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Participate in Black Maternal Health Week

Post author By Lana Lee
Post date April 14, 2020

Posted on April 14, 2020

Stay Safe, Healthy and Connected – Preventing Child Abuse

Post author By Catherine Felegi2
Post date April 13, 2020

Posted on April 13, 2020

April is Child Abuse Prevention Month, a campaign to empower individuals to prevent child abuse and neglect across the nation. Per a recent article on NJ.com, March has seen a 32% reduction in calls to report child abuse and neglect to New Jersey’s State Central Registry (SCR), the child abuse hotline, compared to March 2019 numbers. Other states are reporting similar decreases.

However, though we want to see a reduction in child abuse, this drop in reporting is not necessarily a positive sign. The COVID-19 pandemic has driven people all over the globe indoors, self-isolating to stay safe from the virus, but it has also broken connections to necessary supports and oversights that may prevent potential child abuse cases. DCF Commissioner Christine Norbut Beyer warns, “March is traditionally one of our highest reporting months… The reduction doesn’t necessarily mean that children are experiencing less abuse and neglect, but rather it’s not being seen or heard. And so no response is being taken. It’s not being reported.”

At the beginning of the month, the New Jersey Department of Children and Families (DCF) launched its Work to End Child Abuse and Neglect, or #WeCan campaign, distributing engaging digital tools to inform New Jersey residents of the resources available to prevent child abuse. Given the stress and anxiety that sheltering at home can cause, the #WeCan campaign has come at an opportune time to encourage everyone to stay safe, healthy and connected.

The DCF website provides helpful digital resources for managing anxiety, stress and offers free supports for people in crisis. ACNJ has compiled resources as well, including links to websites with free reading and educational materials, as well as virtual tour websites and other activities to share with children. The more that families feel supported, the less likely that child abuse and neglect will occur.

The #WeCan campaign uses the slogan, “Social distancing does not mean social isolation.” Check in with other family members and neighbors. The power of the internet makes this possible to do in more ways than ever before, including different social media platforms and even video conferences to see friends and family across the state. Even a simple phone call to talk through a problem may help divert a tragedy. Sharing resources offered by DCF, ACNJ and other advocacy groups can promote healthy mental outcomes and can even strengthen family ties.

For more information on the #WeCan campaign, visit the DCF Facebook page at facebook.com/NewJerseyDCF. In New Jersey, any person having reasonable cause to believe that a child has been subjected to abuse or acts of abuse should immediately call the (SCR) at 1-877 NJ ABUSE (1-877-652-2873) (TTY 1-800-835-5510). If the child is in immediate danger, individuals should call 911 as well as the hotline.

Understanding Unemployment Benefits and Paid Sick Leave Amidst COVID-19 Frequently Asked Questions

Post author By Eloisa Hernandez-Ramos
Post date May 6, 2020

Posted on May 6, 2020

Back in March, ACNJ conducted a survey to evaluate the impact the COVID-19 pandemic has had on the child care community to date. To address the concerns raised, we held multiple Q&As with leading authorities to help navigate the resources available to the child care community. Below is a list of questions from the surveys and Q&As, as well as emails, conversations with members in the community and information found on the New Jersey Child Care for COVID-19 website.

Download FAQ's

Regular Unemployment Insurance (UI)Benefits

Eligibility Criteria:
Worked 20 weeks @ $200+ per week or earned $10,000 in base year

Weekly benefits:
60% of average earnings, max of $713 per week
Partial benefits for 20% (or greater) reduction in hours
26 weeks max

Apply online at www.nj.gov/labor
Straightforward layoffs – should be processed quickly
Terminations, voluntary quits, etc. – may experience some delay
Must claim benefits each week

Three Pandemic Unemployment Programs:

1. Federal Pandemic Unemployment Compensation (PUC)

During the period of: week ending March 29, 2020 to week ending July 25, 2020
Provides an additional $600 flat amount to everyone getting unemployment benefits: “Regular” UI, PUA, partial UI/PUA, PEUC (but not ABT)
No separate application
Automatic payment (payment is separate from regular UI or PUA)
First payment - week of April 14, 2020
Does not affect eligibility for Medicaid or Children’s Health Insurance Program
No recoupment of PUC benefits for overpayments

