New Jersey’s New Temporary Workers Law Now In Effect

On August 5, 2023, the majority of the provisions of New Jersey’s “Temporary Workers’ Bill of Rights” took effect.  Under the new legislation, both temporary help service firms and their clients have additional mandatory notification, reporting and other requirements.  This article summarizes some of the changes effective as of August 5.

At the onset it is important to note that the Temporary Workers’ Bill of Rights applies only to certain categories of employees identified in the law as employees in “designated classification placements”.  The law defines “designated classification placements” as work performed in a list of occupational categories established by the Bureau of Labor Statistics including, but not limited to, protective service workers, food preparation and serving related occupations, building and grounds cleaning and maintenance occupations, personal care and service occupations, construction laborers.

Temporary laborers in these “designated classification placements” are the employees protected by the law.  The requirements under the law apply to temporary help service firms and third party clients with temporary laborers in the “designated classification placements”. 

Temporary help service firms must now provide temporary laborers notices with information about their work assignment at the time they are dispatched to their worksites.  Additional notices must be provided when any information contained in the notices changes.  Temporary help service firms must also provide 48 hours notice, where possible, when work assignments change.

Temporary help service firms must now provide detailed and itemized statements with paystubs.  These statements, either separate or contained within the paystub, must include the hours worked, the rate of pay, and any deductions.

Temporary help service firms must also follow new recordkeeping requirements.

As of August 5, 2023, temporary help service firms may no longer charge their employees for transportation to and from worksites.  This prohibition extends to third party providers referred by the temporary help service firms and third party clients as well.

Clients of temporary help service firms must also comply with new mandatory requirements under the law.  Among other things, third party clients must provide weekly reports to the temporary help service firms with information about temporary employee wages and hours.  Third party clients must also provide notices to temporary employees on single day assignments.

There remains one section of the law that has not yet taken effect.  This section relates to temporary help service firm registrations with the State.  We await further information about this section from the State of New Jersey.

In the meantime, temporary help service firms and their clients are encouraged to research the law and its accompanying regulations and review them with their legal teams to ensure compliance.  The law contains significant penalties for violations of its different sections.  

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