Information contained in this publication is intended for informational purposes only and does not constitute legal advice or opinion, nor is it a substitute for the professional judgment of an attorney.
New Jersey’s Department of Labor and Workforce Development (NJ DOL) created a webpage concerning the state’s paid sick and safe time law, which took effect on October 29, 2018. Available online resources on the page include the mandatory notice in English and 12 other languages: Arabic, Chinese (simplified and traditional), Guajarati, Haitian Creole, Hindi, Italian, Korean, Polish, Portuguese, Spanish and Tagalog.
Under the law, employers must provide a written copy of NJ DOL’s notice to employees at the time of hiring (that occurs after the notice was published), within 30 days of the notice being published, and when first requested by an employee. Additionally, the notice must be conspicuously displayed in a place or places accessible to all employees in each workplace. Employers must provide and display NJ DOL’s notice in English, Spanish, or any other language that a majority of employees consider their primary language as long as the agency has created a notice in that language.
Pursuant to recently issued frequently asked questions, NJ DOL explains employers can satisfy their individual notice obligation by providing the notice to employees via email, and can meet their posting obligation by displaying the notice on internet or intranet sites exclusively used by employees (if all employees have access). NJ DOL also recommends – but does not require – that employers keep records establishing the date the notice was provided and proof it was received. According to the NJ DOL, signed copies of the notice or email receipts would demonstrate individual notice occurred.