New Jersey
employment.
What to provide. What we verify.
The requirements behind each step.
A practical onboarding guide for RNs working with Task Health in New Jersey, with responsibilities and regulatory sources in one place.
View the checklistW-2 RNs · New Jersey assignments · Task Health’s proposed Temporary Help Service Firm model
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Open any item for its timing, legal basis, records, and source links.
The RN onboarding list
The essentials to prepare and keep current.
RN license verification + screenshotProvide your RN license details. Task Health checks your authority to practice in New Jersey and saves a dated verification.RN & onboarding teamDCA · Board of Nursing
- When it applies
- Before an NJ assignment; monitor renewal and restrictions
- Legal basis
- N.J.S.A. 45:11-23 et seq.; N.J.A.C. 13:37; Nurse Licensure Compact
The RN needs a current New Jersey license or a valid multistate license with authority to practice in New Jersey. An ordinary single-state license from another state is not enough. Check status, expiration, restrictions, and any applicable compact privilege against the official licensing record.
License number and issuing state, verification date, status, expiration, and a screenshot or PDF of the official result. Saving a screenshot is our proposed evidence method; the law does not prescribe that file format.
Employment authorization · Form I-9Complete Form I-9 and present acceptable identity and work-authorization documents of your choice.RN & onboarding teamUSCIS · Employment authorization
- When it applies
- Section 1 by the first workday; employer review generally within 3 business days
- Legal basis
- 8 U.S.C. § 1324a; 8 C.F.R. § 274a.2
The employee chooses one acceptable List A document, or a List B plus List C combination. Task Health must examine documents using an authorized process. Uploading a photo alone does not complete the employer’s examination; remote examination is available only when its specific requirements are met.
Completed I-9 and any document copies required by the examination process. Retain for 3 years after hire or 1 year after employment ends, whichever is later.
Full legal name & home addressProvide your first name, middle initial if applicable, last name, and full home address: street, apartment/unit, city, state, and ZIP code.RN & onboarding teamIRS · NJ Treasury
- When it applies
- At payroll setup; update when your name or address changes
- Legal basis
- Federal employee withholding and wage-reporting requirements
Use your name as recorded with the Social Security Administration. Task Health uses your name and address on payroll and tax records, including Form W-2. This item collects the information itself; it does not add a separate photo-ID or proof-of-address upload requirement. Identity-document review is handled under the I-9 item above.
Full legal name and complete home address in the employee’s payroll record.
Federal Form W-4Complete, sign, and date Form W-4 so Task Health can calculate your federal income tax withholding.RN & onboarding teamIRS · NJ Treasury
- When it applies
- At hire; update when withholding elections change
- Legal basis
- 26 U.S.C. § 3402(f); IRS Form W-4 instructions
Enter your personal information and filing status. Complete the additional sections for multiple jobs, credits, deductions, or extra withholding only as applicable, following the form’s instructions. Sign and date the form, then return it to Task Health through secure onboarding. Give the completed form to your employer, rather than sending it to the IRS.
The employee’s completed, signed, and dated federal Form W-4, retained with payroll records.
New Jersey Form NJ-W4Complete, sign, and date Form NJ-W4 to provide your New Jersey income tax withholding instructions.RN & onboarding teamIRS · NJ Treasury
- When it applies
- At hire; update when elections change; renew a qualifying low-income withholding exemption annually
- Legal basis
- N.J.S.A. 54A:7-1 et seq.; NJ Division of Taxation withholding guidance
Enter your personal information, filing status, allowances, and any additional withholding or exemption that applies, using the form’s instructions and wage chart. Return the signed form to Task Health through secure onboarding. Payroll will account for any applicable residency, reciprocity, or exemption rules when setting up state withholding.
The employee’s completed, signed, and dated NJ-W4, retained with payroll records, plus any applicable state exemption documentation.
