Updates to New Jersey’s Paid Leave Under the NJ Family Leave Act
By: Robert W. Small
New Jersey Employers with 30 or more employees for each working day during 20 or more calendar workweeks in either the current or immediately preceding calendar year are covered by the New Jersey Family Leave Act (the “Act”), which mandates paid leave under certain circumstances. The Act provides protection from adverse employment actions to covered employees who take leave under the Act.
Beginning January 1, 2020, employee contributions for paid leave under the Act will increase and, effective July 1, 2020, maximum benefits under the Act will increase. Covered New Jersey Employers must be aware of these new benefits and contribution requirements to assure timely compliance.
The New Jersey Department of Labor and Workforce Development recently released a new poster related to family leave insurance made necessary by amendments to the Act. The poster must be posted in a conspicuous place in the workplace that is accessible to all employees. Importantly, Employers also must provide written notice of rights under the Act to each employee within 30 days after issuance of the notification by the Department and, for new employees, at the time of hire. It is not clear what that issuance date was so Employers should act promptly to provide the notice and post the poster to be sure of compliance within the 30-day requirement. Employers also must provide the notice each time it is notified by an employee of a need for Family Leave Insurance benefits and an employee’s first request for benefits.
If you have any questions, or would like additional information, please contact Bob Small, Partner in Reger Rizzo & Darnall’s Employment Practices Group, at 215.495.6541, or via email at email@example.com.
This newsletter is designed to keep you up-to-date with changes in the law. For help with these or any other legal issues, please contact Reger Rizzo & Darnall LLP. The content of this newsletter is intended solely for your informational purposes. It does not constitute legal advice, and it should not be relied on without a discussion of your specific situation with an attorney.