reporting requirements of the Gross Income Tax Act:
Phone: 609‑292‑6400
E‑mail: [email protected]
Mail: New Jersey Department of the Treasury
Division of Taxation
Information and Publications Branch
P.O. Box 281
Trenton, NJ 08625‑0281
PR-1B (R-6-05)
Print Date: 8/13
LNJ31
Department of Labor and Workforce Development
UNEMPLOYMENT INSURANCE
TO
EMPLOYEES OF
GOVERNMENTAL ENTITIES AND INSTRUMENTALITIES
YOUR EMPLOYER is subject to the New Jersey Unemployment Compensation Law.
Benets are payable to workers who lose their jobs or who are working less than full-time because of a lack of
full-time work and who meet the eligibility requirements of the law.
If you become totally or partially unemployed , le a claim for unemployment benets as soon
as possible. You may le your claim by telephoning a Reemployment Call Center, or if you meet
certain requirements, via the Internet at www.njuile.net
Union City Call Center (serves northeast NJ) (201) 601-4100
Freehold Call Center (serves northwest & central NJ) (732) 761-2020
Cumberland Call Center (serves southern NJ) (856) 507-2340
Both employers and workers participate in the nancing of the Unemployment Insurance program. The
employer has the option of either reimbursing the Unemployment Trust Fund for any unemployment benets
paid to former employees, or paying contributions based on taxable payroll. The taxable wage base is subject to
change each calendar year. The deduction must be noted on your paycheck stub, pay envelope, or by some other
form of notice, as well as your W-2 form.
TEMPORARY DISABILITY INSURANCE
Your employer is not subject to the New Jersey Temporary Disability Benets Law
County and municipal governments as well as other governmental entities (with the exception of State
government) are excluded from automatic coverage under the New Jersey Temporary Disability Benets
Law. They may, however, elect coverage for their workers effective January 1 of any calendar year. Your
employer has chosen not to elect this coverage. Therefore, you would not be eligible for benets under New
Jersey’s Temporary Disability Insurance Program based on wages with t his employer.
IMPORTANT
EVERY EMPLOYER SUBJECT TO NEW JERSEY UNEMPLOYMENT COMPENSATION LAW, INCLUDING THOSE WHO HAVE
VOLUNTARILY ELECTED TO BECOME SUBJECT, MUST POST AND MAINTAIN PRINTED NOTICES INFORMING WORKERS OF THE
EMPLOYER’S COVERAGE.
ADDITIONAL COPIES OF THIS POSTER MAY BE OBTAINED BY WRITING:
DEPARTMENT OF LABOR AND WORKFORCE DEVELOPMENT
OFFICE OF CONSTITUENT RELATIONS
PO BOX 110
TRENTON, NEW JERSEY 08625-0110
(609) 777-3200
COPIES MAY ALSO BE OBTAINED THROUGH OUR WEBSITE AT:
www.nj.gov/labor
AD-289 (9/13)
Print Date: 9/13
LNJ32
New Jersey SAFE Act
The New Jersey Security and Financial Empowerment Act (“NJ SAFE Act”), P.L. 2013, c.82, provides that certain
employees are eligible to receive an unpaid leave of absence, for a period not to exceed 20 days in a 12-month period,
to address circumstances resulting from domestic violence or a sexually violent offense. To be eligible, the employee
must have worked at least 1,000 hours during the immediately preceding 12-month period. Further, the employee must
have worked for an employer in the State that employs 25 or more employees for each working day during each of 20 or
more calendar workweeks in the then-current or immediately preceding calendar year.
Leave under the NJ SAFE Act may be taken by an employee who is a victim of domestic violence, as that term is dened
in N.J.S.A. 2C:25-19, or a victim of a sexually violent offense, as that term is dened in N.J.S.A. 30:4-27.6. Leave may
also be taken by an employee whose child, parent, spouse, domestic partner, or civil union partner is a victim of domestic
violence or a sexually violent offense.
Leave under the NJ SAFE Act may be taken for the purpose of engaging in any of the following activities as they relate
to an incident of domestic violence or a sexually violent offense:
(1) Seeking medical attention for, or recovering from, physical or psychological injuries caused by domestic or sexual
violence to the employee or the employee’s child, parent, spouse, domestic partner or civil union partner
(2) Obtaining services from a victim services organization for the employee or the employee’s child, parent, spouse,
domestic partner, or civil union partner
(3) Obtaining psychological or other counseling for the employee or the employee’s child, parent, spouse, domestic
partner or civil union partner
(4) Participating in safety planning, temporarily or permanently relocating, or taking other actions to increase the
safety from future domestic violence or sexual violence or to ensure the economic security of the employee or the
employee’s child, parent, spouse, domestic partner or civil union partner
(5) Seeking legal assistance or remedies to ensure the health and safety of the employee or the employee’s child,
parent, spouse, domestic partner, or civil union partner, including preparing for or participating in any civil or
criminal legal proceeding related to or derived from domestic violence or sexual violence; or
(6) Attending, participating in or preparing for a criminal or civil court proceeding relating to an incident of domestic
or sexual violence of which the employee or the employee’s child, parent, spouse, domestic partner, or civil union
partner, was a victim.
