A-3975 was signed on Tuesday by Governor Phil Murphy. As a result, as of June 30, 2019, employers with 30 or more employees for each working day during each of 20 or more calendar workweeks in the then current or immediately preceding calendar year will have to comply with the Family Leave Act (FLA)’s job protection requirement (the previous threshold was 50 employees) and hold an employee’s job for them while they are on FLA leave.
The new law, beginning on July 1, 2020, also doubles the amount of paid leave time employees can take from six to 12 weeks (intermittent days go from 42 to 56), and the weekly Family Leave Insurance (FLI ) benefit increases to 85% of a worker’s average weekly salary with a maximum weekly benefit increasing from $650 a week to $860.
Effectively immediately, the bill removes the one-week waiting period preceding FLI benefits, enacts anti-retaliatory measures, and expands eligibility to include siblings, grandparents, grandchildren, parents-in-law and the equivalent of a family member. Victims of domestic and sexual violence, as well as their family and caretakers, are now covered under FLI.
Questions? Contact our Employment Law Department at 732-352-9858.
The postings on this blog were created for general informational purposes only and do not constitute legal advice or a solicitation to provide legal services. Although we attempt to ensure that the postings are complete, accurate, and current as of the date of publication, we assume no responsibility for their completeness, accuracy, or timeliness. The information in this blog is not intended to create, and receipt of it does not constitute, a lawyer-client relationship. Readers should not act upon this information without seeking professional legal counsel.
This blog may contain links to independent third party websites and services, including social media. We provide these links for your convenience, and you access them at your own risk. We have no control over and do not monitor the content or policies (including privacy policies) of these third-party websites and have no responsibility for, and no liability with respect to, their content, accuracy, or reliability. Unless expressly stated, we do not endorse any of the linked websites or any product, service, or publication referenced herein or therein. We will remove a link to any site from this blog upon request of the linked entity.
We grant permission to readers to link to this blog so long as this blog is not misrepresented. This site is not sponsored or associated with any other site unless so identified.
If you wish for Wilentz, Goldman & Spitzer, P.A., to consider representing you, please obtain contact information from the Contact Us area of this blog or go to the firm’s website at www.wilentz.com. One of our lawyers will be happy to discuss the possibility of representation with you. However, the authors of Wilentz blogs are licensed only in New Jersey and/or New York and do not wish to represent anyone who viewed this site in a state where the site fails to comply with all laws and ethical rules of that state.