2. Pandemic Unemployment Assistance (PUA)

Must first apply for regular UI then denied to be considered for PUA
During the period of: January 27, 2020 to December 31, 2020 (possible retroactive benefits)
Max of 39 weeks, paid weekly
Weekly benefit rate = minimum ~$200/week, max $713
Partial PUA available
For workers unemployed (or under-employed) due to COVID-19 and ineligible for regular UI:

* self-employed

* independent contractors

* “gig” economy employees (*should be eligible for regular UI)

* people unable to start a new job due to the pandemic

Persons who are otherwise not eligible for regular unemployment benefits (like insufficient base year earnings)

3. Pandemic Emergency Unemployment Compensation (PEUC)

During the period of: week ending April 5, 2020 to December 31, 2020
Additional 13 weeks of unemployment benefits

* Regular UI claimants now eligible for 39 weeks instead of 26 weeks

Application uncertain – check NJDOL website for updates: https://www.nj.gov/labor/
Available to those who exhausted benefits after July 1, 2019
o States have to notify those who may be eligible

o Claimants will get PEUC first, then (potentially) PUA
Still have to meet eligibility criteria (with some flexibility)

FAQ's About Unemployment Benefits

1. Can non-profit religious-based preschool employees receive unemployment insurance?

These employees should be eligible for Pandemic Unemployment Assistance.

2. Who qualifies for the additional $600 per week?

The $600 additional payment is for those receiving regular Unemployment, including any state (Extended Benefits) or federal extension (Pandemic Extended Unemployment Compensation), those receiving Pandemic Unemployment Assistance (PUA), and those paid through Trade Act (TRA). Regular Unemployment payments include those with federal or military wages as well.

3. Are staff eligible for the additional $600 unemployment insurance if their work hours have been reduced?

Anyone receiving unemployment, Pandemic Unemployment Assistance, or partial benefits under either of those programs will be eligible for Pandemic Unemployment Compensation (the extra $600/week until 7/31/20). These $600 payments are automatic.

4. If an employer lays off employees in April or May, will the employees still qualify for unemployment and will they receive the additional $600?Can I apply for both loans?

In New Jersey there are set requirements to determine the validity of a claim. If you do not have a valid claim, then your claim will be evaluated for Pandemic Unemployment Assistance (PUA). Whether receiving Unemployment or PUA, you will be eligible for the $600 additional payment.

5. Can a family child care provider, who is self-employed and receives a 1099, collect unemployment? Is the process for applying different? What benefits will they receive?What information will I need to apply for the loans?

Anyone self-employed, or paid through a 1099, who does not meet the qualifications for a regular unemployment claim, may be eligible for Pandemic Unemployment Assistance (PUA). The instructions on how to file for PUA is available here. The claimant must first be denied regular unemployment before being considered for PUA.

6. Can business owners, who are not on payroll, qualify for unemployment?

Business owners will not qualify for unemployment; however, they may be entitled to Pandemic Unemployment Assistance (PUA). They would still need to file a claim for unemployment and be denied first in order for their application to be considered for PUA.

7. Is unemployment insurance charged to an employer?

An employer’s tax experience rating may be affected by the receipt of unemployment benefits by an employee or former employee, but tax impact depends on the particular circumstances of the case.

8. Can a person collect unemployment if state unemployment insurance was never withdrawn from his/her salary?

It depends. A worker in this situation should apply for UI benefits, and the NJDOL will investigate the matter to determine whether or not the worker is eligible for benefits. The worker will have to supply documentation regarding the employment.

9. Can employees who receive a 1040 qualify for unemployment?

Yes. If you are working in covered employment you may be entitled to Unemployment.

10. Can an employee apply for unemployment if the employer has not issued a 1099?

A 1099 worker is generally an independent contractor; not an employee (unless they’ve been misclassified). Independent contractors experiencing unemployment or under-employment related to COVID-19 may be eligible for PUA benefits. The worker should go ahead and apply for benefits, even if they don’t have the 1099 yet.

