The New Jersey Fair Workweek Act establishes comprehensive regulations aimed at improving employee rights concerning work schedules and pay, particularly for those in low-wage jobs. The Act requires covered employers to provide a written estimate of work schedules upon hiring and mandates that they consider employee requests for schedule changes in good faith. Employers must post schedules at least 14 days in advance and notify employees of any changes within 24 hours. Additionally, employees can decline shifts scheduled less than 12 hours after their last shift and are entitled to "rest shortfall pay" for any shifts worked within that timeframe. The Act also emphasizes the importance of prioritizing existing employees for additional shifts before hiring new staff.

To further protect employees, the Act prohibits retaliation against those who assert their rights under the law, allowing for civil actions against employers who violate these provisions. The bill introduces penalties for non-compliance, including fines and potential imprisonment for retaliatory actions. It also clarifies definitions related to employee rights and employer responsibilities, ensuring that violations do not affect employee eligibility for unemployment compensation. Notably, the Act does not apply to collective bargaining agreements that already address scheduling issues. The new legal language inserted into current law includes provisions for disqualification from benefits due to employer violations, thereby enhancing protections for employees in the workforce.

Statutes affected:
Introduced: 34:1A-1.11, 34:114.1, 34:114.10, 34:11-58.2