Leave under the NJ SAFE Act must be used in the 12-month period immediately following an instance of domestic
violence or a sexually violent offense. The unpaid leave may be taken intermittently in intervals of no less than one day.
The unpaid leave shall run concurrently with any paid vacation leave, personal leave, or medical or sick leave that
the employee elects to use or which the employer requires the employee to use during any part of the 20-day period
of unpaid leave. If the employee requests leave for a reason covered by both the NJ SAFE Act and the Family Leave Act,
N.J.S.A. 34:11B-1 et seq., or the federal Family and Medical Leave Act, 20 U.S.C. 2601 et seq., the leave shall count
simultaneously against the employee’s entitlement under each respective law.
Employees eligible to take leave under the NJ SAFE Act must, if the necessity for the leave is foreseeable, provide the
employer with written notice of the need for the leave. The employee must provide the employer with written notice as far
in advance as reasonable and practicable under the circumstances. The employer has the right to require the employee
to provide the employer with documentation of the domestic violence or sexually violent offense that is the basis for the
leave. The employer must retain any documentation provided to it in this manner in the strictest condentiality, unless the
disclosure is voluntarily authorized in writing by the employee or is authorized by a federal or State law, rule or regulation.
The NJ SAFE Act also prohibits an employer from discharging, harassing or otherwise discriminating or retaliating or
threatening to discharge, harass or otherwise discriminate against an employee with respect to the compensation, terms,
conditions or privileges of employment on the basis that the employee took or requested any leave that the employee
was entitled to under the NJ SAFE Act, or on the basis that the employee refused to authorize the release of information
deemed condential under the NJ SAFE Act.
To obtain relief for a violation of the NJ SAFE Act, an aggrieved person must le a private cause of action in the Superior
Court within one year of the date of the alleged violation.
This notice must be conspicuously displayed.
AD-290 (1/14)
LNJ33
Print Date: 12/13
Right to be Free of Gender Inequity
or Bias in Pay, Compensation, Benets
or Other Terms and Conditions of Employment
New Jersey and federal laws prohibit employers from discriminating against an individual with respect
tohis/herpay,compensation,benets,orterms,conditionsorprivileges
of employment because of the individual’s sex.
FEDERAL LAW
Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on, among other things,
an individual’s sex. Title VII claims must be led with the United States Equal Employment Opportunity
Commission (EEOC) before they can be brought in court. Remedies under Title VII may include an
order restraining unlawful discrimination, back pay, and compensatory and punitive damages.
The Equal Pay Act of 1963 (EPA) prohibits discrimination in compensation based on sex. EPA claims can
be led either with the EEOC or directly with the court. Remedies under the EPA may include the amount
of the salary or wages due from the employer, plus an additional equal amount as liquidated damages.
Please be mindful that in order for a disparity in compensation based on sex to be actionable under the EPA,
it must be for equal work on jobs the performance of which requires equal skill, effort, and responsibility, and
which are performed under similar working conditions.
There are strict time limits for ling charges of employment discrimination. For further information,
contact the EEOC at 800-669-4000 or at www.eeoc.gov.
NEW JERSEY LAW
The New Jersey Law Against Discrimination (LAD) prohibits employment discrimination based on, among
other things, an individual’s sex. LAD claims can be led with the New Jersey Division on Civil Rights
(NJDCR) or directly in court. Remedies under the LAD may include an order restraining unlawful
discrimination, back pay, and compensatory and punitive damages.
Another State law, N.J.S.A. 34:11-56.1 et seq., prohibits discrimination in the rate or method of payment
of wages to an employee because of his or her sex. Claims under this wage discrimination law may be
led with the New Jersey Department of Labor and Workforce Development (NJDLWD) or directly in
court. Remedies under this law may include the full amount of the salary or wages owed, plus
an additional equal amount as liquidated damages.
Please be mindful that under the State wage discrimination law a differential in pay between employees based
on a reasonable factor or factors other than sex shall not constitute discrimination.
There are strict time limits for ling charges of employment discrimination. For more information regarding
LAD claims, contact the NJDCR at 609-292-4605 or at www.njcivilrights.gov. For information concerning
N.J.S.A. 34:11-56.1 et seq., contact the Division of Wage and Hour Compliance within the NJDLWD
at 609-292-2305 or at http://lwd.state.nj.us.
This notice must be conspicuously displayed.
AD-290S (1/14)
LNJ34
Print Date: 1/14
Derecho a estar exento de desigualdad o discriminación
de género con respecto al pago, la remuneración, los benecio
o cualquier otro término o condición de empleo
Las leyes de New Jersey y federales prohíben a los empleadores discriminar contra cualquier persona con respecto
a su pago, remuneración, benecios o cualquier otro término, condición o privilegio de empleo debido a su género.
