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

Newsroom

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.

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.

  • Katy Balog
  • No Comments

Employers Association of New Jersey Welcomes Britni Orcutt as Member Engagement Manager
Employers Association of New Jersey Welcomes Britni Orcutt as Member Engagement Manager 150 150 Katy Balog

Livingston, NJ — The Employers Association of New Jersey (EANJ) is excited to announce the addition of Britni Orcutt as our new Member Engagement Manager.

Britni brings over 20 years of experience in business ownership, public service, and economic development. In this newly created role, she will be the primary point of contact for both current and prospective members, working to strengthen member relations, raise awareness of EANJ’s expanding benefits and services, and ensure our support is tailored to each member’s industry, size, and business needs.

She will also work closely with EANJ’s internal team to turn employer feedback into actionable improvements across programs and services.

“Britni’s unique combination of experience as a business owner, elected official, and economic development leader, makes her an ideal fit for EANJ,” said Christine Myers, President of EANJ. “Her ability to build real connections, solve problems, and deliver results will be a tremendous asset to our members.”

Prior to joining EANJ, Britni served as an Economic Development Specialist at the Morris County Chamber of Commerce and Economic Development Corporation, where she drove new engagement strategies and business support initiatives.

Britni also serves as an elected Councilwoman in the Borough of Butler, where she champions economic development and serves as liaison to the borough’s water and electric utilities. Britni is also a member of the New Jersey League of Municipalities Legislative Committee.

As an entrepreneur, Britni has founded and operated several small businesses. Her strengths in building strategic relationships, event planning, and policy advocacy will further EANJ’s mission to empower New Jersey employers.

  • Katy Balog
  • No Comments

EANJ’s Retirement Advantage Success Story: Community Hope
EANJ’s Retirement Advantage Success Story: Community Hope 150 150 Katy Balog

How Community Hope Unlocked Significant 401(k) Savings with EANJ’s Retirement Advantage

At the heart of every strong community is a network of organizations committed to doing good. Community Hope, a nonprofit organization based in Parsippany, NJ, exemplifies this spirit. With a mission to be a beacon of hope for individuals facing homelessness, poverty, mental health challenges, and substance use disorders, Community Hope has been transforming lives since 1985. Today, they serve more than 1,450 individuals annually, including over 1,300 veterans and their families.

Behind their impactful work is a team of 170 dedicated employees, and like many employers, Community Hope sought to maximize resources while continuing to invest in their team. That’s where EANJ came in.

How EANJ’s Retirement Advantage Made a Difference

As a valued member of the Employers Association of New Jersey (EANJ), Community Hope leveraged the EANJ Retirement Advantage, a Pooled Employer Plan (PEP), to optimize their 401(k) offering. The result? Substantial savings, administrative relief, and access to top-tier mutual and index funds.

A Look at the Numbers

By transitioning to EANJ’s Retirement Advantage, Community Hope realized impressive cost savings across multiple plan components. They saved:

  • $2,700 on basic plan fees
  • $27,200 on administration and record-keeping
  • $7,800 on fund expenses and advisory fees
  • $10,000 by eliminating the cost of an annual audit
  • $400 on fidelity bond coverage

Altogether, Community Hope saved $57,550 annually on their 401(k) plan, all while gaining a more efficient, fiduciary-managed retirement solution for their 170 employees.

Why the EANJ Retirement Advantage Works

The EANJ Retirement Advantage is designed to help New Jersey employers offer high-quality retirement plans through the power of pooled resources. In fact, pooled employer plans (PEPs) like this have been shown to reduce costs in 93% of cases, with an average savings of 44% compared to traditional standalone 401(k) plans. Employers who join the EANJ Retirement Advantage benefit from:

  • Significant cost savings
  • Reduced administrative burden with fiduciary oversight
  • Flexible plan design options
  • Access to top-tier investment choices
  • Improved employee retention and satisfaction

It’s a smart, strategic way to offer a competitive retirement plan without the complexity and high fees.

Become an EANJ Member Today

At EANJ, we believe better employers build stronger organizations. Membership means access to trusted HR guidance and legal expertise, educational programming to stay ahead of compliance trends, a vibrant employer community for collaboration, and proven cost-saving opportunities like our Retirement Advantage. Whether you’re a nonprofit like Community Hope or a growing business looking to streamline operations and support your workforce, EANJ can help you thrive. Join EANJ today and take the first step toward becoming a better employer for your people, your mission, and your organization’s future.

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.