Employment offer & job termsReview your role, W-2 employment status, start date, assignment arrangements, and agreed compensation.RN & onboarding teamNJ DOL · US DOL
- Form or document
- Task Health offer letter or employment agreement. No prescribed government offer-letter form.
- What the RN does
- Review and accept the company’s terms. A signature is a proposed company documentation step.
- When it applies
- Before starting work; update agreed terms when needed
- Legal basis
- Company onboarding document; mandatory pay notification is listed separately below
Task Health prepares the offer. It should identify the employer, role, start date, pay arrangement, and relevant employment policies. A signed offer is useful evidence of the agreed terms; it is not a universal government form required for every NJ W-2 hire. Required wage notifications and employee notices still need to be delivered.
The offer or agreement and the RN’s acceptance, including later agreed changes.
Pay rate & regular payday noticeTask Health tells you your rate of pay and regular payday at hire, and before either changes.Task HealthNJ DOL · US DOL
- Form or document
- Employer-prepared notice. Section 34:11-4.6 does not prescribe a government template.
- What the RN does
- Receive the notice. This provision does not require an employee signature.
- When it applies
- At hire; before a change takes effect
- Legal basis
- N.J.S.A. 34:11-4.6(a)–(b)
State the rate and its basis, such as hourly or per visit, and the regular payday. Task Health’s proposed method is a written notice, which can be part of the offer letter. Keep evidence of delivery.
Pay notice, date delivered, and updated notices before changes.
Timekeeping instructions & timesheetsLearn how to record working time, including visits, documentation, required training, and compensable travel.RN & onboarding teamNJ DOL · US DOL
- Form or document
- Task Health’s timekeeping system or timesheet. No prescribed government timesheet template.
- What the RN does
- Record all working time and report missing or incorrect entries.
- When it applies
- Before work begins; record time each workday
- Legal basis
- Applicable FLSA and NJ wage-and-hour recordkeeping requirements
Task Health provides instructions for recording hours and correcting errors. Travel between patient visits during the workday generally counts as working time; ordinary commuting generally does not. Required job-related training and documentation work must be assessed as working time. A per-visit pay arrangement does not itself establish an overtime exemption.
Time entries, corrections, applicable travel/training time, and payroll calculations. This is ongoing recordkeeping, not a one-time government form signed at hire.
Earned Sick Leave notice · MW-565Task Health gives covered employees the official sick-leave notice, with the company’s benefit-year dates filled in.Task HealthNJ DOL · US DOL
- Form or document
- Official NJ notice MW-565. Task Health completes the benefit-year start and end dates.
- What the RN does
- Read and retain it. No employee signature field or statutory receipt-signature requirement is identified here.
- When it applies
- At hire and upon first request; also post as required
- Legal basis
- N.J.S.A. 34:11D-7; N.J.A.C. 12:69-1.9
Provide the notice in English and, when the department makes it available, the employee’s primary language. Record delivery. Confirm coverage under the Earned Sick Leave Law; a part-time schedule or per-visit pay alone does not establish the specific per-diem healthcare exception.
The completed MW-565, applicable language version, and delivery record. An optional receipt acknowledgment is a company recordkeeping choice.
Wage, benefit & tax recordkeeping notice · MW-400Receive the official notice explaining the employer’s recordkeeping and reporting duties.Task HealthNJ DOL · US DOL
- Form or document
- Official NJ notice MW-400. Give the employee a copy; it is not an application form.
- What the RN does
- Read and retain it. The notice does not require the RN to fill in information or sign.
- When it applies
- At hire; also post as required
- Legal basis
- N.J.S.A. 34:1A-1.14; N.J.A.C. 12:2-1.3
Task Health must provide the notice individually and meet the posting requirement. Use a delivery method permitted by the rule; a public link alone does not document that each RN received it. These are the employer’s obligations, not a request for the RN’s tax returns or bank records.
The notice version provided, delivery date, and posting record.
