https://www.facebook.com/tr?id=571969559025891&ev=PageView&…">
Posts By :

employersassoc

Employers Association of New Jersey and Red Clover HR Launch Strategic Partnership to offer Expanded HR Support and Executive Coaching Services
Employers Association of New Jersey and Red Clover HR Launch Strategic Partnership to offer Expanded HR Support and Executive Coaching Services 150 150 employersassoc

Livingston, NJ – Employers Association of New Jersey (EANJ), the state’s longest-standing non-profit committed to helping employers navigate employment law and workplace challenges, has entered into a strategic partnership with Red Clover HR, a leading provider of outsourced human resource solutions.

Through this new collaboration, EANJ members will gain access to flexible, high-impact HR services and executive coaching, scaled to meet the unique needs of each organization.

Helping Businesses Fill Gaps and Build Capacity

For growing businesses facing HR challenges without the internal bandwidth to address them, Red Clover offers an expert team that functions as an extension of your staff, filling temporary gaps, supporting in-house HR, or serving as an outsourced HR department.

“Whether a business needs help covering an HR vacancy or is looking for specialized guidance to reach a critical milestone, this partnership allows our members to access expert HR support exactly when they need it,” said Christine Myers, President of EANJ.

Developing Leaders Through Executive Coaching

Designed to help senior leaders navigate change, improve communication, and grow their impact, coaching engagements are tailored to meet each individual where they are—whether they’re a new manager or a seasoned executive.

“Executive coaching is a strategic investment in leadership,” said Jennifer L’Estrange, Founder and CEO of Red Clover. “We work with leaders to improve decision-making, boost team performance, and align people strategies with business goals. We’re thrilled to bring this offering to EANJ members who are committed to developing their talent from within.”

Making HR Work for Your Business

Through this partnership, EANJ members now have a trusted resource for on-demand HR support and leadership development, without the burden of hiring in-house or navigating these challenges alone. Services are scalable, cost-effective, and focused on helping businesses attract and retain top talent, ensure compliance, and strengthen culture.

Learn more about Outsourced HR and Executive Coaching and reach out for more information.

Why Getting Workplace Investigations Right Matters
Why Getting Workplace Investigations Right Matters 150 150 employersassoc

Workplace Investigations: Why Getting Them Right Is Critical

Workplace investigations are one of the most high-risk processes an employer can undertake. Done well, they resolve problems, protect employees, and shield organizations from liability. Done poorly, they open the door to lawsuits, regulatory action, and reputational damage that can take years to repair. Even a single mishandled compliant can send a clear signal that leadership is unwilling, or unable, to enforce its own standards.

Case Example

Earlier this year, Con Edison in New York agreed to pay $750,000 to settle claims that female field workers were subjected to ongoing harassment and discrimination while management repeatedly failed to act on internal complaints. The New York Attorney General’s investigation found that reports were ignored or dismissed, leading to systemic issues that persisted unchecked. As part of the settlement, the company agreed to overhaul its investigative procedures, bring in an independent consultant, and establish an employee resource group to strengthen accountability.

Tips for Building a Resilient Workplace Investigation Program

The credibility of any workplace investigation rests on speed, impartiality, and thoroughness. Acting quickly signals that leadership takes concerns seriously, while delays can undermine trust and compromise evidence. Neutrality is essential, especially when allegations involve senior leadership or human resources. In such cases, bringing in an independent investigator can protect both the integrity of the process and the organization’s legal standing.

Thorough documentation is equally critical. A clear, factual record of what was reported, who was interviewed, what evidence was reviewed, and the reasoning behind decisions may be admissible evidence if the matter reaches litigation. Factual, non-privileged notes or reports may also become your best defense. Records should also capture your investigation follow-up actions, ensuring the process leads to lasting improvements rather than just being a paperwork exercise.

Finally, investigations should be more than reactive. Leaders must set the expectation that complaints will be handled professionally, without retaliation. Employers who focus on creating trusted reporting channels and training managers to recognize and escalate concerns show that leadership views investigations not as a legal hurdle, but as a core responsibility in protecting people and strengthening the organization.

Support for New Jersey Employers

When a workplace investigation calls for added neutrality, employers often turn to outside support. For organizations in New Jersey, the Employers Association of New Jersey (EANJ) serves as a trusted resource. EANJ offers access to professional investigators with knowledge of employment law and workplace dynamics.

New Jersey employers who need guidance navigating a complex complaint or conducting an independent review can consult with EANJ to determine the most appropriate next steps. To learn more, reach out to discuss your situation.

