Earlier this year, the New Jersey Appellate Division addressed the relationship between the Compassionate Use Medical Marijuana Act, N.J.S.A. 24:6I-1 et seq., and the Law Against Discrimination (“LAD”), N.J.S.A. 10:5-1 et seq. In Wild v. Carriage Funeral Holdings, Inc., 458 N.J. » Read More
On July 25, 2019, Acting Governor Sheila Oliver signed a law that bans employers from asking job applicants about their salary history. (A similar law was vetoed by former Governor Chris Christie in 2017.) New Jersey joins a growing number of states and cities that have, or are considering, passing salary history bans. » Read More
Effective May 10, 2020, law Int. 1445-A will officially prohibit New York City employers, labor organizations, and employment agencies from conducting pre-employment drug testing for THC, the active ingredient in cannabis and marijuana. However, this holds true only for non-safety sensitive positions. » 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
Here is an oldie but goodie post from last year that we thought we’d share again. ‘Tis the season!
With the holiday season in full swing, we thought we would remind everyone about the “do’s and don’ts of company holiday parties.” Here is an article published last year in NJ Business Magazine in which our own Pat Collins provides insight on some of the things that employers must be aware of when hosting the office party. » Read More
And just like that, our 2018 seminars are complete. We would like to thank you to everyone who came out to our last (and clearly most fun and educational) seminar of the year!
We discussed the handling of a variety of employment issues including discrimination, harassment, employee discipline, and employee termination, as seen in popular TV programs and movies (primarily Seinfeld and the Office, obviously). » Read More
While our news apps and smart phone feeds tell us about prominent individuals and “big businesses” that have been besieged by sexual misconduct allegations, we know that small and mid-sized businesses may be subject to substantial liability for the actions of their principals and employees. » Read More
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