HPAE's Legislative Accomplishments - Health Professionals & Allied Employees

HPAE’s Legislative Accomplishments

HPAE’s efforts have resulted in the passage of precedent-setting legislation, which protects our patients and our professions. That legislation includes:

UMDNJ/Higher Education Restructuring Act (2012)

The law merges schools and units of UMDNJ with Rutgers University, except for the School of Osteopathic Medicine, which is merged with Rowan University, and University Hospital, which will become an independent hospital, managed by a non-profit entity. All these changes were effective July 1, 2013. The law protects the collective bargaining rights and benefits of all HPAE members while preserving medical services and research.

Violence in the Workplace (2008)

The law directs health care facilities in New Jersey, including general and specialty hospitals, nursing homes, State and county psychiatric hospitals and State developmental centers, to create programs to combat physical violence or credible threats of violence against employees.

Safe Patient Handling Act (2008)

The law protects patients and health care workers from injuries caused by unsafe patient handling at hospitals and nursing homes. The law requires licensed health care facilities to establish comprehensive patient handling safety procedures to minimize risks when moving patients or restricting their movements.

Public Meetings Law (2008)

The law requires that general hospitals conduct an annual public meeting organized to provide the community served by the hospital with information about the operation of the hospital, and to provide an opportunity for members of the public to ask questions and raise issues of concern. The meetings are open to members of the public.

Paid Family Leave (2008)

The law lets employees take up to six weeks off a year with limited pay to care for a new child or a sick relative.It would allow workers to apply for up to six weeks off to care for a newborn or newly adopted child, or a sick parent, spouse or child. They could collect up to two-thirds of their pay, to a maximum of $524 a week.

Hospital Trustee Education Law (2007)

The law requires training for all trustees of general hospitals.

Staffing Disclosure (2005)

The law requires New Jersey hospitals to make daily public disclosures of the ratio of patients to nurses and other healthcare workers who provide direct patient care.

Mandatory Overtime Law (2004)

The law bars hospitals and nursing homes from forcing health care employees to work overtime except in emergencies.

Whistleblower Protection Act (2000)

The Conscientious Employee Protection Act (CEPA) prohibits a public or private employer from taking retaliatory action against an employee who discloses or threatens to disclose to a supervisor or public body an activity, policy or practice that the employee reasonably believes is in violation of a law or rule; or provides information or testimony to a public body investigating a violation; or objects to or refuses to participate in an activity, policy or practice that the employee reasonably believes is a violation of law, fraudulent or criminal, or is incompatible with a clear mandate of public policy related to health, safety, welfare or protection of the environment.

The Health Care Quality Act

The law provides for certain consumer safeguards with respect to health benefits plans and managed care plans provided by carriers.

Safe Needle Systems (2000)

The law makes it mandatory for all NJ healthcare facilities to use needles and other medical devices that have built-in safety features to prevent blood exposures caused by needlesticks.

Minimum Maternity Stay/The ‘Baby Bill’ (1995)

This law provides for a minimum of 48 hours of maternity care after a vaginal birth in a hospital, outlawing so-called “drive by” deliveries by hospitals.

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