NJDOL Lowers Employer UI Contribution Rates Amid UI Trust Fund Recovery
NJDOL Lowers Employer UI Contribution Rates Amid UI Trust Fund Recovery 150 150 employersassoc

Jul 2025

The New Jersey Department of Labor and Workforce Development (NJDOL) has announced that state unemployment insurance (UI) contributions have exceeded expectations, making it possible to lower the UI tax rate for employers beginning in the new fiscal year on July 1, 2025.As a result, employer UI contribution rates will shift from the current “Column D” range of 0.6% to 6.4% to the lower “Column C” range of 0.5% to 5.8%. This adjustment is projected to save employers approximately $300 million in the upcoming fiscal year.Employer contribution rates to the Unemployment Insurance (UI) Trust Fund are based on two key factors. The first is the overall status of the fund, which determines the applicable column of the UI tax table for all New Jersey employers. The second is each employer’s individual experience with unemployment claims, which dictates their specific rate within that column.This lowering of the UI contribution rate for businesses indicates significant recovery for the UI Trust Fund, which was heavily impacted by the Covid-19 pandemic.

EANJ Urges Employers to Take Action on NJDOL’s Proposed Worker Classification Rules
EANJ Urges Employers to Take Action on NJDOL’s Proposed Worker Classification Rules 150 150 employersassoc

Survey & Roundtable: Share How These Rules May Impact Your Business

Livingston, NJ— The Employers Association of New Jersey (EANJ) is calling on businesses across the Garden State to weigh in on a critical issue that could redefine the future of independent contracting. The New Jersey Department of Labor and Workforce Development (NJDOL) has proposed new rules that formalize how it interprets and enforces the ABC test to determine worker classification, which could significantly affect a business’s ability to engage independent contractors.

To ensure that employer voices are heard, EANJ has launched a brief survey—“Your Voice Matters: Help Shape the Future of Independent Contracting in NJ”—and will be hosting a roundtable discussion on Thursday, July 24, from 10:00 AM to 11:30 AM at the Morris County Library in Whippany, NJ. This session aims to gather real-world employer feedback that EANJ will submit during the extended public comment period, which runs through August 6, 2025.

Take the survey here: https://www.surveymonkey.com/r/RYGLJTJ

Register for the event here: https://www.www.eanj.org/programs-training/seminars/eanj-employer-roundtable-discussion-njdol-abc-test

“We encourage employers and independent workers of all sizes to engage with this process,” said Christine Myers, President of EANJ. “The implications of these proposed rules reach across industries and job types. Your perspective matters, and this is your chance to make it count.”

Understanding the Proposed Rules

The proposed rules would codify NJDOL’s interpretation of the ABC test, which consists of three prongs used to determine whether a worker is an independent contractor or an employee entitled to state-mandated benefits like overtime, unemployment insurance, short-term disability, and paid sick leave.

While the ABC test has been in place since 2015, this marks the first time NJDOL is proposing formal rules that clearly define how each prong will be interpreted and enforced, setting a precedent for future audits and enforcement actions. Learn more: https://www.www.eanj.org/resources-tools/hr-alerts/important-update-njdols-proposed-worker-classification-rules

Why This Matters

Employers are already raising concerns about whether the NJDOL’s proposed interpretations reflect “business as usual” or represent a shift in enforcement that could reclassify current contractors as employees. The impact on operations, compliance obligations, and employment costs could be substantial.

About EANJ

EANJ is a nonprofit trade association dedicated to helping employers make sound and informed workforce decisions. For over 100 years, EANJ has supported businesses with expert HR guidance, legal compliance updates, and employer advocacy at the state level.

Contact: Britni Orcutt, Member Engagement Manager, EANJ Tel.: 973-758-6800 ext. 123 Email: britni@www.eanj.org

EANJ Expands Compensation Services to Support Employers in Building Stronger Pay Programs
EANJ Expands Compensation Services to Support Employers in Building Stronger Pay Programs 150 150 employersassoc

New Offerings are Available Now; a Live Webinar is Scheduled for August 13

Livingston, NJ – The Employers Association of New Jersey (EANJ) is pleased to announce the expansion of its compensation resources to help employers navigate today’s increasingly complex and competitive labor market.

In partnership with Cascade Employers Association, EANJ now offers a broader range of services to support organizations in creating fair, compliant, and market-driven compensation programs. These expanded services include:

  • Custom pay structure design and analysis
  • Equal pay audits aligned with New Jersey’s strong pay equity laws
  • Incentive and executive compensation plan development
  • Total rewards and benefits assessments
  • One-on-one consulting support for large or small-scale compensation projects 

While compensation benchmarking remains a core EANJ member benefit—providing access to up-to-date, employer-reported salary data across New Jersey—the new consulting services are available for an additional fee through Cascade Employers Association.