LEYES FEDERALES
El Título VII de la Ley de Derechos Civiles de 1964 prohíbe la discriminación laboral debido al género de la persona,
entre otras cosas. Las reclamaciones acordes al Título VII deben ser presentadas ante la Comisión de Igualdad de Opor-
tunidades en el Empleo de los Estados Unidos (EEOC, por sus siglas en inglés) antes de que puedan ser presentadas
ante un tribunal. Entre los recursos legales conforme al Título VII están: una orden que prohíba los actos ilícitos de dis-
criminación, que se pague remuneración con carácter retroactivo, y que se pague por daños compensatorios y punitivos.
La Ley de Igualdad Salarial de 1963 (EPA, por sus siglas en inglés) prohíbe la discriminación con respecto a la remuner-
ación basado en el género de la persona. Las reclamaciones acordes a EPA se pueden presentar ya sea ante la EEOC
o directamente antes los tribunales. Entre los recursos legales conforme a EPA están: la retribución de las
sumas de salarios o sueldos que el empleador deba, además de una suma adicional equivalente por daños
y perjuicios liquidados.
Se le ruega tener en cuenta que para que una reclamación por desigualdad de remuneración basado en el género
proceda conforme a la EPA, tiene que ser por el mismo tipo de trabajo en empleos en los que su rendimiento exija las
mismas destrezas, el mismo esfuerzo y las mismas responsabilidades, las cuales se realizan en las mismas condiciones
de trabajo.
Existen estrictos límites en cuanto al plazo de tiempo del que se dispone para presentar reclamaciones por discrimi-
nación laboral. Para mayor información, comuníquese con la EEOC, llamando al 800-669-4000 o en www.eeoc.gov.
LEYES DE NEW JERSEY
La Ley contra la Discriminación en New Jersey (LAD, por sus siglas en inglés) prohíbe la discriminación laboral debido
al género de la persona, entre otras cosas. Las reclamaciones conforme a LAD se pueden presentar a la División de
Derechos Civiles de New Jersey (NJDCR, por sus siglas en inglés) o directamente ante los tribunales. Entre los recursos
legales conforme a LAD están: una orden que prohíba los actos ilícitos de discriminación, que se pague remuneración
con carácter retroactivo, y que se pague por daños compensatorios y punitivos.
Otra ley estatal, N.J.S.A. 34:11-56.1 y siguientes, también prohíbe la discriminación respecto a la tasa salarial o el
método de pago de salarios al empleado debido a su género. Las reclamaciones conforme a esta ley contra la discrimi-
nación con respecto a los salarios se pueden presentar ante el Departamento de Trabajo y Desarrollo de la Fuerza Lab-
oral de New Jersey (NJDLWD, por sus siglas en inglés) o directamente antes los tribunales. Entre los recursos legales
conforme a esta ley están: la retribución de las sumas de salarios o sueldos que le deben, además de una suma
adicional equivalente por daños y perjuicios liquidados.
Se le ruega tenga en cuenta que conforme a la ley estatal contra la discriminación con respecto a los salarios, no se
considera discriminación el hecho de que exista un diferencial salarial entre los empleados basado en otros factores
razonables que no sean el género de la persona.
Existen estrictos límites en cuanto al plazo de tiempo del que se dispone para presentar reclamaciones por discrimi-
nación laboral. Para mayor información relacionada con las reclamaciones conforme a LAD, comuníquese con NJDCR,
llamando al 609-292-4605 o en www.njcivilrights.gov. Para obtener información acerca de N.J.S.A. 34:11-56.1 y
siguientes, comuníquese con la División de Cumplimiento de Horarios y Salarios (DWHC), del NJDLWD, llamando
al 609-292-2305 o en http://lwd.state.nj.us.
Este aviso se debe exponer a la vista de todos.
LNJ41 Print Date: 1/19
TO BE POSTED IN A CONSPICUOUS PLACE
FOOD SERVICE OCCUPATIONS REGULATIONS
N.J.S.A. 34:11-56A ET SEQ. AS AMENDED
WAGES
Employees including those under 18 years of age employed at restaurant
occupations within the State of New Jersey shall be paid a minimum
wage rate of not less than:
BASIC MINIMUM WAGE
For each hour of working time: $8.85 beginning January 1, 2019
FOOD SERVICE AND OTHER OCCUPATIONS IN WHICH
GRATUITIES ARE CUSTOMARY
Employers subject to the Fair Labor Standards Act must pay the Federal
cash wage rate of $2.13 and must demonstrate that the balance of the
mini mum wage required under State law is paid through gratuities in
accordance with N.J.A.C. 12:56-4 and 12:56-8. Employers not subject
to the Fair Labor Standards Act must demonstrate that the total wage,
including cash and gratuities, equals the minimum wage required under
State law in accordance with N.J.A.C. 12:56-4 and 12:56-8.
OVERTIME RATES
Overtime at one and one-half times the regular hourly wage rate shall
be paid for all hours worked in excess of forty (40) in any week starting
with the effective date of this regulation.
