The New Jersey Earned Sick Leave Law at NJSA 34:11D provides up to 40 hours of paid sick time and preempts local sick leave ordinances, creating a single statewide standard.
The New Jersey Earned Sick Leave Law, NJSA 34:11D-1 et seq., took effect October 29, 2018. It requires nearly all employers to provide up to 40 hours of paid sick leave per benefit year, accruing at one hour per 30 hours worked. Workers may use leave for their own or family member's illness, preventive care, school closures from public health emergencies, or domestic violence circumstances. The Act expressly preempts municipal paid sick leave ordinances such as those previously adopted in Newark, Jersey City, and others. Department of Labor and Workforce Development enforces with administrative penalties and worker remedies.
Employer violations may result in administrative fines, payment of unpaid sick leave, liquidated damages, and civil action by aggrieved workers within two years of violation.
Cranford, NJ
Cranford regulates noise through two chapters of its Code: Chapter 310 (Peace and Good Order) — which prohibits loud, unnecessary or unusual noise plainly au...
Union County, NJ
Union County municipalities restrict leaf blower operation by hour, with Westfield, Summit, and Maplewood-adjacent Cranford imposing seasonal gas-blower limi...
Union County, NJ
Elizabeth Code Ch. 7.24 prohibits abandoned vehicles on streets (72-hr limit) or visible on private property. NJ's Abandoned Vehicle Law (N.J.S.A. 39:10A-1) ...
Union County, NJ
Elizabeth and Union County municipalities require building permits for retaining walls over 4 ft (measured from bottom of footing to top of wall) per N.J.A.C...
Union County, NJ
NJ Uniform Construction Code (N.J.A.C. 5:23-3.14) mandates minimum 4-ft pool barriers. Elizabeth and most Union County towns require 5-ft fences with self-cl...
Union County, NJ
NJ Division of Fish & Wildlife prohibits feeding of black bears (N.J.A.C. 7:25-5.25) statewide. Union County municipalities also restrict feeding of deer, fe...
See how Cranford's paid leave preemption rules stack up against other locations.
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