  • Katy Balog
  • No Comments

Survey Reveals Strong Compliance Confidence but Highlights Employers Ongoing Challenges with NJ’s Earned Sick Leave Law
Survey Reveals Strong Compliance Confidence but Highlights Employers Ongoing Challenges with NJ’s Earned Sick Leave Law 150 150 Katy Balog

Livingston, NJ – The Employers Association of New Jersey (EANJ) has released findings from a statewide survey assessing employer awareness, understanding, and administration of the New Jersey Earned Sick Leave (ESL) law.

Conducted as part of the Cultivating Access, Rights, and Equity (CARE) Grant Program, funded by the New Jersey Department of Labor and Workforce Development, the survey gathered responses from more than 160 employers across industries and business sizes from mid-January through March 2025.

Key Highlights

  • High Confidence in Compliance: 69% of employers report strong confidence in their ability to comply with the law.
  • Generous Leave Practices: Many employers exceed the law’s minimum requirements in terms of the benefits they offer. Nearly 40% provide more than the mandated 40 hours of paid sick leave annually, and 26% offer payout options when an employee separates from the organization.
  • Varied Administration: While most employers allow leave carryover, approaches to accrual and usage vary, with some policies still falling short of legal requirements.
  • Support Needs: Employers expressed a need for clearer guidance, model policies, and ongoing training.

“Our findings show that employers overwhelmingly want to comply with the law and, for many, the process has been relatively straightforward,” said Amy Vazquez, Vice President of EANJ. “However, employers, especially small employers, often struggle with understanding the basic tenets of the law and how to handle specific situations as they arise.”

Despite overall compliance confidence, employers continue to face challenges. One common issue is handling potential abuse or misuse of leave by employees, with some employers unsure how to manage these situations effectively. For example, one employer shared:

“We have had instances where an employee calls out sick on a day they were denied vacation due to scheduling. We know it isn’t a legitimate use of the day, but because we can’t ask for documentation for this one day absence, we are stuck.”  

Other employers noted that they find patterns of frequent Friday/Monday calls outs.

Businesses with irregular or non-traditional schedules are especially impacted. As one respondent explained:

“As a business that employs very part-time, intermittent workers, one of the biggest challenges we face with paid sick time is aligning it with the flexible, on-demand nature of our workforce. All of our team members work when they have clients and are not on a regular, fixed schedule. This means they do not have consistent hours or guaranteed work each week. Because of this, offering paid sick time becomes complex.”

Employers also report confusion around accrual and carry-over rules, particularly for part-time, per diem, and seasonal staff.  While the law mandates that unused sick time either be paid out or carried over at the end of the benefit year, 12% of respondents indicated they have a “use-it-or-lose-it” policy, which does not comply with these carry-over/payout requirements.  Many also struggle with HR and payroll systems that are not easily configured to track earned leave.

When asked what additional support or resources would help their business better understand and comply with the law, employers reported a strong interest in training, access to model policies and clearer guidance on complex scenarios.

“Even well-intentioned employers can struggle with the law’s complexities,” said Vazquez. “By providing practical tools like model policies, training, and one-on-one support, we can give employers the confidence they need to administer leave consistently, fairly and most importantly, in full compliance with the law.”

View the full survey results here:

NJ Earned Sick Leave Survey 2025.pdf

.

Join EANJ’s Amy Vazquez for a complimentary webinar on May 20th at 10am for an overview of NJ’s Earned Sick Leave Law and it’s requirements.  Details & Registration.

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.

  • Katy Balog
  • No Comments

Staying Calm in a Fast-Paced Workplace: 7 Mindfulness Practices
Staying Calm in a Fast-Paced Workplace: 7 Mindfulness Practices 150 150 Katy Balog

7 Mindfulness Practices to Help You Stay Calm in a Fast-Paced Workplace

Feeling overwhelmed by a seemingly endless flow of emails, deadlines, and meetings? You’re not alone. Many professionals struggle to maintain clarity and composure in a fast-paced workplace. The constant demands can leave you feeling stressed, burnt out, and unable to make effective decisions.

But what if you could regain your focus, boost your resilience, and find balance—all without stepping away from your desk? Mindfulness, the practice of being fully present in the moment, is the key. By incorporating mindfulness into your daily routine, you can reduce stress, improve focus, and thrive, no matter how hectic things get.

This guide will walk you through seven practical mindfulness techniques designed specifically for busy professionals, HR managers, and business leaders. Implement these practices, and you’ll feel calmer, clearer, and more in control of your workday.

Why Mindfulness Matters in a Fast-Paced Workplace

Modern work environments prioritize speed and productivity, but these come at a cost. According to the U.S. Department of Labor’s Occupational Safety and Health Administration, chronic workplace stress can negatively affect mental health, reduce job performance, and lead to burnout.

