NJ Paid Sick Leave Law Takes Effect Oct 29

NJ becomes the 10th state in the nation to require employers of all size to provide paid sick leave.
Any employer in NJS irrespective of size are covered. All employees are covered except per diem employees, public employees who already have sick leave benefits and employees in the construction industry employed under a collective bargaining agreement.
A maximum of 40 hours per year may be accrued at a rate of 1 hour per 30 worked. Here is the hard part: the employer is allowed to designate any period of 12 consecutive months as a benefit year. This can only be changed with first notifying NJ D of L. Existing employees begin accruing sick days on Oct 29th. New employees hired after that date begin accruing on their first date of employment.
Employers must post notification of employees rights.
Employees may begin to use this sick after the 120th day of employment.
Employees may use accrued sick time for diagnostic, care, treatment or recovery for self or family member or to attend a school meeting for their children.

NYC NEW POSTER REQUIREMENTS effective July 18, 2018

new poster requirements.
The new law of TEMPORARY SCHEDULE CHANGE LAW. It is now required that you post a poster that employees have a right to a schedule change twice a year.
This is for all employees who have worked 80+ hours (in a calendar year) and have worked for their employer 120 days.
An employee is allowed to request a temporary change in their schedule for a personal event. A personal event is, care for a child under 18, the need to care for a care recipient, any legal procedure and any other event which would fall under the paid safe and sick leave act.
The employer MUST grant accommodation with pay or allow unpaid time off. Request may be verbal but correspondence needs to be kept in writing
Employee may complain to NYC for not reasonable accommodation.
Contact me if you need a poster to hang up

NEW EMPLOYMENT OBLIGATIONS

Some recent legislation takes effect soon:
 Implement mandatory sexual harassment training for NYS employees
 Issue required notices for NYC employees regarding their right to "safe leave"
 Update sexual harrassment policies to include new protections for NYS workers
 Post new posters regarding sexual harrasment for NYC workers
 Issue information sheets to all new hires in NYC regarding sexual harassment
 Issue notices to MA employees regarding the rights or pregnant & nursing employees
 Revevaluate whether CA based workers should be classified as employees instead of independent
contractors based on CA newly issued more restrictive independent contractor test

NJ Enacts Equal Pay Protections Effective July 1, 2018

Effective July 1, 2018 NJ's equal pay law will provide new measures aimed at preventing unequal pay for employees performing essentially they same duties. The Act will now make it unlawful employment practice to pay employees unequally based on not just sex but on any protected classes. Which currently include race, creed, color national origin, age, martial status sexual orientations, disability and more.
The act gives employees an easier path to sue and win because now the burden of proof will be upon the employer. The employer will now have to prove why there is a difference in pay between similar workers.

NYC Requires Sexual Harrasement Training For Workers

For every employer in NYC of 15 or more employees, the employer must provide training to all employees on how to prevent sexual harassment. This law known as the stop sexual harassment in NYC act takes effect April 2019.

NYC Tempoary Work Schedule Changes

NYC recently expanded an employee's right to work schedule changes. Beginning July 18, 2018, NYC employers will be required to consider and permit 2 temporary schedule changes per calendar year due to certain personal reasons.  Personal reasons may include legal matters or other care giving issues.
In addition time off for sick time has been expanded to include help in getting to a violence shelter, file a domestic violence complaint or other similar reasons. Answers must be provided in writing.

NJ Paid Sick leave law

NJ recently passed a law requiring all employers to give paid sick time off. Employee's will accrue 1 hour for every 30 hours worked, to a maximum of 40 hours per year. Employers must post paid sick rules and provide it to all new hires. Sick time off may be used for victims of abuse in additional to sick and schooling related issues.