Temporary Disability Insurance notice · PR-1Receive information about temporary disability coverage and how to apply when you need benefits.Task HealthNJ DOL · US DOL
- Form or document
- Official PR-1 unemployment/disability poster and coverage information. Use approved private-plan information if applicable.
- What the RN does
- Read and retain the notice. A benefits claim is completed only when benefits are sought.
- When it applies
- For covered employment: at hire, upon request, and when a need for leave is reported; also post
- Legal basis
- NJ Temporary Disability Benefits Law; NJ DOL employer notice guidance
Task Health provides written program information and identifies whether coverage is through the state plan or an approved private plan. The linked PR-1 also covers unemployment insurance. Receiving this notice does not require the RN to file a disability claim or provide medical information at onboarding.
The applicable notice, plan information, and delivery date. No receipt signature is specified in the linked notice.
Family Leave Insurance notice · PR-2Receive information about family leave insurance and the applicable state or approved private plan.Task HealthNJ DOL · US DOL
- Form or document
- Official NJ notice PR-2, plus approved private-plan information if applicable.
- What the RN does
- Read and retain it. No onboarding benefits claim or receipt signature is required by the linked notice.
- When it applies
- For covered employment: at hire, upon request, and when a need for leave is reported; also post
- Legal basis
- NJ Temporary Disability Benefits Law, including Family Leave Insurance; NJ DOL employer notice guidance
Task Health gives written notice of the program and posts the required information. A claim for benefits is a separate process when qualifying leave is needed. An approved private plan requires its own coverage and claim instructions.
The applicable notice, plan information, and delivery date.
Orientation, privacy & safe workingReview the assignment workflow, documentation process, privacy safeguards, and how to report a concern or exposure.RN & onboarding teamOSHA · HHS
- When it applies
- Before applicable duties; refresher training when required
- Legal basis
- Applicable OSHA standards; HIPAA workforce training where applicable; company procedures
Training must match the RN’s tasks and access to patient information. Task Health and the home care agency coordinate site-specific hazards and instructions. Required bloodborne-pathogen and respirator training are detailed separately below. HIPAA does not establish a universal paid annual ‘HIPAA certificate’ requirement.
Topics covered, completion dates, policy acknowledgments, and the contact/escalation process. The onboarding checklist is an operational record; each training obligation has its own legal trigger.
Visible RN identification badgeWear the required identification while practicing. An online profile alone does not meet a rule requiring a worn badge.RN & onboarding teamDCA · Board of Nursing
- When it applies
- While practicing nursing, subject to the rule’s exceptions
- Legal basis
- N.J.A.C. 13:37-8.2
The tag must show the nurse’s first name or initial, full surname, and level of licensure (Registered Nurse or R.N.). Lettering must be equal in size and at least one-quarter inch high. The badge must remain clearly visible, subject to the rule’s exemption process. Task Health’s proposed onboarding step is to issue or confirm a compliant badge before assignment.
Badge issued/confirmed, with the required name and RN designation. A digital badge may supplement the required identification.
License renewal & continuing educationKeep your nursing license and applicable continuing education current; report changes to your practice authority.RNDCA · Board of Nursing
- When it applies
- Throughout employment and each renewal cycle
- Legal basis
- N.J.A.C. 13:37-5.3 and applicable home-state rules for compact nurses
For NJ license renewal, the general requirement is 30 contact hours per biennial period, including required subject matter and applicable exceptions. Compact nurses follow the relevant home-state renewal requirements. There is no separate Department of Education employment license for an already licensed RN; extra credentials depend on the assignment.
Renewal dates and any credentials required for assigned duties. RNs retain their CE evidence as required by the licensing rules; a new diploma upload is not a universal W-2 requirement.
When an additional requirement applies
Check the condition before requesting a form, document, or test.
Direct-deposit authorizationIf you choose direct deposit, authorize it and provide bank details through secure payroll onboarding.RN & onboarding teamWhen applicableNJ DOL · US DOL
- Form or document
- Payroll-provider or Task Health authorization. No prescribed NJ government form.
