Rutgers Law

New Jersey Statutes, Title: 34, LABOR AND WORKMEN'S COMPENSATION

    Chapter 21:

      Section: 34:21-19: Offer of employment, form.

          4. The offer of employment required to be provided to an incumbent worker by of section 2 of P.L.2023, c.128 (C.34:21-17) shall be substantially in the form below:

DATE:

TO: (name of employee)

IMPORTANT INFORMATION REGARDING YOUR EMPLOYMENT

We have received information that you are employed by (name of predecessor contractor or employer) and are currently performing work at (address of worksite). (name of predecessor contractor) has lost its contract with the owners of (address of worksite) and will no longer be providing (type of service or employment) as of (last day of predecessor contract).



We are (name of successor contractor) and have been hired by the owners of (address of worksite) to provide the same (or janitorial, building maintenance) service. We are offering you a job with us for a 60-day probationary period starting (first day of successor contract) to perform the same type of work that you have already been doing for (name of predecessor contractor) under the following terms:



Pay rate (per hour): $

Hours per shift:

Total Hours Per Week: __

Benefits:



You must respond to this offer within the next ten (10) days. If you want to continue working at (address of worksite), you must let us know by (mm/dd/yyyy - no later than five days prior to the expiration of the predecessor contract or 10 days after the date of this letter if the predecessor contract has already expired). If we do not receive your response by the end of business that day, we will not hire you and you will lose your job. We can be reached at (successor contractor phone number).



The Service Worker Retention Law, of the Laws of New Jersey gives you the following rights:

1. You have the right, with certain exceptions, to be hired by our company for the first ninety days that we begin to provide services at (address of worksite).

2. During this 60-day period, you cannot be fired without just cause.

3. If you believe that you have been fired or laid off in violation of the Service Worker Retention Law, you have the right to institute legal action, and if successful may be awarded back pay, reinstatement, liquidated damages, attorney's fees and court costs.



FROM: (Name of successor contractor) (Name of authorized representative) (Address of successor contractor)

(Telephone # of successor contractor)

L.2023, c.128, s.4.

This section added to the Rutgers Database: 2023-11-27 20:54:58.

Older versions of 34:21-19 (if available):

Court decisions that cite this statute: CLICK HERE.