11. If an employee, such as a pregnant employee, quits her job due to COVID-19 concerns, can she collect unemployment?

Potentially, this would require adjudication to determine eligibility for Unemployment or Pandemic Unemployment Assistance.

12. Can an employee collect unemployment if they have been laid off, then subsequently offered their job back and they then reject the offer?

Potentially, this would require adjudication to determine eligibility for Unemployment or Pandemic Unemployment Assistance.

13. Can an employee of a center that closed prior to Executive Order 110 and was laid off receive unemployment if the center reopens to provide child care to essential service employees, but the employee does not wish to return to work?

Potentially, this would require adjudication to determine eligibility for Unemployment or Pandemic Unemployment Assistance.

14. An employee has been laid off, then is rehired after their employer received a loan through the Payroll Protection Program, and then laid off again when the loan runs out eight weeks later. Can the employee re-apply for unemployment?

You are able to reopen your unemployment claim as many times as necessary during the one year benefit period.

15. How should an employer proceed if their center closed because of Covid-19 but hopes to reopen when allowable?

While an employer is not paying an employee, the employee should apply for benefits. If the center later reopens and calls the employee back to work, s/he may or may not be eligible for continued benefits, if s/he chooses not to return to the job. Such a determination requires a fact-specific analysis – it depends on the particular circumstance of the case.

16. If a person is denied unemployment, what is the appeals process?

A claimant who receives a Notice of Determination stating they are ineligible for benefits must appeal within 7 days from receiving the notice or within 10 days of the mailing date of the Notice of Determination. The appeals process is explained on the Notice of Determination. The appeal, at this stage, is to the Appeal Tribunal, which will then hold a phone hearing.

17. Is a person receiving unemployment required to pay the amount back in their income taxes?

Unemployment benefits must be reported for tax purposes, and claimants may choose to have deductions taken from the benefits up front, but they are not required to repay unemployment benefits through taxes.

18. How does someone apply for the extension for PEUC?

That information should be published on the NJDOL’s website soon. We do not know the process for this yet. Eligible claimants will be notified of the process.

19. If local government does not allow the center to re- open but your staff is working remotely part time, can they apply for partial unemployment benefits?

Yes. If a worker’s hours have been reduced by 20% or more, they should be eligible for benefits.

20. If there are less than 20 employees at the center do the unemployment rules apply?

The same rules for unemployment apply regardless of the size of the employer.

21. What is the best way to contact the state’s unemployment office?

To file a claim visit: https://myunemployment.nj.gov/labor/myunemployment/covidinstructions.shtml. The claimant should receive a confirmation number. The claim will be reviewed by Unemployment Insurance staff. NJDOL system is experiencing record levels of demand and all in-person services statewide are currently closed due to COVID-19. If your application was not successful, please keep trying. You will not lose a day’s benefits as all claims will be backdated to your first day of employment loss. If getting through by phone is not possible, send an email through the “contact us” link on the NJDOL’s website.

22. How does workshare apply to child care providers and their ability to keep their employee salaries whole?

Workshare is a program which allows employees experiencing a reduction in hours to collect a percentage of their unemployment compensation (UC) benefits to replace a portion of their lost wages. In order to be eligible, the employer must have an approved Short Term Compensation (STC) plan in place with Unemployment. In order to qualify for STC, employees must first be determined to be eligible for UC. While receiving UC benefits under an STC plan, employees are not required to meet availability or work search requirements, but they are required to be available for their normal workweek. An alternative to the work share program and requiring a STC plan, is if the employee’s hours are reduced, then they can receive partial unemployment benefits. The employee would report their gross income and would receive the difference, up to the defined partial benefit rate. Partials do not require any set plan, and can just be set up by filing a claim and reporting wages.