- What the RN does
- Consent to direct deposit; supply the account and routing details securely.
- When it applies
- Before direct deposit starts; update if your instructions change
- Legal basis
- N.J.S.A. 34:11-4.2a
The law requires employee consent. A signed or electronically recorded authorization is Task Health’s proposed evidence of that consent. Employees can withdraw consent on timely notice; keep bank details in the restricted payroll system.
Deposit authorization and any subsequent changes or withdrawal.
Gender Equity notice & acknowledgment · AD-290If Task Health has 50 or more employees, receive the notice and return the signed acknowledgment within 30 days.RN & onboarding teamWhen applicableNJ DOL · US DOL
- Form or document
- Official AD-290 notice with an acknowledgment page. Written or electronic acknowledgment is required.
- What the RN does
- Acknowledge receipt, reading, and understanding; sign or electronically verify within 30 days.
- When it applies
- Covered employers: at hire, annually by December 31, and upon first request; also post
- Legal basis
- N.J.S.A. 34:11-56.12; N.J.A.C. 12:2-2.1–2.4
The threshold counts the employer’s employees inside and outside New Jersey. Task Health must assess its actual employee count. When covered, distribute the notice using a permitted method and collect the acknowledgment each time required.
Notice delivery date and completed acknowledgment, including electronic verification where used.
Background checks & authorizationUse the screening required by the applicable program, assignment, or policy, with proper consent and fair-hiring procedures.RN & onboarding teamWhen applicableFTC · EEOC · NJ DOL
- When it applies
- When a screening requirement or lawful screening policy applies
- Legal basis
- Fair Credit Reporting Act; NJ Opportunity to Compete Act; applicable program rules
A third-party employment background report triggers FCRA disclosure, written authorization, and applicable pre-adverse/adverse-action steps. NJ restrictions on criminal-history inquiries must also be assessed. This guide does not treat fingerprinting or a new criminal check as a universal THSF requirement for every RN.
Documented screening basis, permitted consent/disclosure forms, results with restricted access, and any required adverse-action notices.
Medical clearance, TB & immunizationsCollect the health evidence required for the actual setting, exposure, program, or home care agency assignment.RN & onboarding teamWhen applicableDOH · EEOC · Home care agency
- When it applies
- Only when an identified rule or lawful assignment requirement applies
- Legal basis
- Applicable setting/program rules; ADA medical-inquiry protections
No single blanket THSF rule has been identified here requiring every RN to upload an annual physical, annual TB test, and the same vaccination panel. DOH facility rules depend on the facility category; HCSF registration is a different category. Record the actual basis before adding a medical requirement. Employment medical examinations generally belong after a conditional offer, with applicable safeguards.
The requirement’s source, clearance or evidence actually needed, renewal interval if applicable, and confidential storage separate from routine personnel records.
Bloodborne pathogens & hepatitis BWhere occupational exposure exists: exposure-control measures, paid training, hepatitis B vaccination offer, and follow-up.RN & onboarding teamWhen applicableOSHA · HHS
- When it applies
- Before exposure; initial and annual training; vaccine offer generally within 10 working days of initial assignment
- Legal basis
- 29 C.F.R. § 1910.1030
Task Health must assess reasonably anticipated exposure to blood or other potentially infectious material. Covered employees receive appropriate protection and interactive training. The employer offers hepatitis B vaccination at no cost, subject to the standard’s exceptions, and documents a prescribed declination if refused. Exposure incidents require prompt evaluation and follow-up.
Exposure determination and plan, training records, vaccine offer/acceptance or declination, and confidential exposure/medical records. Apply the standard’s distinct retention periods.
Respirator clearance & fit testingWhen a respirator is required, arrange medical evaluation, fit testing, training, and the respiratory protection program.RN & onboarding teamWhen applicableOSHA · HHS
- When it applies
- Before required use; fit testing at least annually for tight-fitting respirators
- Legal basis
- 29 C.F.R. § 1910.134
Required respirator use triggers a written program and medical evaluation before fit testing or use. Tight-fitting respirators require appropriate fit testing and additional tests when relevant conditions change. A surgical mask is not the same as a respirator; requirements must follow the actual hazard and equipment.
