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S 2310

Authorizes the New York city council to approve or deny by a majority vote, any public authority's or public benefit corporation's use of eminent domain

2025 Regular Session Introduced by Leroy Comrie

Requires employers to notify eligible employees of internal promotions and include pay/benefits details in all job postings to increase transparency.

REFERRED TO CORPORATIONS, AUTHORITIES AND COMMISSIONS
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WeVote Research Nonpartisan
Bill Summary · S 2310

Note on source materials
- The documents supplied for Senate Bill No. 2310 all describe a New Jersey law requiring greater transparency in job postings and promotion notices (enacted as P.L.2024, c.91 on Nov. 18, 2024). The Bill Information header (title about New York City Council and eminent domain) and some later procedural entries appear to be inconsistent with the bill text provided. This summary reflects the statutory text and committee statements in the supplied documents (New Jersey S.2310 / P.L.2024, c.91).

Summary — purpose
- The bill requires employers to increase transparency about promotions, new job openings, and transfer opportunities by (1) notifying eligible current employees about internal promotion opportunities before decisions are made (with limited exceptions) and (2) including pay information and a general description of benefits/compensation in job and transfer postings. The goal is to improve internal opportunity awareness and pay transparency.

Key provisions
- Promotion notification (subsection a)
- Employers must make “reasonable efforts” to announce/post/internal-advertise promotion opportunities to all current employees in the affected department(s) before making a promotion decision.
- Exceptions: promotions awarded solely on the basis of years of experience or performance are not subject to notification; emergent promotions for unforeseen events are allowed.

  • Pay and benefits disclosure in postings (subsection b)

    • Every posting for new jobs and transfer opportunities (external or internal) must disclose the hourly wage/salary or a wage/salary range, and a general description of benefits and other compensation programs for which the employee would be eligible.
    • Employers may legally increase wages/benefits at time of offer.

  • Enforcement and penalties (subsection c)

    • The Commissioner of Labor and Workforce Development may collect civil penalties in a summary proceeding under the Penalty Enforcement Law.
    • Penalties: up to $300 for the first violation; up to $600 for each subsequent violation.
    • Violation counting: a failure to comply for a single promotion is treated as one violation for all listings of that promotion; likewise, failure to include required info for a particular job opening/transfer counts as one violation regardless of multiple postings.

  • Temporary help/consulting firm exception (subsection d)

    • Temporary help and consulting firms registered with the Division of Consumer Affairs need not provide pay/benefit info on postings that are for identifying candidates for potential future (not current) openings.
    • Such firms must provide the pay/benefit information to an applicant at interview or hire for a specific temporary job opening.

Definitions and scope
- “Employer”: any person/company/etc. with 10 or more employees over 20 calendar weeks doing business or taking applications in New Jersey; includes state and local government entities and employment agencies.
- “Promotion”: a change in job title and an increase in compensation.

Effective date and status
- The law takes effect on the first day of the seventh month following enactment.
- According to the documents, the measure was approved as P.L.2024, c.91 on November 18, 2024. (Committee amendments reduced penalties and changed benefit “listing” to a “general description,” and clarified the method for counting violations.)

Who is affected / potential impact
- Affected: employers operating in New Jersey with 10+ employees; current employees seeking promotions; job applicants and internal transfer candidates; temporary help/consulting firms (subject to narrower posting requirements).
- Impact: increases transparency about pay and benefits (may reduce information asymmetry and support internal mobility); imposes modest administrative duties and civil-penalty exposure for noncompliance; provides narrower posting obligations for temporary staffing firms while preserving applicant-level disclosure at interview/hire.

If you want, I can:
- Produce a one-page quick reference (checklist) for employers to comply with the law, or
- Draft sample job-posting language that meets the statute’s disclosure requirement.

Compiled from official sources — confirm details with the bill’s official record.

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