New Jersey S 2692: Requires health insurance coverage of at-home rehabilitation services.

Bill Text

S2692 

SENATE, No. 2692 

STATE OF NEW JERSEY

222nd LEGISLATURE

� 

PRE-FILED FOR INTRODUCTION IN THE 2026 SESSION

Sponsored by:

Senator BRITNEE N. TIMBERLAKE

District 34 (Essex)

SYNOPSIS

���� Clarifies that sexual harrassment and sexual assault 
constitute unlawful discrimination on basis of sex.

CURRENT VERSION OF TEXT 

���� Introduced Pending Technical Review by Legislative 
Counsel.

�� 

An Act concerning unlawful discrimination and amending 
P.L.1945, c.169.

���� Be It 
Enacted by the Senate and General Assembly of 
the State of New Jersey:

���� 1.��� Section 11 of P.L.1945, 
c.169 (C.10:5-12) is amended to read as follows: 

���� 11.� It shall be an unlawful 
employment practice, or, as the case may be, an unlawful discrimination:

���� a.���� For an employer, 
because of the race, creed, color, national origin, ancestry, age, marital 
status, civil union status, domestic partnership status, affectional or sexual 
orientation, genetic information, pregnancy or breastfeeding, sex, gender 
identity or expression, disability or atypical hereditary cellular or blood 
trait of any individual, or because of the liability for service in the Armed 
Forces of the United States or the nationality of any individual, or because of 
the refusal to submit to a genetic test or make available the results of a 
genetic test to an employer, to refuse to hire or employ or to bar or to 
discharge or require to retire, unless justified by lawful considerations other 
than age, from employment such individual or to discriminate against such 
individual in compensation or in terms, conditions or privileges of employment; 
provided, however, it shall not be an unlawful employment practice to refuse to 
accept for employment an applicant who has received a notice of induction or orders 
to report for active duty in the armed forces; provided further that nothing 
herein contained shall be construed to bar an employer from refusing to accept 
for employment any person on the basis of sex in those certain circumstances 
where sex is a bona fide occupational qualification, reasonably necessary to 
the normal operation of the particular business or enterprise; provided further 
that it shall not be an unlawful employment practice for a club exclusively 
social or fraternal to use club membership as a uniform qualification for 
employment, or for a religious association or organization to utilize religious 
affiliation as a uniform qualification in the employment of clergy, religious 
teachers or other employees engaged in the religious activities of the 
association or organization, or in following the tenets of its religion in 
establishing and utilizing criteria for employment of an employee; provided 
further, that it shall not be an unlawful employment practice to require the 
retirement of any employee who, for the two-year period immediately before 
retirement, is employed in a bona fide executive or a high policy-making 
position, if that employee is entitled to an immediate non-forfeitable annual 
retirement benefit from a pension, profit sharing, savings or deferred 
retirement plan, or any combination of those plans, of the employer of that 
employee which equals in the aggregate at least $27,000.00; and provided 
further that an employer may restrict employment to citizens of the United 
States where such restriction is required by federal law or is otherwise 
necessary to protect the national interest.

���� The provisions of subsections 
a. and b. of section 57 of P.L.2003, c.246 (C.34:11A-20), and the provisions of 
section 58 of P.L.2003, c.246 (C.26:8A-11), shall not be deemed to be an 
unlawful discrimination under P.L.1945, c.169 (C.10:5-1 et seq.).

���� For the purposes of this 
subsection, a "bona fide executive" is a top level employee who 
exercises substantial executive authority over a significant number of 
employees and a large volume of business.� A "high policy-making 
position" is a position in which a person plays a significant role in 
developing policy and in recommending the implementation thereof.

���� For the purposes of this 
subsection, an unlawful employment practice occurs, with respect to 
discrimination in compensation or in the financial terms or conditions of 
employment, each occasion that an individual is affected by application of a 
discriminatory compensation decision or other practice, including, but not 
limited to, each occasion that wages, benefits, or other compensation are paid, 
resulting in whole or in part from the decision or other practice.

���� In addition to any other 
relief authorized by the "Law Against Discrimination," P.L.1945, 
c.169 (C.10:5-1 et seq.) for discrimination in compensation or in the financial 
terms or conditions of employment, liability shall accrue and an aggrieved 
person may obtain relief for back pay for the entire period of time, except not 
more than six years, in which the violation with regard to discrimination in 
compensati