Are you keeping sick leave records? . . . The DOL wants to know.
By now all employers should be aware of the New Jersey Earned Sick Leave Law. Many employers have had to revise their paid time off policies and handbooks to ensure compliance. However, this alone is not enough.
Employers must be able to demonstrate that they are complying with the law. Specifically, the law requires that employers retain records documenting hours worked by employees and earned sick leave taken for a period of five years. DOL auditors are now routinely asking to see sick leave records as part of the audit process. In fact, it is listed in their violations check list.
Employers should also note that if an employee makes a claim that the employer did not provide them with sick leave, the employer will be presumed in violation of the law if they cannot produce sick leave records. As such, employers should ensure they are keeping accurate records and that they retain those records for five years.
Takeaway: Don’t get caught off guard if you are audited. Be sure your sick leave records are accurate and complete.
If you are an employer with any questions regarding the New Jersey Earned Sick Leave Law, contact Ashley Morin or any member of the Wilentz Employment Law Team 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 time 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.