Labor & Employment (Paid Leave)

This bill prohibits local government agencies in New Jersey from hiring employees who are currently on paid leave from a different county or municipality. The rule applies to both full-time and part-time positions, ensuring that workers cannot hold two paid government jobs simultaneously across different local jurisdictions. By immediately banning this practice, the legislation aims to prevent conflicts of interest and maintain clear boundaries between separate local government entities.

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 prohibits New Jersey local governments (counties, cities, towns) from requiring private employers to provide paid sick leave. It makes any local ordinance or rule mandating paid sick leave "null and void," shifting authority to state-level policy. The bill aims to prevent inconsistent local rules across the state, which the legislature claims would burden employers operating in multiple jurisdictions. It directly affects private employers in New Jersey and local governments that previously could set their own sick leave requirements. The law takes effect immediately upon passage.

This bill prohibits New Jersey cities, counties, and their agencies from enacting minimum wage increases or mandatory paid sick leave requirements for private employers, including contractors and vendors working with local governments. It declares any local ordinance on these employment conditions "null and void," requiring the state to set uniform standards instead of allowing local variations. The bill does not change the existing state minimum wage (currently set at $15.00/hour for most workers by 2028), but prevents local governments from imposing higher rates or additional paid leave rules. It directly affects local governments' authority and private employers operating within the state.