Source: https://www.ecode360.com/29276124?highlight=sick
Timestamp: 2018-03-18 21:13:08
Document Index: 689426987

Matched Legal Cases: ['§ 140', '§ 140', '§ 140', '§ 140', '§ 140', '§ 140', '§ 140', '§ 140', '§ 140', '§ 140', '§ 140', '§ 140', '§ 140']

Ch 140 Art I Paid Sick Leave
§ 140-3 Employees covered by collective bargaining agreements.
§ 140-4 Accrual of paid sick time.
§ 140-5 Use of paid sick time.
§ 140-6 Exercise of rights protected; retaliation prohibited.
§ 140-7 Notice and posting and fines; penalties for violations of notice, posting and other requirements.
§ 140-8 Fines.
§ 140-9 Employer records.
§ 140-10 Enforcement and regulations.
§ 140-11 Confidentiality and nondisclosure.
§ 140-12 No effect on more generous policies.
§ 140-13 Other legal requirements.
§ 140-14 Effective date.
§ 140-15 Statement.
Chapter 140 : Employer Regulations
Article I: Paid Sick Leave
To ensure that all workers in the City of East Orange can address their own health needs and the health needs of their family members by requiring employers to provide a minimum level of paid sick time, including time for care for family members;
To diminish public and private health care costs and promote preventative health services in the City of East Orange by enabling workers to seek early and routine medical care for themselves and their family members;
To protect the public's health in East Orange by reducing the risk of and spread of contagion;
To promote the economic security and stability of workers and their families, as well as businesses serving the City of East Orange and its residents;
To protect residents and all workers in the City of East Orange from losing their jobs or facing workplace discipline as a result of illness and the use of sick time to care for themselves or their family members;
To safeguard the public welfare, health, safety and prosperity of the people of the City of East Orange; and
To accomplish the purposes described in Subsections A through F in a manner that is fair and reasonable to both employees and employers and rationally related to the objective sought, which is to promote the overall health and safety of the residents and workers in the City of East Orange by reducing the risk of and spread of communicable disease and contagion.
A labor organization that represents, for purposes of collective bargaining, employees involved in the performance of construction, reconstruction, demolition, alteration, custom fabrication or repair work and who are enrolled or have graduated from a "registered apprenticeship program."
As defined in N.J.S.A. 34:11-56a1(h), who works in the City of East Orange for at least 80 hours in a year, except that "employee" for purposes of this article does not include:
Any person employed by any governmental entity or instrumentality including any New Jersey school district or board of education; or
The state or its political subdivisions or any office, department, agency, authority, institution, association, society or any instrumentality of the state including the legislature or judiciary; or
A biological, adopted or foster child, stepchild or legal ward, a child of a domestic partner, or a child of a civil union partner;
A biological, foster, stepparent or adoptive parent or legal guardian of an employee or of an employee's spouse, domestic partner or civil union partner;
The denial of any right guaranteed under this article and any threat, discipline, discharge, suspension, demotion, reduction of hours, or any other adverse action against an employee for the exercise of any right guaranteed herein, including for filing a complaint or informing any person about any employer's alleged violation of this Act; cooperating with the agency in its investigations of alleged violations of this Act; participating in any administrative or judicial action regarding an alleged violation of this Act; and informing any person of his or her potential rights under this Act.
In determining the number of employees performing work for an employer, all employees performing work for compensation on a full-time, part-time or temporary basis shall be counted, provided that where the number of employees who work for an employer for compensation fluctuates, business size may be determined for the current calendar year based upon the average number of employees who worked for compensation during the preceding calendar year.
Nothing in this section shall be construed as requiring financial or other reimbursement to an employee from an employer upon the employee's termination, resignation, retirement or other separation from employment for accrued paid sick time that has not been used.
If an employee is transferred to a separate division, entity or location, but remains employed by the same employer in the City of East Orange, the employee is entitled to all paid sick time accrued at the prior division, entity or location and is entitled to use all paid sick time as provided in this section. If there is a separation from employment and the employee is rehired within six months of separation, previously accrued unpaid sick time that had not been used shall be reinstated. Further, the employee is entitled to use accrued unpaid sick time and accrue additional unpaid sick time at the recommencement of employment.
An employee's mental or physical illness, injury or health condition; an employee's need for medical diagnosis, care or treatment of a mental or physical illness, injury or health condition; an employee's need for preventive medical care;
Care of a family member with a mental or physical illness, injury or health condition; care of a family member who needs medical diagnosis, care or treatment of a mental or physical illness, injury or health condition; care of a family member who needs preventive medical care;
Closure of the employee's place of business by order of a public official due to a public health emergency, or an employee's need to care for a child whose school or place of care has been closed by order of a public official due to a public health emergency, or care for family member when it has been determined by the health authorities having jurisdiction or by a health care provider that the family member's presence in the community would jeopardize the health of others because of the family member's exposure to a communicable disease, whether or not the family member has actually contracted the communicable disease.
Nothing in this Act prohibits an employer from requesting that an employee confirm in writing following use of paid sick time that the paid sick time was used for an authorized purpose under this Act.
All employers shall give written notice to each employee at the commencement of the employee's employment (or as soon as practicable if the employee is already employed on the effective date of this article) regarding employee's rights under this article. Such notice shall describe the right to paid sick time, the accrual rate and the amount of paid sick time, and the terms of its use under this article; the right to be free from retaliation for properly requesting use of paid sick time; and the right to file a complaint or bring an action in Municipal Court if paid sick time is denied by the employer or the employee is retaliated against for requesting or taking paid sick time. Such notice shall be in English and the primary language spoken by that employee, so long as the primary language of that employee is also the primary language of at least 10% of the employer's work force.
Employers shall also display a poster in a conspicuous and accessible place in each business establishment where employees are employed containing the information required in Subsection A. The poster shall be in English and in any language that is the first language of at least 10% of the employer's work force.
Any employer who violates the provisions of this article is subject to a fine of up to $500 for each day on which a violation occurs or continues. In addition to the fines set forth above, any employer who violates this article is subject to payment of restitution in the amount of any paid sick time unlawfully withheld.
Employers shall allow the agency reasonable access to records and to monitor compliance with the requirements of this Act. An employer's failure to maintain or retain adequate records documenting hours worked by an employee and paid sick time taken by an employee creates a rebuttable presumption that the employer has violated this article, absent clear and convincing evidence otherwise.
In the event an allegation of noncompliance cannot be resolved by the agency with the employer, a complaint may be filed, by the agency and/or the employee as the complainant, in the East Orange Municipal Court for any alleged violation of this article.
The Municipal Court shall have the power to adjudicate all allegations of violations of this article and impose fines or penalties provided for in this article or any further relief deemed appropriate by the Court, including but not limited to restitution, reinstatement, injunctive or declaratory relief.
Nothing in this article shall be construed as diminishing the rights secured by S2177, the "New Jersey Security and Financial Empowerment Act," for domestic violence victims in the City of East Orange.
This article provides minimum requirements pertaining to paid sick time and shall not be construed to preempt, limit or otherwise affect the applicability of any other law, regulation, requirement, policy or standard that provides for greater accrual or use by employees of sick time, whether paid or unpaid, or that extends other protections to employees.
This article will take effect 120 days following enactment except that, in the case of employees covered by a collective bargaining agreement in effect on the effective date prescribed herein, this article shall apply on the date of the termination of such agreement unless the collective bargaining agreement expressly waives the protections set forth in this article.
This article will require employers in the City of East Orange to provide a minimum number of days of paid sick leave.