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New Jersey Government Contractors: What you need to know

New Jersey's Law Against Discrimination (LAD) prohibits employers that contract or subcontract with the state or any political subdivision from discrimination based on age, race, creed, color, national origin, ancestry, marital status, affectational or sexual orientation, gender identity or expression, disability, nationality, or sex (NJ Rev. Stat. Sec. 10:5-33et seq.). Except with respect to affectational or sexual orientation and gender identity or expression, contractors must take affirmative action to ensure that applicants are recruited and employed and that employees are treated equally during employment without regard to their age, race, creed, color, national origin, ancestry, marital status, affectational or sexual orientation, gender identity or expression, disability, nationality or sex (NJ Rev. Stat. Sec. 10:5-33 and Sec. 10:2-1).
Posting. State regulations require that public contractors include a nondiscrimination clause in each contract or subcontract and that all contractors, subcontractors, and government agencies display an official employment poster.
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Penalties. Any public works contractor or subcontractor that fails to comply with its affirmative action plan or equal employment opportunity requirements may have its contract or subcontract voided. In addition, a fine of up to $1,000 for each violation for each day during which the violation continues may be assessed against employers that violate the law (NJ Rev. Stat. Sec. 10:5-35).
Public works contractors with contracts exceeding $250,000 are required to take affirmative steps to hire, train, promote, and retain veterans of the Vietnam era (NJ Rev. Stat. Sec. 10:5-39et seq.). State law defines a “Veteran of the ...

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Affirmative Action Webinar Recording
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The Dodd-Frank Act of 2010 Webinar Recording
BLR Webinar: "The Dodd-Frank Act of 2010: What Employers Must Know—and Do—To Comply With This Sweeping New Legislation""
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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.
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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


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