New Jersey: Hotels and Motels Required to Train Staff on Recognizing Human Trafficking


All Employers with NJ Hotel/Motel Employees


January 16, 2018


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(888) 378-2456

The 2013 New Jersey Human Trafficking Prevention, Protection, and Treatment Act required the Department of Community Affairs (“DCA”) to develop training for hotels/motel workers to recognize and respond to cases of human trafficking.  Accordingly, the DCA adopted regulations in December that went into effect on January 16, 2018, imposing new posting and training obligations.

First, hotel/motels must post an information notice regarding human trafficking.  This notice is provided by the DCA in English and Spanish and is available on the DCA’s dedicated webpage.

Second, hotel/motel owners must ensure that certain employees watch an instructional video regarding “red flags” and what employees should do if they suspect there to be a case of human trafficking. Employees required to receive this training include management, concierge/employees who work at the front desk or in registration, janitors/housekeepers, and security.  New employees must view the training video within the first six months of employment.

The hotel/motel must maintain a list of current employees who have viewed the video, including the employees’ names, titles, and dates the video was viewed. If requested by the Bureau of Housing Inspection, the hotel/motel must make its training record available and complete a Certificate in Lieu of Affidavit attesting that all current employees have viewed the informational video.

Like the posting, the video is available in English and Spanish on the DCA’s website.

Action Items

  1. Display the required informational notice in an area conspicuous to employees.
  2. Provide human trafficking training to applicable employees.
  3. Maintain training records for all covered employees.
  4. 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.

© 2018 ManagEase

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