NJ Earned Sick Leave

Employers, regardless of staff size, must provide employees with up to 40 hours a year of paid sick leave per year.
- This applies to full-time, part-time or temporary workers (*regardless of immigration status)
- 1 hour of earned sick leave for every 30 hours worked (employer can also give 40 hours up front)
- Up to 40 hours of unused sick time can be carried over to the next year, but employer does not have to allow more than 40 hours of leave per year.
Time can be use for employee’s own illness or to care for a sick family member (broad definition)
- Employer can request medical documentation after 3 days
Also covers time off due to school closure because of a public health emergency
Enforced by NJDOL, Wage and Hour

Find more information at https://www.nj.gov/labor/worker-protections/earnedsick.

Federal Paid Sick Leave

Covers employees that work for private employers with less than 500 employees (and certain public employers)
Available even if worker already used up Federal Family Medical Leave (FMLA)
Supplements any paid sick leave that an employer already offers
If an employee is ill or quarantined by a doctor or government order:
- Eligible for up to two weeks (80 hours) of paid sick leave at the employee’s regular rate of pay (up to a maximum of $511 per day)
- No intermittent leave – stay home!
If an employee cannot work because he is caring for someone with COVID-19 or a child whose school/day care is closed:
- Eligible for up to two weeks (80 hours) of paid sick leave at 2/3 the regular rate of pay (up to a maximum of $200 per day)
- Leave may be intermittent if employer and employee agree
- NOTE: Employers with less than 50 employees may seek an exemption from these child-care related provisions of PSL or expanded FMLA

Expanded Federal Family and Medical Leave Act (Emergency Childcare FMLA)

Covers workers caring for child out of school/day care
- Must have been on payroll for at least 30 days prior to leave
Up to 10 additional weeks of partially paid leave
- 2/3 of the employee’s regular rate of pay, up to a maximum of $200 per day/$10,000 max
Leave may be intermittent if employer and employee agree
Not available if worker already exhausted FMLA leave
NOTE: Employers with less than 50 employees may seek an exemption from these child-care related provisions of PSL or expanded FMLA

Frequently Asked Question Related to Earned Sick Leave

Refer to the NJ Department of Labor Guides on COVID-19 scenarios with related benefits at https://www.nj.gov/labor/worker-protections/earnedsick/covid.shtml

1. If an employer has less than 50 employees, how do they file for the FMLA exemption and paid sick time?

An employer with under 50 employees IS NOT exempt from providing emergency paid sick time, only the emergency FMLA. Find more details here:

Combined flyer and Emergency Paid Sick Leave

Find How businesses are "reimbursed" via tax credits

2. If I receive 10 sick days per year from my full time job, am I entitled to an additional 1 hour of earned sick leave per 30 hours for my part time job?

The New Jersey Earned Sick Leave law does not require an additional number of paid sick days if the employer is already complying with the minimum number of days for the covered reasons of taking leave.

The Federal Emergency Paid Sick Days requires employer pay workers for an additional 10 days during the pandemic for COVID19 related reasons.

So yes, a part time job would also need to provide you with 1 hour of paid sick time for every 30 hours you work and be required to allow you to take at least 5 paid sick days a year.

3. Can employees who choose not to work at an opened child care center - use their 40 hours of sick leave?

Yes, if the reason for taking sick leave is covered under the Earned Sick Leave law. To learn more visit https://myleavebenefits.nj.gov/labor/worker-protections/earnedsick/law.shtml and scroll down to How Can I Use My Earned Sick Time?

Also, if the employer is covered under the Federal Emergency Paid Sick Days and FMLA and if the worker has a protected reason for taking leave, the worker can access that time.
See list of reasons.
NJ Department of Labor guides

4. Can an employer direct an employee to use paid time off prior to using NJ family leave?

An employer cannot require an employee to use their paid time off prior to using NJ Family Leave Insurance. Click here to learn more.

5. If a child care provider laid off staff and rehires them after receiving a loan under the Payroll Protection Program, how will the employees’ eligibility for Emergency Family and Medical leave be affected?

PPP is not under the scope of Unemployment, however if an employee is being paid full pay from their employer, they are not entitled to Unemployment or PUA benefits.

