Township Council Meeting — Packet

change media with the Division of Workers’ Compensation through the Compensation Rating and Inspection Bureau in a format prescribed by the Compensation Rating and Inspection Bureau. When filed by an insurance carrier or third-party administrator, the report must also be sent to the employer. If the employer disagrees with the report, the employer may prepare and sign an amended report and file the amended report with the insurance carrier or third-party administrator. The amended report must then be filed electronically with the Division through the Compensation Rating and Inspection Bureau. MW-400 (11-11) Page 5 of 6

Every insurance carrier providing workers’ compensation insurance and every workers’ compensation self-insured employer shall designate a contact person who is responsible for responding to. issues concerning medical and temporary disability benefits where no claim petition has been filed or where a claim petition has not been answered. The full name, telephone number, mailing address, email address and fax number of the contact person must be submitted to the Division of Workers’ Compensation utilizing the Division’s contact person form in the manner instructed on the form. Each employer, when directed to do so by the Division of Workers’ Compensation, must submit to the Division of Workers’ Compensation copies of such medical certificates and reports as it may have on file. Gross Income Tax Act (N.J.S.A. 54A:1-1 et seq.) Employer’s Quarterly Report: The Employer's Quarterly Report, NJ-927, reports New Jersey Gross Income Tax withheld, unemployment insurance, supplemental workforce fund, workforce development partnership fund, family leave insurance and temporary disability insurance wage and withholding information. Each employer is required to electronically file an Employer's Quarterly Report, NJ-927, for each calendar quarter, regardless of the amount of tax actually due for a particular quarter. Quarterly reports are due on the 30th day of the month following the end of each quarter. Employers of “domestic service workers” may report and pay New Jersey Gross Income Tax withheld on an annual, rather than quarterly, basis on an NJ-927H. Records to be kept: Every employer is required to keep all pertinent records available for inspection by authorized representatives of the New Jersey Division of Taxation. Such records must include the following: 1. The amounts and dates of 2!l wage payments subject to New Jersey Gross Income Tax; 2. The names, addresses and occupations of employees receiving such payments; 3. The periods of their employment; 4, Their social security numbers; 5. Their withholding exemption certificates; 6, The employer's New Jersey Taxpayer Identification Number; 7. Record of weekly, monthly, quarterly remittances and/or returns and annual returns filed; 8. The dates and amounts of payments made; and 9. Days worked inside and outside of New Jersey for all nonresident employees. MW-400 (11-14) Page 6 of 6

Contact Information If an employee or an employee’s authorized representative wishes to contact a State representative in order to provide information to or file a complaint with the representative regarding an employer's possible failure to meet any of the requirements set forth above, he or she may use the following contact information: For possible failure to meet the record keeping or reporting requirements of the Wage Payment Law, Wage and Hour Law or Prevailing Wage Act: Phone: 609-292-2305 E-mail: wage.hour@dol.state.nj.us Mail: New Jersey Department of Labor and Workforce Development Division of Wage and Hour Compliance P.O. Box 389 Trenton, NJ 08625-0389 For possible failure to meet the record keeping or reporting requirements of the Unemployment Compensation Law, Temporary Disability Benefits Law or Family Leave Insurance Benefits Law: Phone: 609-292-2810 E-mail: emplaccts@dol.state.nj.us Mail: New Jersey Department of Labor and Workforce Development Division of Employer Accounts P.O. Box 947 Trenton, NJ 08625-0947 For possible failure to meet the record keeping or reporting requirements of the Workers’ Compensation Law: Phone: 609-292-2515 * E-mail: dwc@dol.state.nj.us Mail: New Jersey Department of Labor and Workforce Development Division of Workers’ Compensation P.O. Box 381 Trenton, NJ 08625-0381 For possible failure to meet the record keeping or reporting requirements of Gross Income Tax Act: Phone: 609-292-6400 E-mail: nj.taxation@treas.state.nj.us Mail: New Jersey Department of the Treasury Division of Taxation Information and Publications Branch P.O. Box 281 Trenton, NJ 08625-0281 ey SP pee This notice must be conspicuously posted. Not later than IWX/D December 7, 2011, each employee must also be provided a written i copy of the notice or, for employees hired after November 7, 2011, ri gov/labor @ written copy of the notice must be provided at the time of the employee's hiring. See N.J.A.C. 12:2-1.3 for alternate methods of posting and distribution by electronic means.

