Risk & Business Magazine Hardenbergh Summer 2019 Magazine | Page 8

What You Need To Know
About New Jersey’s Paid
Sick Leave
BEGINNING ON OCTOBER 29TH, 2018
STAY UP TO DATE
What Is Happening?
New Jersey has become the 10th state to adopt mandatory paid sick leave. All
employees, whether temporary, part-time, full-time, salaried, hourly, or paid on
commission, must accrue one hour of sick leave for every 30 hours worked. Employers
may cap an employee’s sick leave accrual and use at 40 hours per benefit year.
Covered Employees:
The act applies to most employees working in the state “for compensation.” The act
expressly excludes employees in the construction industry employed under a collective
bargaining agreement, per diem healthcare employees, & public employees who already
have sick leave benefits.
Covered Employers:
The act broadly applies to any business entity, irrespective of size, that employs employees
in the state of New Jersey, including a temporary help service firm. It expressly excludes
public employers required to provide their employees with sick leave.
     
What Employers Need To Do
© Evaluate your current HR plan and vacation and time-off policies and compare them
to the requirements of the new law. Amend accordingly. If you do not offer paid
leave, compose and communicate a new policy before October.
© Information on New Jersey’s paid sick leave law must be posted in the workforce and
communicated clearly to your employees.
© Make sure you have an accurate PTO tracking system in place.
© To minimize litigation risk and exposure, ensure all management and supervisory
personnel are aware of what is prohibited when it comes to the new law, including
denying compliant requests and taking retaliatory actions.
© It is also recommended to update your Employee Handbook to reflect your new or
amended PTO policies, how you will address unused sick leave upon termination,
and clearly state the employees’ rights when it comes to NJ paid sick leave.
How Does This Effect You?
Employers should review and amend any existing time-off
policies and revisit their HR plans and Employee Handbook.
Additionally, employers must post a notice that will be
produced by the Commissioner of Labor and Workforce
Development, as well as provide that notice to each employee
individually, no later than 30 days after the notice is made
public. Employees hired after this time should be given the
notice upon hire.
About 1.2 million of New Jersey’s
workforce currently do not earn paid
sick time
DID YOU
KNOW
Employers are not permitted to take adverse or retalitory action
nor discriminate against an employee who requests or uses
earned sick days.
That is roughly 1/3 of employed
workers in the state of New Jersey
What Workplace HCM Can Provide For Your Business
Our services are designed to accommodate all businesses, not by taking a one-size-fits-all approach, but by being
highly customizable so we can tailor our services to match the requirements of your unique business.
PTO TRACKING SYSTEM HRIS
Allows both you & your employees to keep
tabs on PTO usage with easy access through
our cloud-based mobile app. Electronically store HR data & documents like
your Employee Handbook so your employees
can easily access & acknowledge.
HR COMPLIANCE EMPLOYEE MOBILE APP
We can help you review & update your
Employee Handbook, helping you to stay
up-to-date and fully compliant. View paystubs, benefits, & PTO balances.
Clock in & out, request time off, communicate
and create tasks for employees.
This information is up to date as of June 2018 and is subject to change
 https://workplacehcm.com V [phone]