Medical clearance determination, fit-test record with respirator details, training, and program records. Keep confidential medical information restricted.
Program exclusion screeningCheck applicable exclusion lists when work is connected to Medicaid, Medicare, or another covered program.Task HealthWhen applicableHHS OIG · NJ Medicaid
- When it applies
- Before covered work and at the interval required by the program or contract
- Legal basis
- Federal exclusion/payment restrictions; applicable NJ Medicaid requirements
Excluded persons’ services can create federal-program payment and liability problems even when the person does not bill directly. Determine the applicable federal and state lists, identity-matching process, and rescreening interval. A program-specific monthly screening rule should not be described as a universal rule for all employment.
Dated search results, identifiers used to resolve potential matches, disposition, and next screening date.
Assignment credentials & instructionsConfirm the skills, certifications, equipment, and instructions needed for the particular assignment.RN & onboarding teamWhen applicableDCA · Board of Nursing
- When it applies
- Before accepting duties requiring those skills or credentials
- Legal basis
- RN professional-practice standards; applicable program, setting, and contract requirements
BLS/CPR, specialty certifications, references, driving records, and vehicle insurance may be needed for particular work or a lawful company policy. They are not all universal THSF employee documents. Record the patient-visit purpose, home care agency contact, escalation instructions, and the required scope of work.
Assignment brief and evidence of any required competency or credential, with expiration dates where relevant.
Task Health’s responsibilities
The employer framework supporting W-2 employment.
Business qualification & DCA registrationComplete the corporate, tax/employer, and appropriate DCA registrations as separate business steps.Task HealthDCA · Business registration
- When it applies
- Before operating where required; renew on the applicable schedule
- Legal basis
- N.J.S.A. 56:8-1.1; N.J.A.C. 13:45B, Subchapter 12; NJ business-registration rules
This guide is organized around Task Health’s proposed Temporary Help Service Firm model with W-2 RNs. THSF registration includes business-level requirements such as the applicable bond. Employee onboarding does not determine the business’s licensing classification or establish that registration has been approved.
NJ authority to transact business, employer/tax account records, DCA registration and renewal records, and required bond documentation.
Payroll taxes, insurance accounts & W-2sSet up withholding, employment taxes, NJ employer contributions, payroll reporting, and annual wage statements.Task HealthIRS · NJ Treasury
- When it applies
- Before payroll; deposit and file on the applicable schedules
- Legal basis
- Federal employment-tax rules; N.J.S.A. 54A:7; N.J.S.A. 43:21
Handle federal income tax, Social Security/Medicare, unemployment, and applicable NJ withholding and UI, temporary-disability and family-leave contributions. Use the correct federal filings and NJ-927/WR-30 reporting. Do not deduct employer-only contributions from RN wages.
Payroll registers, withholding elections, tax deposits and returns, quarterly wage reports, and Forms W-2/W-3.
New-hire reportingTask Health or its payroll provider reports each new or rehired RN through the New Jersey Child Support Employer Services Portal.Task HealthNJ DHS · Child Support
- Form or document
- Online new-hire report at njcsesp.com. A paper New Hire Reporting Form is available as an alternative.
- What the RN does
- Provide accurate personal details securely. Task Health or its authorized payroll provider files the report.
- When it applies
- Within 20 days of hire/rehire. Electronic reporters submit twice monthly, 12–16 days apart, when there are hires to report.
- Legal basis
- N.J.S.A. 2A:17-56.61 et seq.
Temporary staffing employers report the worker when hired, not again for every client assignment. Report qualifying rehires/returns after a break in service or wages. Before filing, check whether Task Health already uses a registered multistate arrangement: an employer can designate one state where it has employees to receive all new-hire reports electronically, after notifying the federal program.
