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August 2022: New Jersey Adopts New and Amended Regulations Regarding Required Workplace Posters

17 Aug


Update Applicable to:
All employers in the state of New Jersey.

What happened?
On March 21, 2022, the New Jersey Division on Civil Rights (DCR) issued proposed regulations to allow employers to satisfy the state’s Law Against Discrimination (NJLAD) and Family Leave Act (NJFLA) poster requirements via an internet or intranet site rather than a conventional bulletin board in the workplace.

What are the details?
Effective August 1, 2022, employers must not only post and distribute copies of the posters to each employee annually, on or before December 31 of each year, and upon the first request of an employee.

An employer can satisfy these distribution requirements:

  1. By email delivery;
    1. Through printed material, including, but not limited to, paycheck inserts, a brochure or similar informational packet provided to new hires, an attachment to an employee manual or policy book, or a flyer distributed at an employee meeting; or
    2. Through an internet or intranet website, if the site is for the use of all employees, can be accessed by all employees, and the employer provides notice to the employees of its posting.

The new posting and distribution requirements are similar (but not identical) to the existing requirements applicable to the state’s Gender Equity Notice, Reporting and Recordkeeping Requirements Notice, Conscientious Employee Protection Act (CEPA) Notice, and Family Leave Insurance Notice.

The posters have also been updated. You can find the required NJLAD poster here and the NJFLA poster here.

For more information, please see the links below:

Display of Official Posters of the Division on Civil Rights

NJLAD Poster

NJFLA Poster

Article 1Article 2

What do employers need to do?
Employers should review the links provided above and ensure they are properly posting in a conspicuous location and distributing (where applicable) all of the required posters.

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This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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