New Jersey: Equal Pay Act Reporting Requirements Revised for Public Works Employers

APPLIES TO

All Employers with NJ Employees Who Perform Public Works for NJ

EFFECTIVE

March 31, 2019

QUESTIONS?

Contact HR On-Call

(888) 378-2456

A recent revision made by the New Jersey Department of Labor (NJ DOL) clarified Equal Pay Act data reporting requirements.  According to the NJ DOL, employers that provide services to public works for the state of New Jersey do not need to report equal pay data for all employees—just employees who perform the public work or provide qualifying services.

Last year, the Diane B. Allen Equal Pay Act made it a requirement for employers who perform public works or provide qualifying services to the state of New Jersey to annually report pay data.  Covered employers are required to complete a number of mandatory reporting forms each year and submit the data by March 31st of the following year.

The NJ DOL has modified the “Instructions for Completing the Payroll Certification for Public Work Projects and the Annual Equal Pay Report for Qualifying Services Other than Public Works Projects.”  Key changes to the Instructions include the following: first, employers are no longer required to identify individual employees by name in the annual reporting.  Instead, individuals in each job category are identified by sex, race, ethnicity, FLSA status, and compensation pay band.  Second, the requirement to identify all employees in the organization, regardless of whether or not the employee performed any services related to the public work, has been eliminated.  Employers are only required to report data on employees who are connected with a contract to perform the public work.

Action Items

  1. Review the revised Instructions on the NJ DOL’s webpage.
  2. Update tracking procedures for consistency with the new requirements.
  3. Subscribers can call our HR On-Call Hotline at (888) 378-2456 for further assistance.

Disclaimer: This document is designed to provide general information and guidance concerning employment-related issues. It is presented with the understanding that ManagEase is not engaged in rendering any legal opinions. If a legal opinion is needed, please contact the services of your own legal adviser.

© 2019 ManagEase

0 replies

Leave a Reply

Want to join the discussion?
Feel free to contribute!

Leave a Reply

Your email address will not be published. Required fields are marked *