This bill (NJ A3888) increases paid leave for New Jersey public employees who serve in the U.S. military Reserves. It directly affects state, county, school district, and municipal employees who are members of the Army, Navy, Air Force, Marine Corps Reserves, or affiliated National Guard units. The key change amends state law to provide **90 paid work days per year** for federal active duty (up from 30 days), with any leave beyond 90 days provided without pay but without loss of time. The policy change applies to permanent, full-time temporary, and certain other public employees serving in reserve components.
This bill modifies New Jersey law to improve leave and compensation for public employees who serve in military reserves or the National Guard. It guarantees up to 30 work days of paid leave per year (90 days for National Guard members) for military duty, including travel days and pre-deployment rest periods (5-10 days based on service length). Public employers must continue covering retirement and health insurance contributions during leave, and employees cannot be forced to use vacation time during military leave. The law directly affects state, county, and municipal employees who are active military reservists or National Guard members.
This New Jersey bill (A4358) increases post-delivery pregnancy-related leave benefits from six to eight weeks. It directly affects covered employees (including those with private health plans) who qualify for temporary disability benefits related to pregnancy or childbirth. Key provisions require employers to automatically process a single application for both temporary disability and paid family leave benefits (unless the employee opts out), and mandate written notice to temporary disability claimants about the combined application process. The change applies immediately to all new benefit applications filed on or after the effective date.
This New Jersey bill expands protected bereavement leave under the Family Leave Act to cover specific personal losses: death of a child (including stillbirth), miscarriage (including chemical pregnancy), termination of pregnancy for medical reasons, and failed fertility treatments. It directly affects employees who experience these events, granting them up to 21 days of job-protected leave for situations not covered by other leave types, or 7 days if other leave applies. The bill amends existing laws (P.L.1989, c.261 and P.L.1948, c.110) to define "bereavement" broadly, including losses related to adoption plans, gestational carriers, and fertility treatments. It ensures eligible employees can take time off without losing their jobs or benefits during these difficult circumstances.
This bill (S 3510) amends New Jersey’s Earned Sick Leave Law to require employers to provide earned sick leave for employees covered by collective bargaining agreements that are "amendable" (not just expiring) contracts. It directly affects workers in unionized workplaces where contracts become amendable but do not have a set expiration date. The key change clarifies that the sick leave requirement applies when such contracts become amendable, ensuring these employees receive the same benefits as those covered by expiring contracts. The law maintains existing protections for more generous employer policies or collective bargaining agreements.
This bill requires employers to provide paid first responders with one additional sick day each year specifically for healthcare diagnostic testing related to their job duties. It directly affects paid law enforcement officers, firefighters, EMTs, paramedics, and other paid emergency service personnel. The bill defines "healthcare diagnostic testing" as medical tests recommended by a provider to prevent or diagnose conditions linked to first responder work, with the Commissioner of Labor determining qualifying tests. Employers must grant this extra day after an employee completes their first year of service, and the Commissioner will develop implementing rules.
Bill A 3154 prohibits terminal leave compensation for local government employees in counties, municipalities, fire districts, and similar entities (excluding school districts) who have adopted New Jersey’s Title 11A civil service rules. It bans using accumulated administrative leave, vacation, sick leave, or longevity benefits for full pay during the terminal leave period before retirement. The bill also requires medical verification for employees using six or more consecutive sick days within 12 months of retirement eligibility, with improper use leading to deduction from retirement benefits. Employers may mandate physician examinations to verify medical necessity for sick leave claims.
This bill requires employers to provide written information about an applicant's eligibility for specific family and medical leave benefits at the time of a job offer. It directly affects job applicants and employers in New Jersey, covering state and federal leave programs like the Family Leave Act and disability benefits. Employers must disclose whether an applicant will qualify for each benefit, explain any ineligibility reasons, and provide access to a state-maintained benefits webpage. Failure to comply results in a $500 civil penalty per violation. The law aims to increase transparency about leave rights before employment begins.
This bill requires employers with at least 25 employees to provide one additional paid sick day per benefit year to employees who serve as volunteer first responders (such as firefighters, EMTs, or emergency squad members). The extra day must be used specifically for healthcare diagnostic testing recommended by a provider to prevent or diagnose conditions related to the volunteer’s duties. Employers must provide this benefit after the employee completes their first calendar year of service. The Commissioner of Labor and Workforce Development will establish rules to implement the policy, aiming to support volunteer recruitment and retention by reducing conflicts between paid work and emergency service responsibilities.
This bill requires all New Jersey employers (including public entities and private businesses) to provide eligible pregnant employees with 20 hours of paid leave annually for prenatal health care appointments. Employees may take this leave in one-hour increments and receive regular pay for the time taken, covering activities like doctor visits, tests, and discussions with health providers related to pregnancy. Employers cannot retaliate against or discriminate against employees who use this leave, though unused leave does not carry over upon job separation. The law takes effect January 1, 2026.
