Beginning on January 6, 2014, New Jersey employers with 50 or more employees (whether those employees work inside or outside of New Jersey) are required to post the new mandatory gender equity notice which was released by the New Jersey Department of Labor and Workforce Development (NJDLWD) in December 2013. The notice implements a September 2012 amendment to the New Jersey Equal Pay Act. It informs employees of their right to be free of gender inequity or bias in pay, compensation, benefits, or other terms and conditions of employment under both federal and New Jersey law. Employers are required to conspicuously post the gender equity notice in a place accessible to all employees. In the event that a covered employer has an internet site or intranet site for exclusive use by its employees and to which all employees have access, posting of the gender equity notice on the covered employer’s internet site or intranet site will satisfy the conspicuous posting requirement.
Additionally, covered employers must comply with the following distribution guidelines:
- For each employee hired on or before January 6, 2014, the covered employer must provide a written copy of the gender equity notice no later than February 5, 2014.
- For each employee hired after January 6, 2014, the covered employer must provide a written copy of the gender equity notice at the time of the employee’s hiring.
- Beginning January 6, 2014, covered employers must annually, on or before December 31 of each year, provide each employee with a written copy of the gender equity notice.
- Beginning January 6, 2014, covered employers must provide each employee a written copy of the gender equity notice upon first request of the employee.
Distribution of the written copy of the gender equity notice can be through e-mail, hard copy, or posted on a internet or intranet website. Further, all employees must acknowledge that they have read and understood the terms of the notice within 30 days of its receipt.
For questions regarding the New Jersey gender equity posting and distribution requirements or notice requirements in general, please feel free to contact an attorney in the Gibbons Employment & Labor Department.