New Jersey § 34:11d-3

§ 34:11d-3.

a. An employer shall permit an employee to use the earned sick leave accrued pursuant

to this act for any of the following: (1) time needed for diagnosis, care, or treatment of, or recovery from, an employee's

mental or physical illness, injury or other adverse health condition, or for preventive

medical care for the employee; (2) time needed for the employee to aid or care for a family member of the employee

during diagnosis, care, or treatment of, or recovery from, the family member's mental

or physical illness, injury or other adverse health condition, or during preventive

medical care for the family member; (3) absence necessary due to circumstances resulting from the employee, or a family

member of the employee, being a victim of domestic or sexual violence, if the leave

is to allow the employee to obtain for the employee or the family member: medical

attention needed to recover from physical or psychological injury or disability caused

by domestic or sexual violence; services from a designated domestic violence agency

or other victim services organization; psychological or other counseling; relocation;

or legal services, including obtaining a restraining order or preparing for, or participating

in, any civil or criminal legal proceeding related to the domestic or sexual violence; (4) time during which the employee is not able to work because of : (a) a closure of the employee's workplace, or the school or place of care of a child

of the employee by order of a public official or because of a state of emergency declared by the Governor , due to an epidemic or other public health emergency ; (b) the declaration of a state of emergency by the Governor, or the issuance by a health care provider or the Commissioner of Health or other public health authority of a determination that the presence in the community of

the employee, or a member of the employee's family in need of care by the employee,

would jeopardize the health of others; (c) during a state of emergency declared by the Governor, or upon the recommendation,

direction, or order of a healthcare provider or the Commissioner of Health or other

authorized public official, the employee undergoes isolation or quarantine, or cares

for a family member in quarantine, as a result of suspected exposure to a communicable

disease and a finding by the provider or authority that the presence in the community

of the employee or family member would jeopardize the health of others; or (5) time needed by the employee in connection with a child of the employee to attend

a school-related conference, meeting, function or other event requested or required

by a school administrator, teacher, or other professional staff member responsible

for the child's education, or to attend a meeting regarding care provided to the child

in connection with the child's health conditions or disability. b. If an employee's need to use earned sick leave is foreseeable, an employer may

require advance notice, not to exceed seven calendar days prior to the date the leave

is to begin, of the intention to use the leave and its expected duration, and shall

make a reasonable effort to schedule the use of earned sick leave in a manner that

does not unduly disrupt the operations of the employer. If the reason for the leave is not foreseeable, an employer may require an employee

to give notice of the intention as soon as practicable, if the employer has notified

the employee of this requirement. Employers may prohibit employees from using foreseeable earned sick leave on certain

dates, and require reasonable documentation if sick leave that is not foreseeable

is used during those dates. For earned sick leave of three or more consecutive days, an employer may require

reasonable documentation that the leave is being taken for the purpose permitted under

subsection a. of this section. If the leave is permitted under paragraph (1) or (2) of subsection a. of this section,

documentation signed by a health care professional who is treating the employee or

the family member of the employee indicating the need for the leave and, if possible,

number of days of leave, shall be considered reasonable documentation. If the leave is permitted under paragraph (3) of subsection a. of this section because

of domestic or sexual violence, any of the following shall be considered reasonable

documentation of the domestic or sexual violence: medical documentation; a law enforcement

agency record or report; a court order; documentation that the perpetrator of the

domestic or sexual violence has been convicted of a domestic or sexual violence offense;

certification from a certified Domestic Violence Specialist or a representative of

a designated domestic violence agency or other victim services organization; or other

documentation or certification provided by a social worker, counselor, member of the

clergy, shelter worker, health care professional, attorney, or other professional

who has assisted the employee or family member in dealing with the domestic or sexual

violence. If the leave is permitted under paragraph (4) of subsection a. of this section,

a copy of the order of the public official or the determination by the health authority

shall be considered reasonable documentation. c. Nothing in this act shall be deemed to require an employer to provide earned sick

leave for an employee's leave for purposes other than those identified in this section,

or prohibit the employer from taking disciplinary action against an employee who uses

earned sick leave for purposes other than those identified in this section. An employer may provide an offer to an employee for a payment of unused earned sick

leave in the final month of the employer's benefit year. The employee shall choose, no later than 10 calendar days from the date of the employer's

offer, whether to accept a payment or decline a payment. If the employee agrees to receive a payment, the employee shall choose a payment

for the full amount of unused earned sick leave or for 50 percent of the amount of

unused earned sick leave. The payment amount shall be based on the same rate of pay that the employee earns

at the time of the payment. If the employee declines a payment for unused earned sick leave, or agrees to a

payment for 50 percent of the amount of unused sick leave, the employee shall be entitled

to carry forward any unused or unpaid earned sick leave to the proceeding benefit

year as provided pursuant to subsection a. of section 2 of this act. 1 If the employee agrees to a payment for the full amount of unused earned sick leave,

the employee shall not be entitled to carry forward any earned sick leave to the proceeding

benefit year pursuant to subsection a. of section 2 of this act. d. If an employer foregoes the accrual process for earned sick leave hours pursuant

to subsection a. of section 2 of this act and provides an employee with the full complement

of earned sick leave for a benefit year on the first day of each benefit year, then

the employer shall either provide to the employee a payment for the full amount of

unused earned sick leave in the final month of the employer's benefit year or carry

forward any unused sick leave to the next benefit year. The employer may pay the employee the full amount of unused earned sick leave in

the final month of a benefit year pursuant to this subsection only if the employer

forgoes, with respect to that employee, the accrual process for earned sick leave

during the next benefit year. Unless an employer policy or collective bargaining agreement provides for the payment

of accrued earned sick leave upon termination, resignation, retirement or other separation

from employment, an employee shall not be entitled under this section to payment of

unused earned sick leave upon the separation from employment. e. Any information an employer possesses regarding the health of an employee or any

family member of the employee or domestic or sexual violence affecting an employee

or employee's family member shall be treated as confidential and not disclosed except

to the affected employee or with the written permission of the affected employee. 1

N.J.S.A. § 34:11D-2.