6. Many public school employees who work in before or after care are still getting paid for their regular school job, but are no longer getting the additional pay for before or after care. Can they apply for unemployment? Do they have separate sick leave benefits under their position in before or after care?

If they are still being paid for their full time position they are not entitled to Unemployment or Pandemic Unemployment Assistance. Any earnings received for a week claimed would have to be reported. If you are earning more than your partial benefit allowed (defined on the monetary determination they would receive) then you would be ineligible for any benefits.

7. If employees are on unemployment can they also apply for the FMLA extension?

FMLA is not related to Unemployment.

8. Which paid leave benefit takes precedence - those under Family First Act or those available under Emergency FMLA Expansion?

FMLA is not a paid program. Worker’s Compensation, Family Leave Insurance, Unemployment, and Disability are all examples of a paid program. To determine which program you may be entitled to depends on your personal circumstances. You can see the depart of labor site for a breakdown on which program is most likely right for you.

New Jersey Child Care and COVID-19 Frequently Asked Questions on Paycheck Protection Program

Post author By Aaliyah Roulhac
Post date April 30, 2020

Posted on April 30, 2020

Back in March, ACNJ conducted a survey to evaluate the impact the COVID-19 pandemic has had on the child care community to date. To address the concerns raised, we held multiple Q&As with leading authorities to help navigate the resources available to the child care community. Here is a list of questions from the surveys and Q&As, as well as emails, conversations with members in the community and information found on the New Jersey Child Care for COVID-19 website.

Download FAQ's

Find more FAQ's by the National Association for the Education of Young Children (NAEYC.)

FAQ's About the Payroll Protection Program and the Economic Injury Disaster Loan:

1. Who is eligible to apply for the PPP and the EIDL?

Small businesses, including certain eligible nonprofit entities, for‐profit, and self‐employed businesses with fewer than 500 employees are eligible to apply.

2. Are family child care providers eligible to apply for either the PPP or EIDL loans?

Yes, sole proprietors, independent contractors, and self‐employed persons are eligible to apply for both loans.

3. Where can I apply for the loans?

PPP: An applicant must apply through an eligible lender or bank. A current list of lenders can be found here: https://www.sba.gov/paycheckprotection/find Currently, TD Bank, PNC Bank, Kearny Bank, and Spencer Savings Bank will process applications even if an applicant does not have an account with them. If an applicant learns of other banks that accept applications from non‐account holders, please contact pcanning@acnj.org. However, applicants should start their search with the bank in which they do business. If the home bank is not accepting applications, the prospective applicant should ask their bank for recommendations or contact the above-named banks. The PPP application form should be submitted to an eligible lender: https://www.sba.gov/document/sba-form--paycheck-protection-program-borrower-application-form

EIDL: The EIDL application is submitted directly to the Small Business Administration (SBA) here: https://www.sba.gov/disaster-assistance/coronavirus-covid-19#/

4. Can I apply for both loans?

An applicant can apply for both the EIDL and PPP loans. If an applicant receives both, the amount of the EIDL loan will be rolled into the PPP loan.

5. What information will I need to apply for the loans?

PPP: The information needed to apply for the PPP may differ depending on the lending institution. Reviewing the above link to the PPP application will help determine the specific information required. Each lender will advise as to whether any additional information is required.

EIDL: The information required for the EIDL must be completed in one sitting, as information cannot be saved on the website. The website indicates to allow at least two hours to complete the application. The application should be reviewed beforehand so that the applicant has all the necessary information at-hand needed to complete it.

6. How long do I have to apply for the loan?

PPP: The PPP loan application will be available until June 30th but it is first come, first serve until there is no longer funding available.

The EIDL will be available until all funds are depleted and it is also, first come, first serve.

7. When will I find out if I have received the loan?

PPP: Banks particicipating in the PPP have 10 days to disburse the loan proceeds once the loan is approved. The bank may opt to disburse a portion of the loan and ask for an account of how the money is being spent before disbursing the remaining funds. Applicants should talk with their banks to determine how the funds will be made available.