DEFINITIONS
1. RESTAURANT OCCUPATIONS. The term “Restaurant Occupation”
as used in this regulation shall mean any activity of an employee in the
Restaurant Industry. The term “Restaurant Industry” as used herein shall
include any eating or drinking place which prepares and offers food or
beverage for human consumption either in any of its premises or by such
service as catering, banquets, box lunch or curb service.
2. REGULAR HOURLY WAGE. The term “Regular Hourly Wage” shall
mean the amount that an employee is regularly paid for each hour of
work as determined by dividing the total hours of work during the week
into the employee’s total earnings for the week, exclusive of overtime
premium pay.
ADMINISTRATIVE REGULATIONS
Employer substantiation of gratuities received by an employee and
the cost of food and lodging shall be as provided in these regulations.
Regulations previously promulgated under N.J.S.A. 34:11-56a et seq. not
in conict with this regulation, are applicable.
Food and lodging supplied to employees shall not be included in wages
for those hours worked in excess of forty (40) hours per week.
Where cash wages have been established as a condition of employment
through agreement between the employer and employee or the
employees’ collective bargaining agent, gratuities, food and lodging shall
not be included as part of such cash wages.
Meals and Lodging shall be considered applicable toward the minimum
wage unless the employee elects not to receive such meals and lodging.
If any provision of these regulations, or the application thereof to any
person or circumstance, is held invalid, the remainder of the regulations
and the application thereof, to other persons or circumstances, shall not
be affected thereby.
These regulations were pursuant to N.J.S.A. 34:11-56a et seq. effective
August 15, 1968, and subsequently as amended at N.J.S.A. 34:11-56a4.
PENALTIES
Any employer who violates any provisions of this act shall be guilty of a
disorderly persons violation and upon conviction shall be punished by a
ne of not less than $100.00 nor more than $1,000.00.
As an alternative to or in addition to any other sanctions provided by
law for violations the Commissioner is authorized to assess and collect
administrative penalties, up to a maximum of $250 for a rst violation
and up to a maximum of $500 for each subsequent violation.
The employer shall also pay the Commissioner an administrative fee on
wages equal to not less than 10% or more than 25% of any wages due to
employees.
Penalties for violation of this order are provided for by N.J.S.A. 34:11-
56a22 et seq., including penalties for discri mination or dismissal of
employees.
COURT INTERPRETATION RE: GRATUITIES
Pursuant to the mandate of the Superior Court of New Jersey, Appellate
Division, dated March 25, 1969, these regulations were modied on the
11th day of April, 1969 as follows:
The cash wage rates established in this order shall be acceptable in
those occupations where gratuities, or food, and/or lodging are actually
received. In no event shall this paragraph be construed to deny to an
employee the right to claim additional compensation, or to an employer
to claim a credit in excess of that so established where it is proven
to the satisfaction of the Department that the actual amount of the
gratuities received is either more or less than the amount of credit herein
established.
NOTE:
Food Service Occupations in hotels and motels are covered by Order No.
3 effective November 6, 1968 as amended by statute.
ENFORCED BY:
NEW JERSEY DEPARTMENT OF LABOR AND WORKFORCE DEVELOPMENT
DIVISION OF WAGE AND HOUR COMPLIANCE
PO BOX 389
TRENTON, NEW JERSEY 08625-0389
MW-278 (R-1-15)
MW-278 (R-1-19)
LNJ50
Print Date: 3/19
NEW JERSEY STATE WAGE AND HOUR LAW
MINIMUM RATES
All farm laborers 18 years of age and over in New Jersey must
be paid a minimum of $8.85 per hour effective January 1, 2019.
Employees engaged on a piece-rate basis to labor on a farm shall
be paid for each day worked not less than the minimum hourly
wage rate multiplied by the total number of hours worked. Farm
workers, therefore, must earn not less than $8.85 per hour even
if they work at piece rates. For example, if they work 10 hours in
one day either at piece rates or time rates they must earn at least
$88.50. The following chart shows the minimum wages to be
paid based on the minimum hourly wage rate multiplied by the
total number of hours worked:
1 hour $ 8.85 6 hours $53.10
2 hours 17.70 7 hours 61.95
3 hours 26.55 8 hours 70.80
4 hours 35.40 9 hours 79.65
5 hours 44.25 10 hours 88.50
OVERTIME RATES
Labor on a farm is exempt from the premium overtime provisions
of the law. Workers employed in the rst processing of farm
products must be paid overtime in accordance with the wage
order for such employment.
MINORS
Minors under 18 in agricultural work are not covered by the New
Jersey Minimum Wage but may be covered by the Federal Wage
and Hour rates. Minors in the rst processing of farm products
are covered by the minimum wage rates in the wage order.
Children must be at least 12 years old to work on a farm and
must have working permits between 12 and 16. Minors under 16
cannot work during the hours which they are required to be in
school and they cannot work outside of school hours more than
10 hours in any day, more than 60 hours in a week and not more
than 6 days in a row.