“These expanded offerings reflect our commitment to helping New Jersey employers remain competitive and be successful,” said Christine Myers, President of EANJ. “A well-structured compensation strategy is essential for recruiting and retaining top talent in every industry.”

As part of this initiative, EANJ will host a live webinar, “Building a Competitive Compensation Program,” on Wednesday, August 13, 2025, from 1:00 – 2:30 PM EST. Led by Lindsay Hill, CCP, GRP, Director of Compensation Services at Cascade Employers Association, the session will walk participants through key components of a successful total compensation plan.

Topics include:

  • Defining a compensation philosophy and strategy
  • Creating or updating job descriptions
  • Conducting market assessments and pay equity reviews
  • Establishing formal pay structures and bonus/incentive plans
  • Analyzing benefit offerings to ensure competitiveness

Registration is $75 per participant. Secure your spot at: https://www.www.eanj.org/programs-training/webinars/building-competitive-compensation-program

To explore the full range of EANJ’s compensation resources, visit: https://www.www.eanj.org/resources-tools/compensation-resources 

About EANJ

The Employers Association of New Jersey (EANJ) is a non-profit trade association serving New Jersey employers through expert guidance, professional development, and practical tools that help organizations thrive. EANJ empowers its members to make informed employment decisions and remain compliant in a constantly evolving workplace landscape.

Important Update on NJDOL’s Proposed Worker Classification Rules
Important Update on NJDOL’s Proposed Worker Classification Rules 150 150 employersassoc

Jun 2025

Did you know that NJ’s Department of Labor and Workforce Development (NJDOL) is soliciting your comments regarding new rules it wants to implement concerning the ABC test?  The NJDOL published a Notice of Proposal in the New Jersey Register on May 5, 2025, seeking public comments, and the original 60-day comment period was scheduled to end on July 4, 2025. However, based on the responses it received thus far, the NJDOL has decided to extend the public comment period by 30 days; the public comment period will now end on August 6, 2025. Now is the time to get up to speed.NJDOL is tasked with enforcing the state’s prohibition against misclassifying employees as independent contractors. Since 2015, the NJDOL, NJ courts and employers alike have applied the 3-prong “ABC test” (first established by the New Jersey’s Supreme Court in a case where an “independent contractor” sought unemployment insurance benefits) to determine whether workers are independent contractors or actually employees entitled to not just unemployment insurance benefits, but also other state-mandated protections and benefits like minimum wage, overtime, short term disability, and earned sick leave. NJDOL now wants to extend the test formally to determine a worker’s eligibility for the aforementioned state benefits and codify the agency’s interpretation of the ABC test. It has proposed these new rules to achieve those goals.While the ABC test has been around for 10 years, this will be the first time the NJDOL has created rules showing us how it interprets and will enforce the test going forward. Will the proposed rules be “business as usual” for your organization or will it represent a departure from what you understood to be NJDOL’s past enforcement practices? More importantly, will the rules change some of your independent contractors into employees? Here is a summary of how the proposed rules may impact your businessProng AThe worker may be deemed to be an employee unless the employer can prove that it does not control the worker’s performance of the required tasks.What the law says(A) Such individual has been and will continue to be free from control or direction over the performance of such service, both under his contract of service and in fact;How NJDOL interprets (and will enforce) key terms under the proposed ruleUnder the NJDOL’s interpretation of the ABC test, a business cannot actually control the worker does the job or even reserve the right to do so. When assessing whether a worker is free from control, the NJDOL will look at several factors, including but not limited to:Whether the person works set hours or specific jobs;Whether the employer can control how the work is done;Whether the work must be done personally by the individual;Whether the employer negotiates or secures the work;Whether the employer sets the pay rate;Whether the individual bears any financial risk;Whether the person must be on call or available at set times;Whether the employer restricts the person’s ability to work for others;Whether the employer provides training to the individual.An employer that engages in any of the foregoing activities might be considered to have controlled the employee.Prong BWhat the law says(B) Such service is either outside the usual course of the business for which such service is performed, or that such service is performed outside of all the places of business of the enterprise for which such service is performed; andHow NJDOL interprets (and will enforce) key terms under the proposed ruleWhen considering whether the worker is outside the employer’s “usual course of business,” the NJDOL defines the scope of the employer’s business broadly to include all of its revenue-generating activities as well as its provision of goods or services. By way of example, the NJDOL interprets a dentist hiring a cleaner, or a restaurant hiring a musician, to be outside the usual course of business; however, the NJDOL interprets a transport company hiring a driver, or a drywall company hiring an installer to be within the business’s usual course of business.Similarly, the NJDOL interprets the “places of business” as locations where the employer has a physical presence or conducts essential operations. Under the NJDOL’s interpretation, a client’s location can count as the employer’s place of business if the service performed there is essential to the business.• Examples: A drywall company’s work at a client’s home is considered within its business location; carpet installation by a carpet retailer is not.• Airplanes (for airlines) or trucks (for trucking companies) are places of business; unrelated locations are not.If the worker’s service is similar to work your employees do or they perform the work at your location, the NJDOL may consider that evidence that they’re your employee.Prong CWhat the law says(C) Such individual is customarily engaged in an independently established trade, occupation, profession or business.How NJDOL interprets (and will enforce) key terms under the proposed ruleWhen considering whether a worker is independently engaged in a trade, occupation, profession, or business, the NJDOL will consider, among other things, the longevity of the worker’s business, as well as the worker’s customer base, business location, income sources, employees, investment, rate-setting, and advertising. The NJDOL’s commentary further indicates that the agency is not swayed by contract designations; worker’s business must exist and be viable independent of the employer. Simply having multiple clients, a license, business registration, insurance, or a 1099 form does not automatically establish independent contractor status.Specifically, the NJDOL will consider among other things:1. The duration, strength, and viability of the individual’s business (independent of the putative employer); 2. The number of customers of the individual’s business and the volume of business from each respective customer; 3. The amount of remuneration the individual receives from the putative employer compared to the amount of remuneration the individual receives from others in the same industry; 4. The number of employees of the individual’s business; 5. The extent of the individual’s investment in their own tools, equipment, vehicles, buildings, infrastructure, and other resources; 6. Whether the individual sets their own rate of pay; and 7. Whether the individual advertises, maintains a visible business location, and is available to work in the relevant market.”No single factor will be decisive; the NJDOL will consider the total relationship and interaction between the worker and the business to determine whether the worker’s trade, occupation, profession or business stands on it own.How many of your independent contractors can satisfy these factors?