EIDL: The EIDL loan advance is automatically deposited into an applicant’s account three days after the application has been processed. However, due to the overwhelming response rate, the timing is no longer guaranteed. The balance will be dispersed based on individual circumstances.

8. Do the loans cover property, accident, general liability and workman’s compensation insurance?

PPP: In order for the PPP loan to be forgiven, it must cover 75% of payroll expenses and expenses related to payroll such as associated healthcare insurance and 25% of other business operating expenses. Legislative language ( https://assets.documentcloud.org/documents/6819239/FINAL-FINAL-CARES-ACT.pdf page 11) clearly says that “payment required for the provisions of group health care benefits, including insurance premiums;” are included in payroll costs. For an explanation, the Wall Street Journal notes, “What are payroll costs?” Payroll costs include what you would think: salary, wages, commissions, or similar compensation, as well as tips, for employees in the United States. It also includes payment for leave (including vacation, parental, family, medical, or sick leave but not those that you get a credit for under the Families First Coronavirus Relief Act); severance packages; employee group health care benefits; and state and local taxes on compensation. If you are an independent contractor or sole proprietor, it refers to your wage, commissions, income, or net earnings.”

EIDL: The EIDL loan covers general support such as equipment costs/leases and any other costs associated with business continuance.

FAQ's About the Payroll Protectition Program (PPP):

1. What period should I use to calculate the payroll average for the PPP?

The PPP payroll cost calculation will depend on the lender. Most banks are requesting the average payroll information for a 12‐month period, either the calendar year 2019 or the immediate 12‐month period prior to applying for the loan. Applicants should check with their lender to determine which payroll cost calculation they prefer. If a business is new or seasonal, special calculations will need to be made.

2. When will a PPP loan be forgiven?

A PPP loan will be forgiven if:
1. 75% of the loan is used for payroll expenses; and
2. If employees are kept on payroll for eight weeks (up to June 30th)

3. If all or part of my loan is not forgiven, what is the interest rate and when will I have to pay it back?

The PPP loan must be paid back within two years and there is an interest rate of 1%. Loan payments will be deferred for six months and there is not a prepayment penalty.

4. If I laid off my staff, can I still apply for the PPP?

Yes, applicants can apply for the PPP if staff have been laid off, but they must be rehired in order for the loan to be forgiven.

5. If I kept one employee and the others are on unemployment insurance can I use the PPP loan to continue to pay for me and other expenses, like rent and other building bills?

Loan applicants can use the PPP loan proceeds for their staffs ad themselves on payroll, healthcare costs, pension benefits as well as utility costs, rent expenses and mortgage interest on business mortgages. After receiving the loan, if the full staff is not rehired prior to the eight‐week period, or staff salaries have decreased more than 25%, the full loan will not be forgiven.

6. What happens if I cannot rehire all of my employees?

The PPP loan will be reassessed at the new payroll rate and the loan recipient will be responsible for the balance of the loan if the number of employees rehired are fewer than the amount stated in the application.

7. What if I am not able to keep all of my employees on payroll for eight weeks? (Ex. Worker(s) quit, employee becomes sick, etc.)

Each employer is reassessed at the new percentage and will be responsible for paying back the difference, if the new rate is less than the original rate in the application.

8. What happens after the eight weeks? Can my employees go back on unemployment and will that jeopardize the loan forgiveness?

The PPP is an eight-week spending program. If employees are paid during those eight weeks, employees are eligible again after the eight weeks for unemployment unless the PPP is modified.

9. What if it takes me longer than eight weeks to use the loan?

The remains of the loan, after the eight weeks, will need to be repaid.

10. If my child care program is currently closed, can I apply for the PPP?

Yes, all child care programs that closed either before or after the state mandate can apply for the PPP. For the loan to be forgiven it must be used to continue to pay staff, utilities, rent, or mortgage interest during the eight week period.

11. Can I use the loan to pay for health benefits for my employees?

Yes, associated health benefits may be covered with funds from the PPP.