RECORDS
All employers must keep records of hours worked and wages
paid to his employees. If a crew leader is involved in the payment
of wages or other compensation he must keep certain records for
all workers to whom payments are made. These records must
be available for inspection by the Division of Wage and Hour
Compliance. These specic records must include:
1. Place of work
2. Names of all workers to whom payments are made
3. Addresses of all workers to whom payments are made
4. Gross payment
5. Deductions
6. The number of units of time (hours) employed
7. The rate per unit of time (hourly rate)
8. The number of units of work performed if on piece work
9. The rate per unit of work
PAYMENTS TO WORKERS
1. Employees working on a daily basis must be paid daily.
2. Payment must be made on the same premises that the
work was done.
VIOLATIONS
Any employer who violates any provisions of this act shall be
guilty of a disorderly persons offense and upon conviction shall
be punished by a ne of not less than $100 nor more than $1,000.
As an alternative to or in addition to any other sanctions provided
by law for violations, the Commissioner is authorized to assess
and collect administrative penalties, up to a maximum of $250
for a rst violation and up to a maximum of $500 for each
subsequent violation.
The employer shall also pay the Commissioner an administrative
fee equal to not less than 10% or more than 25% of any payment
due to employees.
CREW LEADER ACT
A crew leader may not terminate, suspend, demote, transfer,
or take adverse action against any seasonal farm worker in
retaliation for the worker’s exercising any of his rights under
State or Federal laws and regulations. A worker cannot agree
with the crew leader to waive any of his rights.
Any employer who violates any provisions of this act shall be
guilty of a disorderly persons offense and upon conviction shall
be punished by a ne of not less than $100 nor more than $1,000.
As an alternative to or in addition to any other sanctions provided
by law for violations, the Commissioner is authorized to impose a
penalty not exceeding $500 for any violation of this act or of any
rule or regulation duly issued hereunder.
Employers must supply the following information in writing to
each employee with each wage payment:
Name and address of the employer.
Name and social security number of the employee.
Total hours worked. Gross pay. Itemized deductions. Net pay.
MW-138 (R-1-19) NJ Department of Labor and Workforce Development - Division of Wage and Hour Compliance
LNJ51
Print Date: 3/19
MW-138S (R-1-19)
LA LEY DE HORAS Y SALARIOS DE NUEVA JERSEY
MINIMO BASICO
Todos los trabajadores agrícolas de 18 años de edad o mayores
tienen que ser pagados a razón de $8.85 por hora efectivo el
enero 1, 2019. Aquellos que se empleen para trabajar por ajuste
en las incas tendrán que recibir al inal del día una cantidad no
menor que el mínimo por hora multiplicado por el total de horas
trabajadas. Los trabajadores agrícolas, por lo tanto, deben ganar
no menos de $8.85 por hora aun cuando trabajen por ajuste.
Por ejemplo, si trabajan 10 horas en un día, lo mismo por ajuste
que por hora, deben ganarse por lo menos $88.50. La grá ica de
abajo demuestra los salarios mínimos que deben pagarse basado
en el mínimo por hora multiplicado por el número total de horas
trabajadas:
1 hora $ 8.85 6 horas $53.10
2 horas 17.70 7 horas 61.95
3 horas 26.55 8 horas 70.80
4 horas 35.40 9 horas 79.65
5 horas 44.25 10 horas 88.50
TIEMPO EXTRA
El trabajo agrícola está exento de las disposiciones sobre tiempo
extra de la ley. Aquellos trabajadores empleados en el proceso
inicial de productos agrícolas deben recibir la paga que por
tiempo extra según la orden de salarios para tal ocupacíon.
MENORES
Los menores de 18 años que se empleen en trabajos agrícolas
no están protegidos por el Salario Mínimo de Nueva Jersey pero
pueden estar cubiertos por los mínimos federales sobre horas
y salarios. Aquellos menores empleados en el proceso inicial
de productos agrícolas están cubiertos por el Salario Mínimo
de Nueva Jersey establecido en la orden de salarios para tal
ocupación. Los niños tienen que tener por lo menos 12 años
para poder trabajar en la nca y tienen que tener permisos de
trabajo de los 12 a los 16. Los menores de 16 años no pueden
trabajar durante las horas que se le requiere estar en la escuela y
no pueden trabajar fuera de las horas escolares más de 10 horas
diarias ni más de 60 horas semanales ni más de 6 días corridos.
DOCUMENTOS
Todos los patronos tienen que mantener documentación escrita
sobre las horas trabajadas y los salarios pagados a sus empleados.
Si un encargado de trabajadores (crew leader) está envuelto en
el pago de salarios u otra compensación, tiene que mantener
documentación escrita de todos los trabajadores a quienes se les
hacen los pagos. Esta documentación tiene que estar disponible
para inspeccción la División de Horas y Salarios. Tales
documentos deben incluir:
1. Sitio de trabajo
2. Los nombres de todos los trabajadores a los que se les
han hecho los pagos
3. Las direcciones de todos los trabajadores a los que se les
han hecho los pagos
4. La paga sucia
5. Las deducciones
6. El número de unidades de tiempo (horas) empleadas
7. La paga por unidad de tiempo (hora)
8. El número de unidades de trabajo realizadas si es por
ajuste
9. La paga por unidad de trabajo (ajuste)
PAGOS A LOS TRABAJADORES
1. Todo trabajador empleado por día tiene que ser pagado
al nal del día.