Document

Access ABC Chart Here.pdf

New Jersey Pay Transparency Law: What Employers Need to Know Before June 1, 2025
New Jersey Pay Transparency Law: What Employers Need to Know Before June 1, 2025 150 150 employersassoc

On November 18, 2024, Governor Phil Murphy signed Senate Bill 2310 into law, commonly referred to as the New Jersey Pay Transparency Law. Effective June 1, 2025, the law establishes new requirements for employers related to job postings and internal promotional opportunities. As the implementation date approaches, it’s important for employers to understand their responsibilities and take steps to comply.

Which Employers Are Covered?

The law applies to employers with 10 or more employees over 20 calendar weeks who:

  • Conduct business in New Jersey,
  • Employ workers in New Jersey, or
  • Accept applications for employment in New Jersey

Covered employers include private businesses, public entities, and employment agencies.

Job Posting and Compensation Disclosures

The law sets new standards for job postings. When advertising positions, either externally or internally, employers must include:

  • The hourly wage or salary, or a range of compensation
  • A general description of benefits and other forms of compensation

While employers may still offer compensation above the posted rates or ranges, these disclosures aim to provide applicants with a clearer understanding of pay and benefits at the time of application.

Promotional Opportunity Requirements

Covered employers must also make reasonable efforts to announce promotional opportunities to all eligible employees within their department(s) before filling a position. This requirement is intended to promote transparency in advancement decisions and ensure employees have access to information about open roles.

Exceptions and Penalties

There are limited exceptions, including promotions based on seniority or performance, or those made in response to an emergency. However, failure to comply with the law may result in civil penalties:

  • $300 for a first violation
  • $600 for subsequent violations

Multiple postings for the same job or promotion opportunity will be treated as one violation.

Preparing for Compliance

To prepare for the June 1, 2025, implementation, employers should consider the following steps:

  • Review and update internal promotion and job posting practices
  • Create or revise templates for job postings to include required disclosures
  • Train HR and management teams on the new requirements

The NJ Department of Labor has published a guidance page for employers: https://www.nj.gov/labor/myworkrights/wages/pay-transparency/

EANJ’s Role

EANJ supports employers in understanding and implementing workplace compliance requirements. We offer practical guidance, policy templates, and training to help your organization adapt. If you have questions about how the New Jersey Pay Transparency Law applies to your business, EANJ is here to help.