Mindfulness offers an antidote. It helps individuals stay rooted in the present, enhancing focus, decision-making, and relationships. For organizations, fostering mindfulness can create a culture where employees are more engaged, productive, and resilient.

Now, let’s get into the specific practices you can adopt to bring calm to your fast-paced work environment.

1. Start Your Day with a Mindful Moment

Before plunging into your inbox or to-do list, take 5 minutes to center yourself. Find a quiet space, sit comfortably, and focus on your breath. Breathe in deeply through your nose for a count of four, hold for four, and exhale slowly for four. This practice, often referred to as “box breathing,” lowers stress levels and sharpens your focus for the day ahead. Over time, it becomes a practice that anchors you and reduces the chaos of mornings.

Pro Tip: Pair this with setting an intention for the day, such as “I will remain calm even during high-pressure situations.”

2. Single-Task to Maximize Efficiency

Multitasking is often glorified in fast-paced workplaces, yet studies reveal it reduces efficiency and increases stress. Mindfulness encourages the opposite: single-tasking. Focus on one task at a time, giving it your full attention.

Begin with something simple. If you’re responding to an email, concentrate only on the email without switching between browser tabs, chats, or your phone. Notice how much clearer and quicker your responses become.

Try This: Try using a timer to dedicate blocks of undistracted time to your main tasks, taking short, mindful breaks in between.

3. Practice a Three-Minute “Workday Reset”

If you’re feeling overwhelmed by back-to-back meetings or an unruly to-do list, take just three minutes to reset. Close your eyes, place your feet flat on the ground, and breathe deeply. With each exhale, imagine letting go of stress or frustration. With each inhale, envision pulling in calm and focus. This micro-practice can help you regain control during particularly stressful moments of the day while refueling your mental clarity.

Expert Tip: Incorporate mobile apps designed for guided reset breaks into your routine.

4. Incorporate Gratitude into Your Routine

Gratitude might not be the first thing on your mind during a demanding workday, but it’s a powerful mindfulness tool. At the end of each day, jot down three things you’re grateful for—whether it’s a supportive colleague, a successful project, or simply a great cup of coffee. Research shows that practicing gratitude improves emotional well-being, resilience, and workplace relationships, helping you manage stress in a high-pressure environment.

Make It Stick: Use a journal to track daily reflections that’ll help you gain clarity on what to do next.

5. Mindful Listening to Enhance Communication

Too often in meetings or conversations, we’re mentally drafting responses or juggling other thoughts. Mindful listening involves giving the person speaking your full attention. Resist the urge to interrupt or mentally prepare your reply until they’ve finished talking. Not only does this improve workplace communication, but it also shows respect and builds trust, keeping workplace relationships positive even during challenges.

Actionable Tip: Before responding, take a single breath to process what was said fully. This brief pause ensures your reaction is thoughtful.

6. Use a Mindful Commute to Transition

How do you typically feel during your commute? Annoyed by traffic, stressed about the day ahead, or glued to your phone? A mindful commute can transform this time into one of ease and preparation.

Whether you’re driving, walking, or on public transit, tune into your surroundings. Notice the colors of the trees, the rhythm of your footsteps, or the sounds of the city. This presence helps you decompress on the way home or mentally prepare for your day.

Bonus: If you’re driving, switch off the news and replace it with calming music or a short mindfulness podcast.

7. Create a Culture of Mindfulness in the Workplace

Mindfulness isn’t just about personal practices—it can transform your entire company culture. Encourage teams to take breaks, implement mindfulness programs, or hold weekly meetings focused on mental well-being.

For HR managers or business leaders, small actions like providing resources on mindfulness or creating designated decompression spaces show a commitment to employee wellness. A calm, focused team is a productive and innovative team.

Take Your Mindfulness Journey to the Next Level

Mindfulness extends beyond individual practice—it’s a powerful tool for success at every level. To help you integrate mindfulness into your workplace, EANJ is excited to invite you to our upcoming webinar, How to Thrive Under Pressure: Mindfulness Strategies for Busy Professionals.

Join us on March 20th, 2025, from 10 – 11 AM for an hour of actionable strategies led by Tammy Molinelli, Executive Director of Bergen Workforce Development Board / Executive Mindfulness Coach. Learn how to stay calm, focused, and effective, even in the most fast-paced environments. Space is limited, so reserve your spot today!

Your Trusted Resource
For Employer Success

Subscribe to Our Monthly
Announcements
This field is for validation purposes and should be left unchanged.

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

Healthcare Member Benefits Program
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

New Member Benefit: Healthcare Member Benefits Program

Learn More
Loading...