Where and how to submit
- Open the employer portal
Use the portal link below. Sign in with Task Health’s FEIN, account email, and password. If no account exists, select Register and complete the company registration and email activation process.
- Enter Task Health’s information
Company legal name, employer address for payroll/child-support correspondence, and the same FEIN used for quarterly wage reports.
- Enter the RN’s information
Full name, home address, Social Security number, date of birth, and hire date—the first day the RN performs services for pay.
- Submit and keep the confirmation
Use online new-hire reporting or the portal’s supported file upload. Save the printable receipt and check for rejected or incomplete records.
- Or have payroll submit it
Confirm that the payroll provider’s new-hire reporting service is enabled for Task Health and the correct reporting state. Obtain submission confirmation; payroll setup alone is not evidence of filing.
Report details, submission date and receipt, corrections, and any multistate reporting election. Portal support: 877-654-4737.
Workers’ compensation coverageTask Health buys and pays for NJ workers’ compensation insurance. Arrange it through a licensed insurance broker or carrier before the RNs start work.Task HealthNJ DOL · US DOL
- Form or document
- Insurance application, issued policy, and certificate of insurance (COI)
- What the RN does
- The RN does not buy this policy. Follow Task Health’s injury-reporting instructions if an incident occurs.
- When it applies
- Before covered NJ employment begins; maintain coverage continuously
- Legal basis
- N.J.S.A. 34:15-70 et seq.; NJ DOL employer-insurance requirements
This policy covers work-related employee injuries and illness, including covered work during home visits. Task Health arranges coverage as the employer. Its staffing surety bond and a home care agency’s insurance do not replace Task Health’s workers’ compensation policy.
Where and how to arrange coverage
- Ask a licensed broker or insurer for NJ coverage
If Task Health already has a workers’ compensation policy, ask its broker whether New Jersey can be added. Otherwise request a new policy from a broker familiar with healthcare staffing. NJM also has a direct NJ quote page linked below; confirm that it will insure our staffing and home-visit operations.
- Provide the business and payroll details
Give the insurer Task Health’s legal name, EIN, business address, start date, estimated annual NJ payroll, RN headcount and duties, work locations, and prior coverage or claims history. Describe the actual nursing visits and staffing arrangement so the insurer can confirm the correct classification and price.
- Accept the quote and obtain proof of coverage
Check that the policy covers New Jersey and the actual RN operations, with the required effective date. Pay the premium or agreed installment, obtain the issued policy and COI, and provide the required workplace notice and injury-reporting contact.
- Keep payroll estimates current
The insurer normally audits actual payroll and classifications and adjusts the premium. Ask about payroll-linked billing, such as NJM’s Precision Pay if eligible. This changes how premiums are paid; it does not eliminate the audit or guarantee a lower price.
Estimated cost · 2026 budgeting illustration
NJCRIB’s 2026 healthcare-service-agency schedule directs registered nurses and nurse practitioners to code 9045, with a manual rate of $1.127 per $100 of payroll. The insurer must confirm whether that classification applies to Task Health’s actual staffing operations. This insurance classification does not determine the company’s DCA registration category.
| Annual RN payroll | Base / year | Monthly equivalent |
|---|---|---|
| $100,000 | $1,127 | ≈ $94 |
| $250,000 | $2,818 | ≈ $235 |
| $500,000 | $5,635 | ≈ $470 |
Illustrations only, rounded to whole dollars—not insurance quotes. Monthly amounts are annual equivalents, not installment offers. These figures exclude the manual’s $160 expense constant, applicable surcharges, other payroll, and insurer rating adjustments. The manual also lists a $487 minimum premium for code 9045. Claims experience, final classification, and payroll audit can change the total.
Policy and endorsements showing NJ coverage and covered operations, COI, premium/payment records, payroll audit, required notice, claims contact, and injury reports.
