|
|
Claim your Copy of
Top 100 FLSA
Overtime Q&As
Your email address will not be published. Required fields are marked *

New Jersey Equal Pay Acts: What you need to know

The New Jersey Equal Pay Act prohibits employers from discriminating in the rate or method of payment of wages because of an employee's sex (NJ Rev. Stat. 34:11-56.1 et seq.).
Employers are also prohibited from retaliating against employees who engage in protected activity under the law. Employees are protected from retaliation if they take any of the following actions:
• Make a complaint to the employer, the labor department, or any other person,
• Start any proceeding under the Act or related to the Act, or
• Testify or are about to testify in any proceeding.
Pay differentials based on reasonable factors other than sex are permitted. In comparing jobs for equal pay purposes, the job title is irrelevant; the nature of the work is what matters. Thus, if janitors (typically male) and maids (typically female) perform the same type of work under the same conditions, they should be compensated equally.
The Act does not apply to nonprofit hospital associations or to persons employed in farm work or domestic service in a home or hotel.
For a Limited Time receive a FREE Compensation Market Analysis Report! Find out how much you should be paying to attract and retain the best applicants and employees, with customized information for your industry, location, and job. Get Your Report Now!
Reasonable factors other than sex typically include:
• Seniority
• Commission systems
• Performance or productivity based bonus systems
• Merit systems
Any such system must be bona fide. If the commissioner of labor determines that the system is merely a screen to hide discriminatory intent, it will be invalidated.
The Act requires employers with 50 or more employees to post a notice detailing a worker's right to be free of gender inequity or bias in pay, compensation, benefits, and other terms and conditions of employment under state and federal law (NJ Rev. Stat. 34:11-56.12 ). In addition, employers must provide ...

>> Read more about Equal Pay Acts

More on this topic:

State Requirements

National | Alabama | Alaska | Arizona | Arkansas | California | Colorado | Connecticut | Delaware | District of Columbia | Florida | Georgia | Hawaii | Idaho | Illinois | Iowa | Kansas | Kentucky | Louisiana | Maine | Maryland | Massachusetts | Michigan | Minnesota | Mississippi | Missouri | Montana | Nebraska | Nevada | New Hampshire | New Jersey | New Mexico | New York | North Carolina | North Dakota | Ohio | Oklahoma | Oregon | Pennsylvania | Rhode Island | South Carolina | South Dakota | Tennessee | Texas | Utah | Vermont | Virginia | Washington | West Virginia | Wisconsin | Wyoming |

New Jersey Equal Pay Acts Resources

Equal Pay Acts Products

New York Employment Law Update Webinar Recording
BLR Webinar: "New York Employment Law Update: What You Need to Know Now About the State’s Latest Workplace Laws and Regs""
Doing Business in California Virtual Summit Recording
BLR Virtual Summit: "Doing Business in California: What Non-California Employers Need To Know""
Free Special Reports
Get Your FREE Special Report. Download Any One Of These FREE Special Reports, Instantly!
Featured Special Report
Claim Your Free Copy of Top 100 FLSA Overtime Q&As

We’ve compiled a list of the 100 most commonly asked questions we have received on the federal Fair Labor Standards Act (FLSA) overtime regulations.
Download Now!


This report, "Top 100 FLSA Q&As", is designed to provide you with an examination of the federal FLSA overtime regulations in Q&A format, including valuable tips for bringing your workplace into compliance in an affordable manner.

At the end of the report, you will find a list of state resources on wage and hour issues. This report includes practical advice on topics such as:
  • FLSA Coverage: How FLSA regulations apply to all employers and any specific exemptions from the overtime requirements
  • Salary Level: Qualifying for exemptions and nonexempt employees
  • Deductions from Pay: Deducting for violations, disciplinary reasons, sick leave, or personal leave


Download Now!