12. Can you use the loan to pay for health insurance that is not a group insurance plan?

Yes, if it is business-related.

New Jersey Child Care Subsidies and COVID-19 Frequently Asked Questions

Post author By Eloisa Hernandez-Ramos
Post date April 9, 2020

Posted on April 9, 2020

Back in March, ACNJ conducted a survey to evaluate the impact the COVID-19 pandemic has had on the child care community to date. To address the concerns raised, we held multiple Q&As with leading authorities to help navigate the resources available to the child care community. Here is a list of questions from the surveys and Q&As, as well as emails, conversations with members in the community and information found on the New Jersey Child Care for COVID-19 website.

Download FAQ's

For Child Care Centers that are Currently Closed:

1. Will subsidy payments be made to child care centers that have closed as a result of COVID-19?

Yes. Payments will be made until the end of April based on subsidy enrollment as of March 16, 2020. The New Jersey Department of Human Services, Division of Family Development will continue to assess the situation and make further funding decisions regarding subsidy payments on a month-by-month basis by the end of April.

2. If my program closed, will I need to submit attendance records or any other documentation even though I am being paid based on my subsidy enrollment as of March 16th?

No. Closed programs with enrolled subsidized families only needed to submit attendance records and documentations for payment in March. There was a system update and payment for April will be based on enrollment through the E-Child Care system in April.

For Child Care Centers that are Currently Open:

3. If my program is open to serve children of essential employees, but I have fewer subsidy children than my normal capacity, will I be paid for those children who are not currently attending my program?

Yes. Subsidy payments will continue to be made based on your March 16th enrollment numbers regardless of attendance until the end of April.

4. Will I receive additional dollars if I am open to serve essential service employees’ children?

Yes. Licensed child care centers that have been approved by the New Jersey Department of Children and Families, Office of Licensing to provide emergency child care for the children of essential employees and will be reimbursed per child per week at the following rates:

Infants - $450.35/week
Toddlers - $415.70/week
Preschool - $415.70/week
School Age - $336.00/week

5. Is there a list of open centers to share with essential service families?

Yes. It can be found here. Essential employees can also contact their county’s Child Care Resource and Referral (CCR&R) Agency, who can help inform families about programs, rates and availability.

6. Will emergency child cara list oe centers receive f parents who have been deemed eligible so that we do not accept the ones who have not registered? Yes. This information will come directly from your CCR&R.

7. How do we know whether the parent has correctly filled out the emergency application?

You will receive a notification from your CCR&R informing you which families have been deemed eligible for emergency child care as essential service workers.

8. What will the payment practices and processes include for emergency child care centers?

Even though payment is based on enrollment, providers are required to send weekly attendance logs to their CCR&R. Payment will be issued through direct deposit.

9. Will essential worker parents need to provide a current universal health form and immunizations of their children to the new center?

Due to the urgency of the situation, there will be some flexibility in providing relevant health information for children.

10. Can a potential employee be hired if they have not completed a CARI check or a background check?

No. Individuals cannot be hired without completing a CARI check or having the required background check. It is best to work with your CCR&R to help find staff who meet the standards.

Co-Payments:

11. Will the parent co-payment be paid?

Yes. The New Jersey Department of Human Services, Division of Family Development may cover the full amount of the parental co-pay for all children receiving a subsidy from March 16th through the end of April. However, per guidance dated April 7, 2020, co-pay waivers have been issued. Subsidized families seeking a co-pay waiver must contact their CCR&R.

Family Child Care:

12. Will family child care homes receive the new emergency child care reimbursement rate?

No. Family child care homes will continue to receive the same subsidy reimbursement rate that they were previously receiving. However, if they are caring for children of essential workers, they will receive $100 additional per month for each child of an essential service employee enrolled.

For Parents Needing Care:

13. How do I know if I am considered essential and eligible for emergency child care assistance?

A list of those who are considered essential and eligible for emergency child care assistance can be found here.

14. I am an essential service employee. How can I apply for child care?

If you meet the definition of an essential employee, you can complete an application for emergency child care by clicking here.