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Tables - State Law

Federal vs. New Jersey Family and Medical Leave Laws



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Federal vs. California Family and Medical Leave Laws Federal vs. Connecticut Family and Medical Leave Laws
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Federal vs. Oregon Family and Medical Leave Laws Federal vs. Rhode Island Family and Medical Leave Laws
Federal vs. Vermont Family and Medical Leave Laws Federal vs. Washington Family and Medical Leave Laws
Federal vs. Wisconsin Family and Medical Leave Laws



Federal vs. New Jersey Family and Medical Leave Laws



  FEDERAL ELEMENTS STATE ELEMENTS
Employer Covered Private Employers of 50 or more Employees in at least 20 weeks of the current or preceding year Public agencies, including state, local, and Federal Employers Local education agencies covered under special provisions Public and private Employers of 50 or more Employees each working day during each of 20 or more calendar workweeks in the then current or immediately preceding calendar year; includes the State, any political subdivision thereof, and all public offices, agencies, boards or bodies No special provision for education agencies
Employees Eligible Worked for Employer for at least 12 months - which need not be consecutive; worked at least 1,250 hours for Employer during 12 months preceding leave; and employed at Employer worksite with 50 or more Employees or within 75 miles of Employer worksites with a total of 50 or more Employees 12 months with an Employer for not less than 1000 base hours during the immediately preceding 12 months No worksite proviso
Leave Amount Up to a total of 12 weeks during a 12-month period; however, leave for birth, adoption, foster care, or to care for a parent with a serious health condition must be shared by spouses working for same Employer 12 weeks in any 24-month period No provision requiring spouses to share leave
Type of Leave Unpaid leave for birth, placement of child for adoption or foster care, to provide care for Employee's own parent (including individuals who exercise parental responsibility under state law), child, or spouse with serious health condition, or Employee's own serious health condition Birth, adoption placement, serious health condition of child, parent, parent-in-law, or spouse, but not for an employee's own health condition.

Serious Health Condition Illness, injury, impairment, or physical or mental condition involving incapacity or treatment connected with inpatient care in hospital, hospice, or residential medical-care facility; or, continuing treatment by a health care provider involving a period of incapacity: (1) requiring absence of more than 3 consecutive calendar days from work, school, or other activities; (2) due to a chronic or long-term condition for which treatment may be ineffective; (3) absences to receive multiple treatments (including recovery periods) for a condition that if left untreated likely would result in incapacity of more than 3 days; or (4) due to any incapacity related to pregnancy or for prenatal care Similar to Federal provision
Health Care Provider Doctors of medicine or osteopathy authorized to practice medicine or surgery; podiatrists, dentists, clinical psychologists, clinical social workers, optometrists, chiropractors (limited to manual manipulation of spine to correct subluxation shown to exist by x-ray), nurse practitioners, and nurse-midwives, if authorized to practice under State law and consistent with the scope of their authorization; Christian Science practitioners listed with the First Church of Christ, Scientist in Boston, MA; any provider so recognized by the Employer or its group health plan's benefits manager; and any health provider listed above who practices and is authorized to practice in a country other than the United States No specific provision
Intermittent Leave Permitted for serious health condition when medically necessary. Not permitted for care of newborn or new placement by adoption or foster care unless Employer agrees Similar to Federal provision  
Substitution of Paid Leave Employees may elect or Employers may require accrued paid leave to be substituted in some cases. No limits on substituting paid vacation or personal leave. An Employee may not substitute paid sick, medical, of family leave for any situation not covered by any Employers' leave plan Family leave required by this Act may be paid, unpaid, or a combination of paid and unpaid leave. If an employer provides paid family leave for fewer than 12 weeks, the additional weeks of leave added to attain the 12-workweek total required by this Act may be unpaid.
Reinstatement Rights Must be restored to same position or one equivalent to it in all benefits and other terms and conditions of employment Similar to Federal provision
Key Employee Exception Limited exception for salaried Employees if among highest paid 10%, within 75 miles of worksites, restoration would lead to grievous economic harm to Employer, and other conditions met Similar to Federal provision, except limited to Employees who are among the highest paid 5% or the seven highest paid Employees, whichever is greater
Maintenance of Health Benefits During Leave Health insurance must be continued under same conditions as prior to leave Similar to Federal provision
Leave Requests To be made by Employee at least 30 days prior to date leave is to begin where need is known in advance or, where not foreseeable, as soon as practicable. If due to a planned medical treatment or for intermittent leave, the Employee, subject to health care provider's approval, shall make a reasonable effort to schedule it in a way that does not unduly disrupt Employer's operation Employee shall provide the employer notice of the expected leave in a manner which is reasonable and practicable
Medical Certification May Be Required by Employer for: Request for leave because of serious health condition To demonstrate Employee's fitness to return to work from medical leave where Employer has a uniformly applied practice or policy to require such certification Request may be made for circumstances of birth, adoption placement or because of serious health condition of family member. No provision relating to certification of fitness to return to work.
Executive, Administrative, and Professional Employees Such individuals are entitled to FMLA benefits. However, their use of FMLA leave does not change their status under the Fair Labor Standards Act (FLSA), i.e., an Employer, does not lose its exemption from the FLSA's minimum wage and overtime requirements. No specific provision