Employment Law Blog

Every employer in the state of New Jersey that employs at least 20 people is required to offer pre-tax commuter benefits to employees (who are not subject to a collective bargaining agreement). The definition of “employee” mirrors the definition used in the unemployment compensation law: that is, anyone hired or employed by the employer who reports to the employer’s work location.  » Read More

Effective May 20, 2019, New York City employers with four or more employees are prohibited from discriminating against employees based on their “sexual and reproductive health decisions.” Such decisions are defined as “any decision by an individual to receive services, which are arranged for or offered or provided to individuals relating to sexual and reproductive health, including the reproductive system and its functions,” and can include abortion, fertility-related medical procedures, sexually transmitted disease prevention, testing, and treatment, family planning services and counseling, use of birth control drugs and supplies, emergency contraception, sterilization, and pregnancy testing. » Read More

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Thank you for subscribing to The Jersey Workforce, our New Jersey employment law blog! This blog is being merged into Norris McLaughlin’s new and improved employment law blog, Norris in the Workplace, to better serve our clients by covering New Jersey, New York, and Pennsylvania laws all in one place. » Read More

New York City employers who recently became required to provide lactation room accommodations and related information to employees may now use a model request form and policies published by the New York City Human Rights Commission to satisfy the law’s documentation requirements.  » Read More

On April 1, 2019, the State of New York revised the paid time off to vote law. The law ensures that all employees who are registered to vote may request a maximum of three hours of time off without experiencing a loss in pay to vote in any public election.  » Read More

According to the EEOC, retaliation complaints accounted for a majority of discrimination charges filed with the agency in the fiscal year 2018. Employers must be cognizant of—and resist—the temptation to take action against employees that could be perceived as retaliation for their involvement in any one of many protected activities in the workplace. » Read More

Under new guidelines issued in February 2019 by the New York City Commission on Human Rights (“NYCCHR”), employer policies on grooming and appearance that target, limit, or otherwise restrict natural hair or hairstyles may be unlawful and could result in a penalty of up to $250,000 per violation.  » Read More

On February 19, 2019, New Jersey Governor Phil Murphy signed into law legislation that expands New Jersey’s protections for employees who need unpaid and paid leaves of absence under three statutes: (1) the New Jersey Family Leave Law (“NJFLA”), (2) the Temporary Disability Benefits Law (“NJTDL”), and (3) the Security and Financial Empowerment (“SAFE”) Act. » Read More

Last week, I presented “Managing Evolving Employment Issues with Limited Resources” at Dassault Falcon Jet Corp. in Little Ferry. The event was co-sponsored by The Association of Corporate Counsel Small Law Department Network, the world’s largest organization serving the professional and business interests of attorneys who practice in the legal departments of corporations, associations, nonprofits and other private-sector organizations around the globe, and Meritas® Law Firms Worldwide, the premier global alliance of independent law firms working collaboratively to provide businesses with qualified legal expertise. » Read More