New Jersey Loan Agreement for Employees
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FAQ
New Jersey's relatively new Equal Pay Act provides equal pay protections to all minorities and protected classes. Although New Jersey already has a law prohibiting discrimination in pay based on sex under N.J.S.A.
The anti-retaliation provision of the New Jersey Equal Pay Act broadly prohibits employers from taking reprisals against an employee for discussing or disclosing any information concerning employee compensation, job titles, occupational categories and protected traits of employees or former employees to other employees ...
All Employers Must Pay Wages to All Employees in Full at Least Twice a Calendar Month. Executive and supervisory employees, however, may be paid at least once a calendar month. Payment shall be made on regular paydays designated in advance.
Loan agreements are binding contracts between two or more parties to formalize a loan process. There are many types of loan agreements, ranging from simple promissory notes between friends and family members to more detailed contracts like mortgages, auto loans, credit card and short- or long-term payday advance loans.
If you decide to offer employees loans, have a written loan agreement signed by the employee, and establish clear loan guidelines in a policy that also explains how to apply for the loan, who is responsible for administering the program and who makes the loan decisions.
Seq. (WPL) requires every employer to pay the full amount of wages due its employees at least twice during the calendar month on regular paydays designated in advance. Each regular payday must be no more than 10 working days after the end of the pay period for which payment is made.
Employers can no longer ask job applicants about their salary history, or their commission or benefits during the hiring process, under a law that went into effect on Jan. 1. State laws barring employers from seeking that kind of information have been popping up nationwide.
New Jersey's Temporary Workers Bill of Rights, which includes equal pay and transparency obligations regarding temporary workers, goes into effect on Saturday, August 5, 2023. The NJDOL has proposed regulations implementing the law and the 60-day comment period expires on September 21, 2023.
