N.J. Stat. Ann. § 10:5-1 et seq. § 10:5-42
Penalties
Operative Text
Any person who violates this law or the provisions of a public works contract guaranteeing an equal employment opportunity to veterans shall be subject to any penalties allowable under law. L.1983, c. 197, s. 4, eff. May 27, 1983.
Under N.J.S.A. 10:5-42, any person who violates New Jersey's equal employment opportunity requirements for veterans—whether under the law itself or under the equal employment provisions of a public works contract—may face whatever penalties are permitted by applicable law. The provision does not specify a fixed dollar amount or a particular penalty structure; instead, it leaves the range of consequences to be determined by the broader body of law in effect at the time of a violation. This section was enacted in 1983 as part of a legislative effort to reinforce veteran employment protections in the public works context.
Plain English — not legal advice.
Property owners and managers who participate in public works contracts in New Jersey should be aware that N.J.S.A. 10:5-42 subjects any party—including contractors and those in a landlord or employer capacity—to legally available penalties for failing to honor equal employment opportunity commitments to veterans. Compliant operators generally ensure that any public works contract terms guaranteeing veteran employment opportunity are followed in practice, not just on paper. Maintaining clear documentation of hiring and employment decisions related to veterans is a practice commonly associated with compliance under this provision.
General guidance for property managers — not legal advice for your specific situation. Consult an attorney for advice on your case.
While N.J.S.A. 10:5-42 is primarily directed at employers and contractors rather than residential tenants, veterans and workers who believe their equal employment opportunity rights have been violated under a public works contract may have recourse under this provision. The law signals that violations can carry penalties allowable under New Jersey law, which may provide a basis for pursuing a complaint through appropriate state channels or a tenant-rights or worker-rights organization. Consulting a legal aid organization or a veterans' advocacy group familiar with New Jersey employment law can help individuals understand what enforcement paths may be available under this section.
General guidance for tenants — not legal advice for your specific situation. Consult a tenant-rights organization or attorney for advice on your case.
Generated October 14, 2026 — auto-generated, not yet human-reviewed. See /transparency for methodology.
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