Bill > A1161

This bill requires employers and third-party job posting companies to provide more information in job advertisements, including whether the position is for an existing vacancy and, if so, an estimated timeframe for filling it, or if it's for an anticipated vacancy, a disclaimer that the employer has recently hired for similar roles and the posting will expire after 120 days. For seasonal positions, the posting must state the anticipated employment season. Employers must remove job postings within two weeks of filling a position or 30 days from the original posting, whichever is later, and make reasonable efforts to notify third-party companies when a position is filled. Third-party companies must also remove filled or expired postings within two weeks of knowing or having reason to know. If an employer interviews a candidate for an existing vacancy, they must provide an update on the position's status within the advertised timeframe, and if the candidate is still being considered, an estimated decision timeline. The Department of Labor and Workforce Development can audit these practices, and violations can result in a warning followed by penalties of up to $300 for a first offense and $600 for subsequent offenses, with each month a job advertisement remains in violation after the warning constituting a separate offense. The bill also clarifies that a position is considered filled when the selected candidate begins working and defines "interview" to exclude preliminary screenings.