The following briefly highlights the provisions under New Jersey’s disability and state leave programs. You may be eligible for coverage under these programs in addition to the coverage provisions under the Company’s Short-Term Disability, Salary Continuation, Family and Medical Leave (FML) and Paid Parental Leave policies. Information regarding these policies is located in the Human Resources Policies section of your Operating Company’s intranet. If you have questions about how these various leaves coordinate with Company policies, please contact your Leave Coordinator.
New Jersey Temporary Disability Benefit
New Jersey Temporary Disability Benefit (NJTDB) is designed to partially replace wages you lose because of a disability that is not work-related. If eligible and upon Unum’s approval of the disability, your state benefits will come directly from Unum. Wages you receive under the Company’s salary continuation policy while on short-term disability will be reduced by benefits you receive under NJTDB. Under NJTDB you may be eligible to receive weekly wages up to the state maximum weekly benefit. Under no circumstances can NJTDB benefits plus wages (through the salary continuation policy) exceed your regular weekly wage.
NJTDB runs concurrently with FML.
New Jersey Family Leave Act (NJFLA)
The New Jersey Family Leave Act grants eligible employees time off from work in connection with the birth or adoption of a child or the serious illness of a parent (in-laws, step-parents, foster parents, adoptive parents, or others having a parent-child relationship with an employee), child or spouse. The NJFLA provides for up to twelve (12) weeks of leave in a 24-month period. The 24-month period begins on the first day of the employee’s first NJFLA leave. The NJFLA does not provide employees with leave for their own disabilities.
The NJFLA runs concurrently with NJFLI (see below) and FML except in the case of caring for a parent-in-law or step-parent which is not covered by FML.
New Jersey Family Leave Insurance (NJFLI)
In spring of 2008, New Jersey Governor Jon Corzine signed legislation creating a paid family leave program in the state. The legislation extends the state’s Temporary Disability Insurance (TDI) program to provide benefits for employees taking leave to care for a family member suffering a serious health condition or taking leave to bond with their newborn or newly adopted child. You may be eligible to receive partial weekly wages up to the state maximum weekly benefit.
The law permits up to 6 weeks of paid leave for workers (over a 12-month period) to provide care for a sick family member or care for a newborn or newly adopted child. Employees cannot receive simultaneously benefits under NJFLI and any other NJ disability law or an unemployment compensation program.
Under the law, employees will be eligible to take the paid family leave beginning July 1, 2009.
Benefit entitlement will be reduced up to two weeks for any paid sick leave, vacation time, or other leave at full pay required to be taken by the Company. Additionally, all benefits will run concurrently with leave provided under the Federal Family and Medical Leave (FML) and with the New Jersey Family Leave Act (NJFLA). NJFLI does not provide job protection or return rights.
All eligibility determinations will be made by the State of New Jersey. For more information, contact the NJ Department of Labor at (609) 292-7060 or visit http://lwd.dol.state.nj.us/labor/fli/fliindex.html.
Examples of Leave and Benefit Coordination
Below is an example of a typical leave. It outlines how Federal law, State of New Jersey provisions and Company programs coordinate during pregnancy disability leaves. If you have questions about how these various leaves coordinate with Company policies, please contact your
After exhausting Disability payments (STD + NJTDB and NJFLI where applicable) you may be eligible to continue your pay by using unused vacation and personal days.
PIR = Partial Income Replacement
UNP = Unpaid
IR = Full Income Replacement
(1) Varies by operating company. Check in the Human Resources Policies section of your Operating Company’s intranet.
(2) May be reduced up to two weeks for any paid sick leave, vacation time, or other leave at full pay required to be taken.