2. El pago tiene que ser en el mismo sitio en que fue hecho
el trabajo.
VIOLACIONES
Cualquier patrono que viole cualesquiera provisiones de está
ley será culpable de un delito menor y al encontrarse culpable
será castigado por una multa de no menos de $100.00 ni m·s de
$1,000.00.
Como alternativo a o además de cualesquier otros castigos
proveídos por la ley por violaciones el comisionado
está autorizado para imponer y para cobrar penalidades
administrativas, hasta un máximo de $250.00 por la primera
violación y hasta un máximo de $500.00 por cada violación
subsiguiente.
El patrono también pagar· al comisionado una penalidad
administrativa igual a no menos de diez (10) por ciento ni más de
veinticinco (25) por ciento de cualquier pago al empleado.
LEY PARA LOS ENCARGADOS DE
TRABAJADORES
Un encargado de trabajadores (crew leader) no puede terminar,
suspender, rebajar de posición, transferir o tomar acción adversa
alguna contra cualquier trabajador agrícola en represalias por
haber el trabajador ejercido alguno de sus derechos bajo leyes o
disposiciones estatales o federales. Un trabajador no puede hacer
un arreglo con el encargado de trabajadores (crew leader) para
renunciar a ninguno de sus derechos.
Cualquier patrono que viole cualesquiera provisiones de esta
ley será culpable de un delito menor y al encontrarse culpable
será castigado por una multa de no menos de $100.00 ni más de
$1,000.00.
Como alternativo a o además de cualesquier otros castigos
proveídos por la ley por violaciones el comisionado está
autorizado para imponer una penalidad que no exceder· $500.00
por cualquier violación de esta ley o de cualquier regla o
regulación debidamente expedida bajo esto.
Los patronos tienen que proveer la siguiente información a cada
empleado en cada pago: Nombre y dirección del patrono, nombre
y seguro social del trabajador, total de horas trabajadas, paga
sucia, deducciones detalladas, paga limpia.
Print Date: 1/19LNJ62
New Jersey Department of Labor and Workforce Development
New Jersey Earned Sick Leave
Notice of Employee Rights
Under New Jersey’s Earned Sick Leave Law, most employees have a right to
accrue up to 40 hours of earned sick leave per year. Go to nj.gov/labor to learn
which employees are covered by the law.
New employees must receive this written notice from their employer
when they begin employment, and existing employees must receive
it by November 29, 2018. Employers must also post this notice in a
conspicuous and accessible place at all work sites, and provide copies to
employees upon request.
YOU HAVE A RIGHT TO EARNED SICK LEAVE.
Amount of Earned Sick Leave
Your employer must provide up to a total of 40 hours of earned sick leave every
benet year. Your employer’s benet year is:
Start of Benet Year: _____________ End of Benet Year: ______________
Rate of Accrual
You accrue earned sick leave at the rate of 1 hour for every 30 hours worked,
up to a maximum of 40 hours of leave per benet year. Alternatively, your
employer can provide you with 40 hours of earned sick leave up front.
Date Accrual Begins
You begin to accrue earned sick leave on October 29, 2018, or on your rst day
of employment, whichever is later.
Exception: If you are covered by a collective bargaining agreement that was in
effect on October 29, 2018, you begin to accrue earned sick leave under this
law beginning on the date that the agreement expires.
Date Earned Sick Leave is Available for Use
You can begin using earned sick leave accrued under this law on February 26,
2019, or the 120th calendar day after you begin employment, whichever is
later. However, your employer can provide benets that are more generous
than those required under the law, and can permit you to use sick leave at an
earlier date.
Acceptable Reasons to Use Earned Sick Leave
You can use earned sick leave to take time off from work when:
• You need diagnosis, care, treatment, or recovery for a mental or physical
illness, injury, or health condition; or you need preventive medical care.
• You need to care for a family member during diagnosis, care, treatment, or
recovery for a mental or physical illness, injury, or health condition; or your
family member needs preventive medical care.
• You or a family member have been the victim of domestic violence or
sexual violence and need time for treatment, counseling, or to prepare for
legal proceedings.
• You need to attend school-related conferences, meetings, or events
regarding your child’s education; or to attend a school-related meeting
regarding your child’s health.
• Your employer’s business closes due to a public health emergency or you
need to care for a child whose school or child care provider closed due to a
public health emergency.
Family Members
The law recognizes the following individuals as “family members:”
• Child (biological, adopted, or foster child; stepchild; legal ward; child of a
domestic partner or civil union partner)
• Grandchild
• Sibling
• Spouse
• Domestic partner or civil union partner
• Parent
• Grandparent
• Spouse, domestic partner, or civil union partner of an employee’s parent or
grandparent
• Sibling of an employee’s spouse, domestic partner, or civil union partner
• Any other individual related by blood to the employee
• Any individual whose close association with the employee is the equivalent
of family
Advance Notice
If your need for earned sick leave is foreseeable (can be planned in advance),
your employer can require up to 7 days’ advance notice of your intention to use
earned sick leave. If your need for earned sick leave is unforeseeable (cannot
be planned in advance), your employer may require you to give notice as soon
as it is practical.
