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THE NEW JERSEY DIVISION OF CIVIL RIGHTS AND ITS STATE ATTORNEY GENERAL JOINTLY ISSUED GUIDANCE ON PROTECTIONS FOR REMOTE WORKERS UNDER NEW JERSEY’S LAW AGAINST DISCRIMINATION.
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TRIAL COURT AGREES WITH MASHEL LAW THAT AN EMPLOYER’S FORUM SELECTION CLAUSE REQUIRING THEIR CLIENT’S DISCRIMINATION CLAIMS TO BE FILED ONLY IN TENNESSEE IS UNENFORCEABLE.
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NEW JERSEY APPELLATE DIVISON SAYS TRIAL COURTS MUST VIEW WITH BROAD LIBERALITY CLAIMS OF DISABILITY BROUGHT UNDER NEW JERSEY’S LAW AGAINST DISCRIMINATION
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THE NEW JERSEY DIVISION ON CIVIL RIGHTS PROPOSES NEW RULES REGARDING DISPARATE IMPACT DISCRIMINATION
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THE NEW JERSEY SUPREME COURT STRIKES DOWN NON-DISPARAGEMENT CLAUSES IN DISCRIMINATION SETTLEMENTS
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THE FEDERAL TRADE COMMISSION TAKES THE MONUMENTAL STEP OF BANNING MOST NONCOMPETE AGREEMENTS
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NEW JERSEY’S TEMPORARY WORKERS’ BILL OF RIGHTS PROVIDES COMPREHENSIVE PROTECTIONS FOR VULNERABLE TEMPORARY WORKERS
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NEW JERSEY APPELLATE COURT SAYS EMPLOYEES MAY USE THE CONTINUING VIOLATION THEORY TO ALLOW A JURY TO HEAR MATERIAL FACTS THAT OCCUR OUTSIDE THE STATUTE OF LIMITATIONS.
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APPELLATE DIVISION UNDERSCORES THE IMPORTANCE OF A CAUSAL NEXUS BEING ESTABLISHED IN CLAIMS BROUGHT UNDER NEW JERSEY’S CONSCIENTIOUS EMPLOYEE PROTECTION ACT
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NEW JERSEY JUDGE SAYS MASHEL LAW CLIENT WHO FILED A WHISTLEBLOWER LAWSUIT AGAINST HER FORMER EMPLOYER DOES NOT HAVE TO GO TO ARBITRATION
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JUDGE CONCLUDES NEW JERSEY SUPERIOR COURT HAS PERSONAL JURISIDCTION OVER OUT OF STATE DEFENDANTS WHERE THE ONLY CONTACT WITH NEW JERSEY IS THERE EMPLOYMENT OF A NEW JERSEY RESIDENT TO WORK REMOTELY FOR THEM FROM HER HOME
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NEW FEDERAL RULE ADOPTED ON WHETHER TO CLASSIFY A WORKER AS AN EMPLOYEE OR INDEPENDENT CONTRACTOR
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NEW JERSEY ATTORNEY GENERAL’S OFFICE FILES LAWSUIT AGAINST TRUCKING COMPANIES ALLEGING THEY UNLAWFULLY MISCLASSIFIED HUNDREDS OF DRIVERS AS INDEPENDENT CONTRACTORS.
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NEW JERSEY SUPERIOR COURT JUDGE RULES THAT NEW JERSEY’S WHISTLEBLOWING LAWS APPLY TO PROTECT AN OUT-OF-STATE EMPLOYEE WORKING REMOTELY FROM NORTH CAROLINA FOR A NEW JERSEY-BASED CORPORATION.
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THE FEDERAL PREGNANT WORKERS FAIRNESS ACT AND THE NEW LAW AGAINST DISCRIMINATION REQUIRE NEW JERSEY EMPLOYERS TO PROVIDE THEIR PREGNANT OR POSTPARTUM WORKERS WITH REASONABLE ACCOMMODATIONS
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NEW JERSEY SUPREME COURT RULES THAT CATHOLIC SCHOOL HAD THE LEGAL RIGHT TO DISCHARGE AN UNMARRIED TEACHER BECAUSE SHE BECAME PREGNANT AFTER ENGAGING IN PREMARTIAL SEX.
