N.J.S.A. 34:13A-66 — Unfair labor practices, cannabis employers.

34:13A-66 Unfair labor practices, cannabis employers. 7. Unfair Labor Practices; Cannabis Employers a. It shall be an unfair labor practice for a cannabis employer to: (1) interfere with, restrain, or coerce cannabis employees in the exercise of the rights guaranteed in section 6 of P.L.2025, c.244 (C.34:13A-65); (2) dominate or interfere with the formation or administration of any labor organization representing cannabis employees or contribute financial support against it; (3) discriminate in regard to the hiring or tenure of a cannabis employee or in any term or condition of employment to encourage or discourage membership in any labor organization; (4) to discharge or otherwise discriminate against a cannabis employee because they have filed charges or given testimony under this section; (5) take adverse action against a person within 90 days of the person's exercise of rights protected under P.L.2025, c.244 (C.34:13A-5.1a et al.). An adverse action shall raise a rebuttable presumption that the action was in retaliation for the exercise of those rights; (6) refuse to bargain collectively with the representatives of its cannabis employees; (7) discharge or discipline a cannabis employee who engages in, or induces or encourages any individual employed by the employer to engage in, a strike or a refusal in the course of their employment to use, manufacture, process, transport, or otherwise handle or work on any goods, articles, materials, or commodities or to perform any services for another employer that is engaged in an ongoing labor dispute with their cannabis employees; (8) discharge or discipline a cannabis employee who declines to attend or participate in an employer-sponsored meeting or communication if the purpose of the meeting or communication is to dissuade employees from joining or forming a union, deliver anti-union messaging, or communicate information that the cannabis employer is not required by law to communicate and is not necessary for those employees to perform their job duties, but rather is regarding the political views of the cannabis employer; (9) to spy upon or keep under surveillance, whether directly or through agents or any other person, any activities of cannabis employees or their representatives in the exercise of the rights listed in this in section 6 of P.L.2025, c.244 (C.34:13A-65); (10) to prepare, maintain, distribute, or circulate any blacklist of individuals for the purpose of preventing any of those individuals from obtaining or retaining employment because of the exercise by those individuals of any of the rights guaranteed in section 6 P.L.2025, c.244 (C.34:13A-65); (11) to refuse to discuss grievances with representatives of cannabis employees; (12) to utilize any State funding, appropriated for any purpose, to train personnel regarding methods to discourage union organization or to discourage an employee from participating in a union organizing drive; or (13) to lockout its cannabis employees through a refusal to permit cannabis employees to work as a result of a dispute with the cannabis employees or the labor organization representing them that affects wages, hours, and other terms and condition of employment. This shall not prevent a cannabis employer from terminating the employment for good cause that does not involve the terminated cannabis employees� exercising any rights guaranteed by section 6 of P.L.2025, c.244 (C.34:13A-65). b. It shall be an unfair labor practice for a labor organization or its agents to: (1) cause or attempt to cause an employer to discriminate against a cannabis employee in violation of section 6 of P.L.2025, c.244 (C.34:13A-65) or to discriminate against a cannabis employee with respect to whom membership in the organization has been denied or terminated on some ground other than the failure to tender the periodic dues and the initiation fees uniformly required as a condition of acquiring or retaining membership; or (2) refuse to bargain collectively with a cannabis employer, provided it is the representative of the cannabis employees of that employer. c. The expressing of any views, argument, or opinion, or the dissemination thereof, whether in written, printed, graphic, or visual form, shall not constitute or be evidence of an unfair labor practice under any of the provisions of P.L.2025, c.244 (C.34:13A-5.1a et al.), if the expression contains no threat of reprisal or force or promise of benefit. d. For the purposes of this section, it shall be an unfair labor practice to not bargain in good faith in furtherance of the mutual obligation of the employer and the labor organization to produce and sign a collective bargaining agreement with respect to the wages, hours, and other terms and conditions of employment to govern the cannabis employees represented by the labor organization and the employer. e. The board and the division retain explicit authority to promulgate the necessary administrative regulations to effectuate this section. L.2025, c.244, s.7.

This is the verbatim text of N.J.S.A. 34:13A-66, retrieved from the New Jersey Legislature's public statute corpus. Statutes are amended periodically — for the most current version, check the external source link above. Kyzer is not a law firm and this page is not legal advice.