The bill amends existing legislation regarding employer communications on political and religious matters, emphasizing the importance of protecting employees' rights to perform their job duties without being compelled to engage in discussions about these topics. It clarifies definitions related to "employer," "employee," and "political matters," and establishes that employers cannot require employees to attend meetings or participate in communications aimed at conveying the employer's opinions on such matters. However, it allows for exceptions where employees can voluntarily attend meetings, and it does not restrict employers from communicating necessary job-related information or conducting mandatory training on workplace harassment and discrimination.

Additionally, the bill strengthens protections against retaliation for employees who report violations or refuse to participate in mandated communications. It outlines the civil actions that aggrieved employees can take, including seeking injunctive relief, reinstatement, lost wages, and punitive damages for violations. Employers are also required to post notices informing employees of their rights under this law. The act is set to take effect 90 days after its enactment.

Statutes affected:
Introduced: 34:19-9, 34:19-13
Advance Law: 34:19-9, 34:19-10, 34:19-12, 34:19-13
Pamphlet Law: 34:19-9, 34:19-10, 34:19-12, 34:19-13