Working time, wages & overtimeRecord and pay all compensable time, comply with pay rules, and assess overtime using the actual job and pay arrangement.Task HealthNJ DOL · US DOL
- When it applies
- Each workday and pay period
- Legal basis
- FLSA; 29 C.F.R. Parts 516, 541 and 785; NJ wage-payment and wage-hour law
An RN license alone does not establish overtime exemption. Include compensable documentation, required training, and travel between assignments. Keep accurate hours and payroll records, pay on time, provide required statements, and use only lawful deductions. Assess healthcare-facility mandatory-overtime restrictions when the covered setting and employee criteria apply.
Time records, pay calculations, exemption analysis if claimed, pay statements, and deduction authorizations. NJ generally requires six years of wage/hour records.
Earned sick leave & protected leaveProvide applicable sick leave, disability/family-leave protections, and federal and state leave rights.Task HealthNJ DOL · US DOL
- When it applies
- At policy setup and each leave request; eligibility varies by law
- Legal basis
- N.J.S.A. 34:11D; NJFLA; TDI/FLI law; FMLA; NJ SAFE Act; USERRA
NJ earned sick leave generally accrues at one hour per 30 hours worked, up to 40 hours annually, or may be frontloaded. A ‘per diem’ label alone does not establish the narrow healthcare exception. From July 17, 2026, NJFLA generally uses a 15-employee threshold, three months’ service, and 250 hours; TDI/FLI benefit recipients can have additional job protection without a minimum employer size. Assess FMLA, SAFE Act, military, and jury-service protections separately.
Leave policy/notices, accrual and usage, eligibility determinations, confidential supporting records, and reinstatement decisions.
Fair hiring, accommodations & employee rightsApply lawful hiring and pay practices, provide required accommodations, and protect employees from retaliation.Task HealthEEOC · NJ Civil Rights · NLRB
- When it applies
- Recruitment through employment and separation
- Legal basis
- NJ Law Against Discrimination; federal civil-rights laws; PWFA; PUMP Act; CEPA; NLRA
Address discrimination, equal pay, harassment, disability/religious/pregnancy accommodations, and lactation breaks and space. Employment-agency coverage can apply even when the agency itself has fewer than 15 employees. Observe salary-history and applicable pay-transparency rules, whistleblower protections, and protected concerted activity. Cannabis-related decisions require the applicable NJ protections to be considered.
Hiring criteria, compliant recruiting materials, policies/notices, accommodation process, and confidential complaint records.
Employer safety program & incident responseAssess visit hazards, coordinate with the home care agency, supply required protection, and respond to incidents.Task HealthOSHA · HHS
- When it applies
- Before exposure and throughout assignments
- Legal basis
- OSH Act; applicable 29 C.F.R. Part 1910 standards and Part 1904
Federal OSHA covers private-sector NJ employers. Staffing employers and host employers share responsibilities based on the circumstances; an allocation in a contract does not erase statutory duties. Assess PPE, hazardous chemicals, bloodborne pathogens, respiratory risks, and incident reporting. Injury logs depend on applicable size/industry rules; serious-incident reporting has separate triggers.
Hazard assessments, training, PPE arrangements, exposure/incident procedures, and required OSHA records and reports.
Patient data & confidential employment recordsSet access controls, protect patient information, and restrict access to SSNs, I-9s, and employee medical records.Task HealthOSHA · HHS
- When it applies
- At account creation; ongoing access review and offboarding
- Legal basis
- HIPAA where applicable; ADA confidentiality; applicable employment-record requirements
Document Task Health’s HIPAA role and any necessary business-associate arrangements with agencies. Train authorized personnel, restrict access, and maintain security and incident-response procedures. HIPAA status does not by itself govern every employment record; medical and identity records need the protections applicable to those records.
Access/authorization records, training, applicable business-associate agreements, security procedures, retention rules, and confidential medical files.