NOTICE TO ALL EMPLOYEES Working on Federal or Federally Financed Construction Projects MINIMUM WAGES OVERTIME APPRENTICES PROPER PAY You must be paid not less than the wage rate in the schedule posted with this Notice for the kind of work you perform. You must be paid not less that on and one-half times your basic rate of pay for all hours worked over 40 a week. There are some exceptions. Apprentice rates apply only to apprentices properly registered under approved Federal or State apprenticeship programs. If you do not receive proper pay, contact the Contracting Officer listed below: Essex County Division of Housing and Community Development Sal Carnovale , Program Monitor Tel. (973) 655-0200 Fax (973) 655-0982 Or you may contact the nearest office of the Wage and Hour Division., U.S. Department of Labor. The Wage and Hour Division has offices in several hundred communities throughout the country. They are listed in the U.S. Government section of most telephone directories under. U.S. Department of Labor / Employment Standards Administration U.S. Department of Labor Employment Standards Administration

New Jersey Department of Labor and Workforce Development To be posted in a conspicuous place Chapter 173, Laws of New Jersey, 1965: Relating to Payment of Wages 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 When a payday falls on a non-work day, payment shall be made on the immediately preceding work day, unless otherwise provided for in a collective bargaining agreement. The end of the pay period for which payment is made on a regular payday shall be not more than 10 working days before such regular payday. If payment is by check, suitable arrangements must be made for cashing the check without difficulty and for the full amount. © Employees leaving or terminated for any reason, including labor disputes, shall be paid all wages due not later than the regular payday for the period in which the termination occurred. © An additional 10 days may be allowed in the event of a labor dispute involving payroll employees. © Employees paid on an incentive system shall be paid a reasonable approximation of wages due until exact amounts can be computed © Payment may be made through regular pay channels or by mail if requested by the employee. It shall be unlawful to make any agreement for payment other than as provided in this act, except to pay at shorter intervals or to pay wages in advance Wages due a deceased employee may be paid to the survivors in the order of preference as outlined in the statute. No Deductions Shall Be Made From Employees’ Wages Except: Amounts authorized by New Jersey or United States Law or payments to correct payroll errors. Contributions or payments authorized by employees either in writing or under a collective bargaining agreement for: Employee welfare + insurance + hospitalization + medical or surgical or both + pension + retirement + profit-sharing plans + plans establishing individual retirement annuities on a group or individual basis + individual retirement accounts at any State or federally chartered bank, savings bank, or savings and loan association « company-operated thrift plans + security option or security purchase plans to buy marketable securities + employee personal savings accounts such as a credit union, savings fund

and loan association « company-operated thrift plans + security option or security purchase plans to buy marketable securities + employee personal savings accounts such as a credit union, savings fund society, savings and loan or building and loan association + Christmas, vacation or other savings funds. Purchase of company products or employer loans in accordance with a periodic payment schedule contained in the original purchase or loan agreement « safety equipment + U.S. government bonds « costs and fees to replace employee Identification for access to sterile ‘or secured areas of airports » contributions for organized and recognized charities + rental of work clothing or uniforms or for laundering or dry cleaning of work clothing or uniforms + labor union dues and fees + health club membership fees « child care services. All Employers Shall: Notify employees at time of hiring the rate of pay and the regular payday. Notify employees of changes in pay rates or paydays prior to the changes. Furnish each employee with statement of deductions each pay period. Make and keep records for employees, including wages and hours, and make such records available for inspection. Provide employees at time of hiring a required notice (form number MW-400) describing the employer's obligation to maintain and report records regarding wages, benefits, taxes and other contributions and assessments. ‘The Commissioner of Labor and Workforce Developmentshall enforce and administerthe provisions of this act andthe Commissioner or an authorized representative shall have the power to make all necessary inspections of establishments and records. Any employer who knowingly and willfully violates any provision of this act shall be guilty of a disorderly persons offense and upon conviction shail be punished by a fine of not less than $100 nor more than $1,000. Each day during which any violation of this act continues shall constitute a separate and distinct offense As an altemative to or in addition to any other sanetions provided by law for violations, the Commissioner is authorized to assess and collect administrative penalties, up to a maximum of $250 for a first violation and up to a maximum of $500 for each subsequent violation. The employer shall also pay the Commissioner an administrative fee equal to not less than 10% or more than 25% of any payment due to

olation and up to a maximum of $500 for each subsequent violation. The employer shall also pay the Commissioner an administrative fee equal to not less than 10% or more than 25% of any payment due to employees. The Commissioner may, after affording the employer or successor firm notice and an opportunity for a hearing in accordance with the provisions of the “Administrative Procedure Act,” P.L.1968, c.410 (C.52:14B-1 et seq.), issue a written determination directing any appropriate agency to suspend any one or more licenses that are held by the employer or successor firm, for a period of time determined by the Commissioner. Please Note: The Division of Wage and Hour Compliance does not investigate or inquire into the legal status of any worker. The Division applies New Jersey's labor laws without regard to a worker's legal status. The Division does not share information with “Immigration”. Enforced by Additional copies of this poster or any other required f poster may be obtained by contacting the New Jersey Ape ROME New deteey Danette 0 Department of Labor and Workforce Development, Office Labor and Workforce Development Division of Wage and Hour Compliance | 9" ConstituentRelations, PO Box 110, Trenton, New Jersey Box 389 08625-0110, 609/777-3200. PO Box If you need this document in braille or large print, call Trenton, New Jersey 08625-0369 609/292-2305. TTY users can contact this department (603) 292-2305 through New Jersey Relay 7-1-1. MW. (R-10-13) ej gevilaber

