NJLAD Amendment: Pregnancy is a Protected Category

On January 21, 2014, Governor Chris Christie signed into law the New Jersey Law Against Discrimination amendment prohibiting pregnancy discrimination in the workplace.  The amendment protects those who are “affected by pregnancy” and requires employers to provide those employees with workplace accommodations.  The amendment is effective immediately and applies to all New Jersey employers.

New Jersey employers should promptly update their employee handbooks and policies to reflect this new law.  They should also provide training for their managers to inform them of the changes this amendment entails.  Connell Foley’s employment law attorneys welcome the opportunity to assist employers in implementing these changes.

Effective Today: Jersey City Paid Sick Leave Ordinance

Jersey City passed Ordinance No. 13-097, which requires all Jersey City businesses with 10 or more employees to provide paid sick leave to its employees.  Employers with less than 10 employees must provide its employees with unpaid sick leave.

The ordinance applies to all full-time, part-time, and seasonal workers who work 80 hours in a calendar year in Jersey City.  Employees earn one hour of sick time for every 30 hours worked, up to 40 hours (or 5 days) per year.  Although employees begin accruing sick leave when they start working, employers are not required to give employees sick leave until they have worked for 90 days. 

Employees may use sick time in hourly increments, or the smallest unit of time the employer uses to account for absences or other time off.  They may use sick time for their own or a family member’s illness or preventative care.

Employers are required to provide written, individual notice to each of its employees about employee rights under the law.  Employers also must display a poster containing notice of the ordinance.

A copy of the ordinance can be found here.

Please feel free to contact Connell Foley’s employment law attorneys for guidance on implementing Jersey City’s sick leave ordinance or any other leave issue you may be facing.

Connell Foley Partner, Michael A. Shadiack Will Be Presenting at the NJBIA Human Resource Seminar

On February 14, 2014, Michael A. Shadiack will be presenting "The Right Decision: Exempt Versus Non-Exempt" addressing worker classification issues at the NJBIA Human Resource Seminar in Eatontown.

Click here for more information about this seminar

Connell Foley Partner, Michael A. Shadiack Will Be Presenting at the National Business Institute Seminar

On February 19, 2014, Michael A. Shadiack will be presenting "Tips for Employers When Drafting and Updating Employee Handbooks," at the National Business Institute Seminar in Newark.

Click here for more information about this seminar

New Jersey and New York Increase Minimum Wage

Effective January 1, 2014, the minimum hourly wage for non-exempt employees increased in both New Jersey and New York.  In New Jersey, the minimum wage increased from $7.25 to $8.25 per hour.  In New York, the minimum wage increased from $7.25 to $8.00 per hour.  Employers need to be aware of these changes and must pay their non-exempt employees no less than that minimum hourly wage for each regular hour worked.

Please feel free to contact Connell Foley’s employment law attorneys for guidance on implementing the minimum wage increase or any other wage and hour issue your company may be facing.

2014 New Jersey Employer To-Do List

Additional Update to Proposed New NJLAD Category

On January 6, 2014, the New Jersey Assembly passed Bill No. S-2995, which would amend the New Jersey Law Against Discrimination to include pregnancy as a protected category, by a vote of 77-1.  Previously, on November 18, 2013, the New Jersey Senate unanimously passed the bill.

If Governor Christie signs the Bill, it will:  (1) prohibit employers from treating women affected by pregnancy or childbirth less favorably than other employees similarly situated in their ability or inability to work; (2) require employers to provide reasonable accommodations for pregnancy-related needs when the employee requests accommodation pursuant to her physician’s advice; and (3) prohibit employers from penalizing, in the terms, conditions, or privileges of employment, pregnant employees who request or use accommodations.

The Bill is pending Governor Christie’s review and signature.