Documentation
Your employer can require reasonable documentation if you use earned sick
leave on 3 or more consecutive work days, or on certain dates specied by the
employer. The law prohibits employers from requiring your health care provider
to specify the medical reason for your leave.
Unused Sick Leave
Up to 40 hours of unused earned sick leave can be carried over into the next
benet year. However, your employer is only required to let you use up to
40 hours of leave per benet year. Alternatively, your employer can offer to
purchase your unused earned sick leave at the end of the benet year.
You Have a Right to be Free from Retaliation for Using
Earned Sick Leave
Your employer cannot retaliate against you for:
• Requesting and using earned sick leave
• Filing a complaint for alleged violations of the law
• Communicating with any person, including co-workers, about any violation
of the law
• Participating in an investigation regarding an alleged violation of the law, and
• Informing another person of that person’s potential rights under the law.
Retaliation includes any threat, discipline, discharge, demotion, suspension,
or reduction in hours, or any other adverse employment action against you for
exercising or attempting to exercise any right guaranteed under the law.
You Have a Right to File a Complaint
You can le a complaint with the New Jersey Department of Labor and Workforce
Development online at nj.gov/labor/wagehour/complnt/ling_wage_claim.html or
by calling 609-292-2305 between the hours of 8:30 a.m. and 4:30 p.m., Monday
through Friday.
Keep a copy of this notice and all documents that show your amount of
sick leave accrual and usage.
You have a right to be given this notice in English and, if available, your primary
language.
For more information visit the website of the Department of Labor and
Workforce Development: nj.gov/labor.
Enforced by: NJ Department of Labor and Workforce Development
Division of Wage and Hour Compliance, PO Box 389, Trenton, NJ 08625‑0389 • 609‑292‑2305
This and other required employer posters are available free online at nj.gov/labor, or from the Ofce of Constituent Relations,
PO Box 110, Trenton, NJ 08625-0110 • 609-777-3200. If you need this document in Braille or large print, call 609-292-2305.
TTY users can contact this department through the New Jersey Relay: 7-1-1.
Display this poster in a conspicuous place MW‑565 (1/19)
Print Date: 10/18LNJ64
New Jersey Department of Labor and Workforce Development
Permiso de ausencia laboral debido a enfermedad de New Jersey
Aviso de derechos del empleado Spanish
Según la ley de Permiso de ausencia laboral debido a enfermedad de New Jersey,
la mayoría de los empleados tienen derecho a acumular hasta 40 horas de permiso
de ausencia laboral debido a enfermedad por año. Diríjase a nj.gov/labor para
conocer qué empleados están cubiertos por la ley.
Los nuevos empleados deben recibir este aviso por escrito de parte de su
empleador cuando comienzan a trabajar, y los empleados ya contratados
deben recibirlo antes del 29 de noviembre de 2018. Los empleadores también
deben publicar este aviso de manera visible y accesible en todos los sitios de
trabajo, así como proporcionar copias a los empleados cuando lo soliciten.
USTED TIENE DERECHO A SOLICITAR UN PERMISO DE AUSENCIA
LABORAL DEBIDO A ENFERMEDAD.
Cantidad de permiso de ausencia laboral debido a enfermedad que le corresponde
Su empleador debe proporcionar hasta un total de 40 horas de permiso de ausencia
laboral debido a enfermedad por cada año calendario. El año calendario de su
empleador es el siguiente:
Inicio del año calendario: _____________ Fin del año calendario: ______________
Tasa de acumulación
Usted acumula horas de permiso de ausencia laboral debido a enfermedad a una tasa
de 1 hora por cada 30 horas trabajadas, hasta un máximo de 40 horas de permiso por
año calendario. Alternativamente, su empleador puede brindarle 40 horas de permiso
de ausencia laboral debido a enfermedad acumulada por adelantado.
Fecha en que se inicia la acumulación
Usted comienza a acumular días de permiso de ausencia laboral debido a enfermedad
a partir del 29 de octubre de 2018 o de su primer día de empleo, lo que ocurra más
tarde.
Excepción: si está cubierto por un acuerdo de negociación colectiva vigente al 29 de
octubre de 2018, usted comenzará a acumular horas de ausencia laboral debido a
enfermedad bajo esta ley a partir de la fecha en que el acuerdo expire.
Fecha en la que el permiso de ausencia laboral debido a enfermedad
acumulada está disponible para su uso
Puede comenzar a usar el permiso de ausencia laboral debido a enfermedad
acumulada bajo esta ley a los 120 días de haber comenzado su relación laboral.
Razones aceptables para usar el permiso de ausencia laboral debido a
enfermedad
Puede utilizar su permiso de ausencia laboral debido a enfermedad cuando:
• Usted necesita obtener un diagnóstico, atención médica, tratamiento o
recuperación debido a un trastorno mental o enfermedad física, lesión o condición
de salud; o necesita obtener atención médica preventiva.
