Beginning October 29, 2018, most New Jersey employers will be required to provide paid sick leave to employees. The new legislation will supersede local laws regarding paid sick time. Eligible employees will accrue “one hour of earned sick leave for every 30 hours they work”. According to JD Supra, earned sick leave may be used for the following:
- To diagnose, care, treat, or recover from the employee’s mental or physical illness, injury, or other adverse health condition, or seek preventive medical care for the employee;
- To help or care for an employee’s family member during diagnosis, care, or treatment of, or recovery from the family member’s mental or physical illness, injury, or other adverse health condition, or during the family member’s preventive medical care;
- Absence necessitated by the employee or his or her family member being a victim of domestic or sexual violence in order to seek medical attention, obtain services or counseling, relocate, or prepare for or participate in legal proceedings related to domestic or sexual violence;
- Time when the employee cannot work due to closure of the employee’s workplace or the school or place of care of the employee’s child by order of a public official because of an epidemic or other public health emergency, or due to a public health authority’s determination that the employee or member of his or her family in need of care would jeopardize the health of others; or
- With respect to the employee’s child, time the employee needs to attend a school-related conference, meeting, function, or other event requested or required by a school administrator, teacher, or certain other professionals, or to attend a meeting about child care related to the child’s health conditions or disability.
New Jersey employers should review their current paid sick leave policies in preparation for the law going into effect in October.
For more on the new legislation, please click here.