NJDOL Proposes Independent Contractor Regulations
NJDOL Proposes Independent Contractor Regulations 150 150 employersassoc

May 2025

The New Jersey Department of Labor and Workforce Development (NJDOL) has published proposed regulations clarifying the “ABC test” used to determine whether a worker is classified as an employee or an independent contractor. The proposed rules incorporate statutory mandates, established case law, and NJDOL’s own interpretation of the test.EANJ is reviewing the proposed regulations and would like to hear from employers about how these changes may affect your business. Please contact Amy Vazquez at amy@www.eanj.org to share your feedback or ask questions. 

NJDOL Posts Guidance on New Pay and Benefits Transparency Act Effective June 1
NJDOL Posts Guidance on New Pay and Benefits Transparency Act Effective June 1 150 150 employersassoc

May 2025

The New Jersey Department of Labor and Workforce Development (NJDOL) has published a dedicated resource page for the New Jersey Pay and Benefits Transparency Act, which takes effect on June 1, 2025.The new law requires covered employers to include salary and benefits information in job postings.  To assist employers in understanding and complying with the law, the NJDOL page includes:Guidance on employer obligationsClarification on covered job postings and exceptionsFrequently Asked Questions (FAQs)Access the NJDOL resource page here: https://www.nj.gov/labor/myworkrights/wages/pay-transparency/ 

109th Annual Membership Meeting: Celebrating Growth and Milestones
109th Annual Membership Meeting: Celebrating Growth and Milestones 150 150 employersassoc

EANJ’s 109th Annual Membership Meeting Celebrates a Year of Growth Forward Progress

Employers Association of New Jersey (EANJ) held its 109th Annual Membership Meeting on May 14th at the Park Avenue Club in Florham Park, bringing together employers, partners, and business leaders from across the state.

The annual gathering offered an opportunity to reflect on the year’s accomplishments, gain insights from a standout keynote speaker, approve important governance updates, and look ahead to an ambitious future.

EANJ President Christine Myers highlighted the Association’s strong momentum, noting that training hours delivered in the first five months of 2025 had already doubled the total for all of 2024. In addition, the Association’s professional staff responded to hundreds of employer hotline inquiries and delivered tailored HR support across the state.

Signature programs such as the HR Law Certificate Program continued to thrive, while new offerings like digital credentials provided employers with fresh opportunities to demonstrate professional growth.

Strategic partnerships also expanded EANJ’s reach, including collaborations with Red Clover and Thrive to support HR services and leadership development.

Looking ahead, EANJ unveiled plans for a refreshed brand and redesigned website aimed at better reflecting the Association’s value and delivering an improved member experience.

During the business portion of the meeting, members approved updates to the Association’s bylaws and re-elected board members, ensuring a strong foundation for the work ahead.

The highlight of the event was keynote speaker Dr. Melissa Furman, who delivered a humorous and insightful presentation on leading across generations. Her practical strategies addressed the pressing challenges employers face today and underscored EANJ’s commitment to preparing its members for the future of work.

“We are proud of the momentum we’ve built and deeply grateful to the sponsors and members who make our mission possible,” said Myers.

About EANJ:

The Employers Association of New Jersey is a nonprofit membership organization that empowers employers through advocacy, education, and community. For more than a century, EANJ has helped New Jersey businesses thrive by offering expert guidance, compliance resources, and professional development programs.

Your Trusted Resource
For Employer Success

Subscribe to Our Monthly
Announcements

Phone: (973) 758-6800
Headquarters: 293 Eisenhower Parkway, Suite 160,
Livingston, NJ 07039

ABOUT

History
Staff
Board of Directors
Contact Us

MEMBERSHIP

Benefits of Membership
Become a Member
Member Login

LEARNING & EVENTS

HR Law Certificate Program
HR Administration Certificate Program
Municipal HR Law
How to Series
HR Exam Prep Course
HR Compliance Training
Management Training
Municipal Training
Coaching

EVENTS
SOLUTIONS

Members Retirement Savings Plan
Employee Assistance Plan
Workplace Investigations
HR Exam Prep Course
HRCI Credits
Certificate Program

RESOURCES

Advocacy
HR Alerts
Newsroom
Marijuana at Work

EANJ is a nonprofit trade association dedicated to improving employer-employee relations and facilitating the exchange of information among employers. It does not render legal services,
offer legal opinion or engage in the practice of law.  Benefit plans are governed by plan documents. EANJ membership is not a guaranty of participation in any plan.

Copyright 2026, Employers Association of New Jersey

Start Typing
Loading...