EMPLOYMENT LAW NEWS

Human Trafficking Postings: Texas, New Jersey

By Kris Janisch
Published Aug. 3, 2021

Human Trafficking Posting Texas

Human trafficking labor law postings have been on the rise in recent years, with two recent updates in Texas and New Jersey.

Human trafficking postings in Texas and New Jersey were recently updated and are now required for more employers.

Both the Texas and New Jersey human trafficking postings updated in July. While not required for all employers, more types of businesses must now display the respective postings.

In recent years, labor law postings about human trafficking have been on the rise, behind only minimum wage and paid sick leave as the most common in 2020.

Texas Human Trafficking Posting

In Texas, the human trafficking posting is required for:

  • An entity permitted or licensed under Chapter 25, 26, 28, 32, 69, or 71, Alcoholic Beverage Code, other than an entity holding a food and beverage certificate
  • Cosmetology facilities
  • Hospitals
  • Massage establishments
  • Massage schools
  • Sexually oriented business
  • Tattoo studios
  • Transportation hubs

The posting itself includes a note on the illegality of “forced labor or services” under Texas law, along with the phone number for the National Human Trafficking Hotline. The language is also included in Spanish on the same labor law posting.

Labor Law Poster Updates. Simplified.

New Jersey Human Trafficking Posting

The list of businesses that must display the New Jersey human trafficking posting is expansive. It is required for:

  • Strip clubs or sexually oriented businesses (including within every dressing room and within every restroom and restroom stall)
  • Employers of licensed and registered massage or bodywork therapists (including within every dressing room and within every restroom and restroom stall)
  • Bars
  • Airports
  • Passenger rail or light rail stations
  • Bus stations
  • Welcome centers
  • Truck stops
  • Weigh stations
  • Emergency rooms within general acute care hospitals
  • Urgent care centers
  • Farm labor contractors and day haulers
  • Privately operated job recruitment centers
  • Service areas and safety rest areas located along interstate highways in New Jersey
  • All forms of public transportation, including every railroad passenger car
  • Hotels, motels, bed and breakfasts, campsites, and similar places

Owners and operators of school buses (both public and private) are encouraged to display the posting, which includes some explanatory language and the phone number of a toll-free New Jersey hotline.

Conclusion

The human trafficking postings in Texas and New Jersey are but two that multi-jurisdiction employers need to monitor. In all, GovDocs researchers are tracking about 40 such postings (not including the same posting in a non-English language).

In addition to Texas and New Jersey, as well as the federal government, states with human trafficking postings include:

  • Alaska
  • Alabama
  • Arkansas
  • California
  • Connecticut
  • Florida
  • Georgia
  • Hawaii
  • Illinois
  • Indiana
  • Kansas
  • Louisiana
  • Maryland
  • Maine
  • Michigan
  • Minnesota
  • Missouri
  • Montana
  • North Carolina
  • North Dakota
  • Nebraska
  • New Mexico
  • Ohio
  • Pennsylvania
  • South Carolina
  • Virginia
  • Vermont
  • Wisconsin
  • West Virginia
  • Washington, D.C.

As always, employers should research the applicable laws in jurisdictions where they have locations to ensure compliance with labor law postings and other laws.

This Employment Law News blog is intended for market awareness only, it is not to be used for legal advice or counsel.

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What is GovDocs?

GovDocs simplifies employment law compliance for large, multi-jurisdiction employers in the U.S. and Canada. The GovDocs software platform integrates three solutions in one convenient place to help you master the employment laws impacting your business. Whether you manage a postings, minimum wage or paid leave program, our products cut through research time, provide proactive insights into the everchanging landscape of employment laws and reduce the risk of noncompliance. The company is headquartered in St. Paul, Minn.

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