New Jersey § 34:11-4

§ 34:11-4.

a. Any employer who knowingly fails to pay the full amount of wages to an employee agreed to or required by, or

in the manner required by, the provisions of article 1 of chapter 11 of Title 34 of

the Revised Statutes and all acts supplementing that article ( R.S.34:11-2 et al.), or who knowingly violates any other provision of P.L.1965, c. 173 ( C.34:11-4.1 et seq. ) , or who takes a retaliatory action against an employee by discharging or in any other

manner discriminating against the employee because the employee has made a complaint

to that employee's employer, to the commissioner, or to that employee's authorized

representative, that the employer has not paid the employee the full amount of wages

agreed upon or required by, and in the manner required by, the provisions of article

1 of chapter 11 of Title 34 of the Revised Statutes and all acts supplementing that

article ( R.S.34:11-2 et al.), or because the employee has caused to be instituted or is about to cause

to be instituted any proceeding under or related to that article or those acts, or

because that employee has testified or is about to testify in any proceeding under

or relating to that article or those acts, or because the employee has informed any

employee of the employer about rights under State laws regarding wages and hours worked, shall be guilty of a disorderly persons offense and, upon conviction for a first violation, shall be punished by a fine of not less than $500 nor more than $1,000 or by imprisonment for not less than 10 nor more than 90 days or by both the fine

and imprisonment and, upon conviction for a second or subsequent violation, be punished

by a fine of not less than $1,000 nor more than $2,000 or by imprisonment for not

less than 10 nor more than 100 days or by both the fine and imprisonment . Each week, in any day of which any violation of article 1 of chapter 11 of Title 34 of the Revised Statutes and all acts supplementing

that article ( R.S.34:11-2 et al.) continues shall constitute a separate and distinct offense. In the case of a discharge or other discriminatory action against the employee which

is in violation of this subsection, the employer shall also be required to offer reinstatement

in employment to the discharged employee and to correct the discriminatory action,

and also to pay to the employee, in full, all wages lost as a result of that discharge

or discriminatory action, plus liquidated damages equal to not more than 200 percent

of the wages due, under penalty of contempt proceedings. Taking an adverse action against an employee within ninety days of the employee

filing a complaint with the commissioner or a claim or action being brought by or

on behalf of the employee in a court of competent jurisdiction for a violation of

article 1 of chapter 11 of Title 34 of the Revised Statutes and all acts supplementing

that article ( R.S.34:11-2 et al.) shall be considered presumptive evidence that the employer's action was knowingly

taken in retaliation against the employee. An employee complaint or other communication need not make explicit reference to

any section or provision of any State law regarding wages and hours worked to trigger

the protections of this section. b. As an alternative to or in addition to any other sanctions provided by law for violations

of P.L.1965, c. 173 ( C.34:11-4.1 et seq. ), when the Commissioner of Labor and Workforce Development finds that an employer has violated that act, or taken any retaliatory action against the employee in violation of subsection a.

of this section, 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, specified in a schedule of penalties to be promulgated as a rule or regulation

by the commissioner in accordance with the “Administrative Procedure Act,” P.L.1968,

c. 410 ( C.52:14B-1 et seq. ). When determining the amount of the penalty imposed because of a violation, the commissioner

shall consider factors which include the history of previous violations by the employer,

the seriousness of the violation, the good faith of the employer and the size of the

employer's business. No administrative penalty shall be levied pursuant to this section unless the Commissioner

of Labor and Workforce Development provides the alleged violator with notification of the violation and of the amount

of the penalty by certified mail and an opportunity to request a hearing before the

commissioner or his designee within 15 days following the receipt of the notice. If a hearing is requested, the commissioner shall issue a final order upon such

hearing and a finding that a violation has occurred. If no hearing is requested, the notice shall become a final order upon expiration

of the 15-day period. Payment of the penalty is due when a final order is issued or when the notice becomes

a final order. Any penalty imposed pursuant to this section may be recovered with costs in a summary

proceeding commenced by the commissioner pursuant to the “Penalty Enforcement Law of 1999,” P.L.1999, c. 274 ( C.2A:58-10 et seq. ) . Any sum collected as a fine or penalty pursuant to this section shall be applied

toward enforcement and administration costs of the Division of Workplace Standards

in the Department of Labor and Workforce Development . c. If any employer fails to pay the full amount of wages to an employee agreed to

or required by, or in the manner required by, the provisions of article 1 of chapter

11 of Title 34 of the Revised Statutes and all acts supplementing that article ( R.S.34:11-2 et al.), the employee may recover in a civil action the full amount of any wages

due, or any wages lost because of any retaliatory action taken in violation of subsection

a. of this section, plus an amount of liquidated damages equal to not more than 200

percent of the wages lost or of the wages due, together with costs and reasonable

attorney's fees as are allowed by the court, except that if there is an agreement

of the employee to accept payment of the unpaid wages supervised by the commissioner

pursuant to section 9 of P.L.1965, c. 173 ( C.34:11-4.9 ) or R.S.34:11-58 , the liquidated damages shall be equal to not more than 200 percent of wages that

were due prior to the supervised payment. The payment of liquidated damages shall not be required for a first violation by

an employer if the employer shows to the satisfaction of the court that the act or

omission constituting the violation was an inadvertent error made in good faith and

that the employer had reasonable grounds for believing that the act or omission was

not a violation, and the employer acknowledges that the employer violated the law

and pays the amount owed within 30 days of notice of the violation. In a case of retaliation against an employee in violation of the provisions of subsection

a. of this section, the employer shall also be required to offer reinstatement in

employment to the discharged employee and take other actions as needed to correct

the retaliatory action. For purposes of this subsection, an employer taking an adverse action against an

employee within ninety days of the employee filing a complaint with the commissioner,

or a claim or action being brought by or on behalf of the employee in a court of competent

jurisdiction, for a violation of provisions of article 1 of chapter 11 of Title 34

of the Revised Statutes and all acts supplementing that article ( R.S.34:11-2 et al.) shall raise a presumption that the employer's action was taken in retaliation

against the employee, which presumption may be rebutted only by clear and convincing

evidence that the action was taken for other, permissible, reasons. Any agreement by the employee to work for, or accept, wages paid which are less

than the amount agreed to or required by law, or paid in a manner other than that

required by article 1 of chapter 11 of Title 34 of the Revised Statutes and all acts

supplementing that article ( R.S.34:11-2 et al.), shall be no defense to the action. The employee shall be entitled to maintain the action for and on behalf of other

similarly situated employees, or designate an agent or representative to maintain

the action for and on behalf of all similarly situated employees. The employee may bring the action for all appropriate relief, including reinstatement,

the payment of damages and the recovery of lost wages or unpaid wages pursuant to

this section in the Superior Court. Upon the request of any employee not paid the full wages agreed upon or required

by law and in the manner required by the provisions of article 1 of chapter 11 of

Title 34 of the Revised Statutes and all acts supplementing that article ( R.S.34:11-2 et al.), the commissioner may take an assignment of the wage claim in trust for the

assigning employee and may bring any legal action necessary to collect the claim,

and the employer shall be required to pay to the employee the unpaid wages and liquidated

damages equal to not more than 200 percent of the amount of the unpaid wages and pay

to the commissioner the costs and reasonable attorney's fees as determined by the

court. The payment of liquidated damages shall not be required for a first violation by

an employer if the employer shows to the satisfaction of the court that the act or

omission constituting the violation was an inadvertent error made in good faith and

that the employer had reasonable grounds for believing that the act or omission was

not a violation, and the employer acknowledges that the employer violated the law

and pays the amount owed within 30 days of notice of the violation.