• Usted debe cuidar de algún miembro de su familia que necesite obtener un
diagnóstico médico, cuidado, tratamiento o recuperación a razón de un trastorno
mental o enfermedad física, lesión o condición de salud; o un miembro de la
familia necesita atención médica preventiva.
• Usted o un miembro de su familia ha sido víctima de violencia doméstica o
violencia sexual y necesita tiempo para el tratamiento, asesoramiento o para
prepararse para proceder legalmente.
• Usted necesita asistir a conferencias, reuniones o eventos relacionados con la
educación escolar de su hijo; o para asistir a una reunión escolar para tratar temas
relacionados con la salud de su hijo.
• El negocio de su empleador cierra debido a una emergencia de salud pública
o necesita cuidar de un hijo cuya escuela o proveedor de cuidado infantil cerró
debido a una emergencia de salud pública.
Miembros de la familia
La ley reconoce a las siguientes personas como “miembros de la familia”
• Hijo/a (biológico, adoptivo o de crianza; hijastro; guardián legal; hijo de la pareja
doméstica o resultado de unión libre)
• Nieto/a
• Hermano/a
• Cónyuge
• Concubino o pareja de unión civil
• Padres
• Abuelo/a
• Hermano/a, pareja doméstica o pareja de unión civil del padre o abuelos de un
empleado
• Hermanos del cónyuge, concubino o pareja de unión civil de un empleado
• Cualquier otra persona con relación consanguínea con el empleado
• Cualquier persona cuya relación cercana con el empleado sea equivalente a la
familia
Aviso anticipado
Si su necesidad de permiso de ausencia laboral debido a enfermedad es previsible (se
puede planicar con anticipación), su empleador podría solicitar un aviso con hasta 7
días de anticipación sobre su intención de utilizar el permiso de ausencia laboral debido
a enfermedad acumulada. Si su necesidad de permiso de ausencia laboral debido a
enfermedad es imprevisible (no puede planicarse con anticipación), su empleador
puede solicitarle que lo notique tan pronto como sea posible.
Documentación
Su empleador podría requerir documentación que demuestra su necesidad de solicitar
un permiso de ausencia laboral debido a enfermedad acumulada en caso de que
necesite 3 o más días consecutivos de trabajo, o durante ciertas fechas especicadas
por el empleador. La ley prohíbe que los empleadores exijan que su proveedor de
atención médica especique el motivo médico de su permiso de ausencia laboral.
Ausencia laboral debido a enfermedad no usada
Hasta 40 horas de ausencia laboral debido a enfermedad no usadas pueden
trasladarse al año calendario siguiente. Sin embargo, su empleador solo está obligado
a permitirle utilizar hasta 40 horas de permiso por año calendario. Alternativamente,
su empleador puede ofrecer comprar su permiso de ausencia laboral debido a
enfermedad no utilizado al nal del año calendario.
Usted tiene derecho a estar libre de represalias de parte de su empleador
por usar su permiso de ausencia laboral debido a enfermedad
Su empleador no puede tomar represalias en su contra por:
• Solicitar y hacer uso de un permiso de ausencia laboral debido a enfermedad
• Presentar un reclamo por presuntas violaciones de la ley
• Comunicarse con cualquier persona, incluyendo compañeros de trabajo, sobre
cualquier violación de la ley
• Participar en un procedimiento legal relacionado con una presunta violación de la
ley, así como
• Informar a otra persona sobre los potenciales derechos que le corresponden
según la ley.
Las represalias incluyen cualquier amenaza, medida disciplinaria, despido,
degradación, suspensión o reducción de horas, o cualquier otra acción laboral en su
contra por ejercer, o intentar ejercer, cualquier derecho garantizado por la ley.
Usted tiene derecho a presentar un reclamo
Puede presentar un reclamo en línea en el New Jersey Department of Labor and
Workforce Development en nj.gov/labor/wagehour/complnt/ling_wage_claim.html o
llamando al 609-292-2305 de lunes a viernes entre las 8:30 a.m. y 4:30 p.m.
Guarde una copia de este aviso y de todos los documentos que
muestren la cantidad de horas de permiso de ausencia laboral debido a
enfermedad, así como la acumulación y el uso de estas horas.
Usted tiene derecho a recibir este aviso en inglés y, si está disponible, en su idioma
natal.
Para obtener más información, visite el sitio web del Department of Labor and
Workforce Development: nj.gov/labor.
Aplicado por: Department of Labor and Workforce Development of New Jersey
División de Cumplimiento de Horas y Salarios
PO Box 389, Trenton, NJ 08625-0389 • 609-292-2305
Este y otros carteles obligatorios para el empleador están disponibles gratuitamente en línea en nj.gov/labor, o en la Ocina de Relaciones
Constituyentes, PO Box 110, Trenton, NJ 08625-0110 • 609-777-3200.
Muestre este cartel en un lugar visible MW-565.11 (10/18)