Conscientious Employee Protection Act “Whistleblower Act” Employer retaliatory action; protected employee actions; employee responsibilities 1. New Jersey law prohibits an employer from taking any retaliatory action against an employee because the employee does any of the following: a. Discloses, or threatens to disclose, to a supervisor or to a public body an activity, policy or practice of the employer or another employer, with whom there is a business relationship, that the employee reasonably believes is in violation of a law, or a rule or regulation issued under the law, or, in the case of an employee who is a licensed or certified health care professional, reasonably believes constitutes improper quality of patient care; b. Provides information to, or testifies before, any public body conducting an investigation, hearing or inquiry into any violation of law, or a rule or regulation issued under the law by the employer or another employer, with whom there is a business relationship, or, in the case of an employee who is a licensed or certified health care professional, provides information to, or testifies before, any public body conducting an investigation, hearing or inquiry into quality of patient care; or c. Provides information involving deception of, or misrepresentation to, any shareholder, investor, client, patient, customer, employee, former employee, retiree or pensioner of the employer or any governmental entity. d. Provides information regarding any perceived criminal or fraudulent activity, policy or practice of deception or misrepresentation which the employee reasonably believes may defraud any shareholder, investor, client, patient, customer, employee, former employee, retiree or pensioner of the employer or any governmental entity. e. Objects to, or refuses to participate in, any activity, policy or practice which the employee reasonably believes: (1) is in violation of a law, or a rule or regulation issued under the law or, if the employee is a licensed or certified health care professional, constitutes improper quality of patient care; (2) is fraudulent or criminal; or (3) is incompatible with a clear mandate of public policy concerning the public health, safety or welfare or protection of the environment. N.J.S.A. 34:19-3. The protection against retaliation, when a disclosure is made to a public body, does not apply

licy concerning the public health, safety or welfare or protection of the environment. N.J.S.A. 34:19-3. The protection against retaliation, when a disclosure is made to a public body, does not apply unless the employee has brought the activity, policy or practice to the attention of a supervisor of the employee by written notice and given the employer a reasonable opportunity to correct the activity, policy or practice. However, disclosure is not required where the employee reasonably believes that the activity, policy or practice is known to one or more supervisors of the employer or where the employee fears physical harm as a result of the disclosure, provided that the situation is emergency in nature. nN CONTACT INFORMATION Your employer has designated the following contact person to receive written notifications, pursuant to paragraph 2 above (N.J.S.A. 34:19-4): Name: Address: Telephone Number: This notice must be conspicuously displayed. Once each year, employers with 10 or more employees must distribute notice of this law to their employees. If you need this document in a language other than English or Spanish, please call (609) 292-7832. AD-270 (8/11) ni.goeovfltabor

La Ley de proteccion al empleado consciente “Ley de proteccion del denunciante” Acciones de represalia del empleador; proteccién de las acciones del empleado 1. Laley de New Jersey prohibe que los empleadores tomen medidas de represalia contra todo empleado que haga lo siguiente: a. Divulgue o amenace con divulgar, ya sea a un supervisor o a una agencia publica toda actividad, directriz © norma del empleador o de cualquier otro empleador con el que exista una relacién de negocios y que el empleado tiene motivos fundados para pensar que violan alguna ley, o en el caso de un trabajador licenciado 0 certificado de la salud y que tiene motivos fundados para pensar que se trata de una manera inadecuada de atencién al paciente; b. Facilite informaci6n o preste testimonio ante cualquier agencia publica que conduzca una investigacién, audiencia o indagacién sobre la violacién de alguna ley, regia o reglamento que el empleador o algun otro empleador con el que exista una relacién de negocios; o en el caso de un trabajador licenciado o certificado de la salud que facilite informacién o preste testimonio ante cualquier agencia publica que conduzca una investigacién, audiencia o indagacién sobre la calidad de la atencién al paciente; o ¢, Ofrece informacién conceriente al engafio o la tergiversacién con accionistas, inversionistas, usuarios, pacientes, clientes, empleados, ex empleados, retirados 0 pensionados del empleador o de cualquier agencia gubernamental. Ofrece informacién con respecto a toda actividad que se pueda percibir como delictiva o fraudulenta, toda directiva 0 practica engafiosa o de tergiversacién que el empleado tenga motivos fundados para pensar que pudieran estafar a accionistas, inversionistas, usuarios, pacientes, clientes, empleados, ex empleados, retirados o pensionados del empleador o de cualquier agencia gubernamental. e. Se opone o se niega a participar en alguna actividad, directriz o practica que el empleado tiene motivos fundados para pensar que: (1) viola alguna ley, 0 regia o reglamento que dicta la ley o en el caso de un empleado licenciado o certificado en cuidado de la salud que tiene motivos fundados para pensar que constituya atencion inadecuada al paciente; (2) es fraudulenta o delictiva; o (3) es incompatible con algtiin mandato establecido por las directrices ptiblicas relacionadas con la salud publica, la