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Leave Laws and Affected Employers Are Expanding in New Jersey

By on Mar 5, 2019 in Human Resources | 0 comments

Leave Laws and Affected Employers Are Expanding in New Jersey By Maggie Johnson     New Jersey Governor Phil Murphy continues to place his mark on state employment law, making life somewhat easier for working families. It wasn’t long ago that New Jersey employers had to become familiar and comply with the New Jersey Earned Sick and Safe Days Act. Here comes the next phase! On February 19, 2019, amendments to the New Jersey Family Leave and SAFE Acts were signed into law and shall become effective on June 30, 2019. In addition, changes were made to New Jersey’s Family Leave Insurance legislation, which are effective on July 1, 2020. However, be aware that there are also new requirements under the provisions of the aforementioned amended laws that employers must comply with now. These amendments will significantly expand the benefits afforded to New Jersey workers, and provide them with some of the most generous in the country. Let’s review:   New Jersey Family Leave Act (NJFLA)   Previously, the NJFLA applied to employers who had 50 or more employees. On June 30, 2019, the amended law will apply to any employer with 30 or more employees in total, working both inside and outside the state of New Jersey.   Mandated NJFLA Requirements for Employers   On June 30, 2019, applicable employers as mentioned above must provide their employees with job protected family leave of up to 12 weeks in a 24-month period. Leave may be taken in 12 consecutive weeks, intermittently, or on a reduced leave schedule for the following reasons: To care for a family member (parent, parent-in-law, minor or disabled child, spouse, or civil union partner) with a serious health condition To bond with a newborn or adopted child   Immediate NJFLA Requirements for Employers   There are some new provisions of the law that take immediate effect. These require the employer to provide job protected leave for the following reasons: To bond with a newborn child conceived through a gestational carrier agreement To bond with a newly placed foster child For bonding on an intermittent basis (weeks or days) without the employer’s consent (previously had to be agreed to by both the employer and employee) For...

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