Benefits triggered by workforce size or planTrack thresholds for retirement facilitation, health coverage, continuation coverage, and commuter benefits.Task HealthIRS · NJ Treasury
- When it applies
- As headcount, business age, or benefit plans change
- Legal basis
- ACA; ERISA/COBRA; NJ Secure Choice; NJ commuter-benefit law
ACA employer shared responsibility generally begins at 50 full-time employees including equivalents. COBRA generally applies to covered group plans of employers with 20 or more employees; other continuation rules may apply. RetireReady NJ now reaches qualifying employers with 10 or more NJ employees, subject to business-age, plan, and phase-in rules. NJ commuter benefits generally use a 20-employee threshold. These are employer assessments, not documents every RN must upload.
Headcount/eligibility review, plan or exemption records, required employee notices and elections, and contribution records.
Whistleblower notice · AD-270Post the CEPA notice with the designated contact’s details. Employers with 10 or more employees also distribute it annually.Task HealthNJ DOL · US DOL
- Form or document
- Official AD-270 notice. Task Health fills in the designated contact’s name, address, and phone number.
- What the RN does
- Read the notice. The official form has no employee signature requirement.
- When it applies
- Post throughout employment; annual individual distribution at the 10-employee threshold
- Legal basis
- N.J.S.A. 34:19-7; NJ DOL AD-270 instructions
Keep the contact details current so employees know where to raise concerns. Provide the required language versions and retain evidence of annual distribution when the threshold applies.
Completed notice, posting record, and annual distribution record when required.
Notices, record retention & separationKeep required notices and records current, and complete final-pay and separation reporting obligations.Task HealthNJ DOL · US DOL
- When it applies
- At hire, during employment, and when employment ends
- Legal basis
- NJ wage/UI laws; federal recordkeeping laws; NJ and federal WARN where triggered
Maintain the applicable state and federal postings; the individually delivered notices above are separate. N.J.S.A. 34:11-58.3 also requires a written copy of the department’s wage-rights/claims statement for current and newly hired employees; the current department-issued statement still needs to be identified before completing the notice package. Different employment records have different retention periods. NJ requires electronic worker-separation reporting and a BC-10 notice. Assess WARN separately for a covered layoff or closing.
Notice delivery, retention schedule, final wages, separation submission and BC-10, access removal, and any event-specific notices.
Apply the correct business & occupational rulesCheck the rule’s covered business, occupation, setting, and program before turning it into an RN requirement.Task HealthDCA · Business registration
- When it applies
- At launch and when services or customer settings change
- Legal basis
- N.J.A.C. 13:45B; N.J.S.A. 34:8D; applicable healthcare licensing/reporting laws
The Temporary Workers’ Bill of Rights applies to designated occupational groups; ordinary RN work is not in those listed groups. A Nurses’ Registry, a DCA Health Care Service Firm (HCSF), and a DOH-licensed home health agency have different licensing frameworks. This page does not import their entire personnel checklists into the THSF model. Separately assess any applicable professional-conduct or mandatory-reporting obligations.
Business classification review, customer license/setting, actual RN duties, and the legal or contractual basis for each additional requirement.
The official reference shelf.
No single DCA or DOH document covers every W-2 employment obligation. These guides bring together the employer, nursing, tax, and safety framework.
Reading the requirements: Source links include statutes, regulations, and agency guidance. A suggested recordkeeping method or company procedure is identified separately from the underlying legal requirement. Assignment-specific rules and workforce thresholds must be checked for the actual situation.
Prepared October 16, 2026 · Draft employment guide · Registration approval is not represented by this page.
03Social Security number (SSN)Provide your 9-digit Social Security number through secure onboarding.RN & onboarding teamIRS · NJ Treasury
Task Health uses your SSN for payroll tax reporting and your Form W-2. An ITIN is not a substitute for an employee SSN. A Social Security card image is not automatically required, and an SSN alone does not establish employment authorization. Tell the onboarding team if your SSN application is still pending.
The employee’s SSN, stored securely in the payroll system with restricted access. Do not send it by ordinary email.