These days following the election present a good opportunity for political organizations to focus on items that been placed on the backburner. For example, employment law. Like all employers, political candidates, parties, and PACs have legal responsibilities to the people powering their mission. Building good legal foundations and protocols for employment law will ensure that your team is protected, your mission is respected, and your momentum stays strong.
This guide is here to highlight some key areas where campaign operations and employment laws intersect.
Minimum Wage Applies to Campaigns
Most political campaigns, PACs, and other advocacy organizations are subject to the New Jersey Minimum Wage Law. Currently, this means all hourly employees must be paid a minimum of $15.49 per hour.
Overtime Rules Still Count
Political campaigns are known for their long days, late nights, and fast-moving deadlines, but that doesn’t exempt them from overtime laws. In New Jersey, non-exempt employees must be paid time-and-a-half for any hours worked over 40 in a work week. As you build out your staffing plan, it’s imperative to ensure employees are appropriately classified as exempt (or not), establish protocols for time keeping and track hours diligently.
Equal Pay Matters
New Jersey law prohibits discrimination in compensation based on protected categories (i.e., race, gender, national origin, etc.) and generally obligates employers to provide equal pay for the performance of...
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