On January 14, 2010, a bill (S3065) was signed into law (P.L.2009, c.195) which provides for annual adjustments in the employee contribution rates for family leave insurance beginning in 2011. The annual rate of contribution to be paid by employees into the “Family Temporary Disability Leave Account” will be the rate necessary to obtain total contributions equal to 125% of the benefits payable for family leave benefits during the prior calendar year plus 100% of the amount necessary to administer the benefits during the prior year, less the amount of net assets remaining in the account at the end of the immediately preceding year. If total contributions substantially exceed total benefits, the provisions of this bill would cause a reduction in contribution rates. Any employee with more than one employer would be entitled to a refund if the worker’s combined contribution for all employers exceeds the family leave contribution rate set by law.
San Francisco Amends Fair Chance Ordinance, Restricts Employer Inquiries About Marijuana-Related Convictions
On April 3, 2018, San Francisco amended its Fair Chance Ordinance. The amended ordinance, which will take effect on October 1, 2018, will significantly impact employers that employ, or seek to employ, individuals to work eight hours or more per week in San Francisco.
Late last month, the U.S. Department of Justice (DOJ) reached a settlement agreement with a large clothing retailer to resolve claims that the company discriminated against a non-U.S. citizen in violation of the federal immigration laws.
New Jersey Bill Seeks to Expand Overtime and Minimum Wage Exemption to Private Summer Camp Employees
Currently, New Jersey overtime and minimum wage laws do not apply to summer camps (and other summer conferences and retreats) operated by non-profit or religious corporations or associations. On June 5, 2014, the Assembly proposed an amendment to New Jersey’s Wage and Hour Law (A3291) that would (1) expand the overtime and minimum wage exemption to any employees of private summer camps who are under the age of 22 and who had been enrolled in high school, college, or vocational classes immediately prior to starting employment at the camp;