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DISTRICT COURT RULES THAT AN OUT-OF-STATE EMPLOYEE OF A NEW JERSEY BASED COMPANY IS PROTECTED BY NEW JERSEY’S LAW AGAINST DISCRIMINATION
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APPELLATE DIVISION RULES THAT A CONSTRUCTIVE DISCHARGE CLAIM UNDER CEPA MAY BE PURSUED WHERE AN EMPLOYER REPEATEDLY INSISTS OVER AN EMPLOYEE’S OBJECTIONS THAT SHE ENGAGE IN CONDUCT SHE REASONABLY BELIEVES VIOLATES THE LAW.
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THE APPELLATE DIVISION SAYS YOU CANNOT GET YOUR AGE DISCRIMINATION CASE BEFORE A JURY IF AFTER BEING DISCHARGED YOUR WORK DUTIES ARE ASSIGNED TO A YOUNGER EXISTING WORKER RATHER THAN A YOUNGER PERSON BEING HIRED TO REPLACE YOU.
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NEW JERSEY FEDERAL COURT SAYS NO RIGHT TO SUE UNDER CREAMMA IF YOU ARE NOT HIRED DUE TO SMOKING OR INGESTING MARIJUANA
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THE APPELLATE DIVISION SAYS YOU MAY BE REQUIRED BY YOUR EMPLOYER TO PERFORM A PHYSICAL WORK ASSIGNMENT EVEN IF YOU ARE A 60-YEAR-OLD WORKER TYPICALLY ASSIGNED TO A SEDENTARY DESK JOB.
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IN A CASE OF FIRST IMPRESSION THE APPELLATE DIVISION ISSUES A PUBLISHED DECISION GRANTING MASHEL LAW’S CLIENTS AND THE PUTATIVE CLASS OF WORKERS THEY REPRESENT THE RIGHT TO PROVE THEY ARE ENTITLED TO 6 YEARS OF WAGE LOSS DAMAGES.
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NEW JERSEY DISCRIMINATION AND WHISTLEBLOWING CLAIMS CAN BE PROVED BY EVIDENCE SHOWING HOW A NON-DECISIONMAKER’S DISCRIMINATORY VIEWS OR RETALIATORY MOTIVE INFLUENCED THE EMPLOYER TO TAKE ADVERSE ACTION AGAINST THE VICTIMIZED EMPLOYEE
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NEW JERSEY SUPREME COURT AFFIRMS THE HEAVY BURDEN EMPLOYERS MUST SATISFY TO ESTABLISH THAT THOSE WHO WORK FOR THEM ARE INDEPENDENT CONTRACTORS, NOT EMPLOYEES.
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APPELLATE DIVISION SAYS IT MAY BE DISCRIMINATORY FOR A SCHOOL BOARD TO DISMISS A NON-TENURED NIGERIAN TEACHER FOR DISPLAYING THE FLAG OF NIGERIA OUTSIDE HER CLASSROOM
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FIRST AMENDMENT FREE SPEECH PROTECTION WON’T PROTECT YOU FROM BEING FIRED FOR AN INSENSITIVE SOCIAL MEDIA POST
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EMPLOYEES ALLEGING TO BE THE VICTIM OF A DISCRIMINATORY HOSTILE WORK ENVIRONMENT WHO ENGAGE IN THE SAME COMPLAINED OF BEHAVIOR ARE LESS LIKELY TO PREVAIL.
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SECONDHAND OFFENSIVE COMMENTS IN THE WORKPLACE MAY CREATE A HOSTILE WORK ENVIRONMENT
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MASHEL LAW CONGRATULATES JUDGE KETANJI BROWN JACKSON ON HER APPOINTMENT TO THE SUPREME COURT OF THE UNITED STATES
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EMPLOYERS WHO FAIL TO PAY EMPLOYEES EARNED COMMISSION MAY BE HELD LIABLE FOR VIOLATING NEW JERSEY’S WAGE PAYMENT LAW
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A BAD FAITH INTERNAL INVESTIGATION MADE AGAINST AN EMPLOYEE MAY CONSTITUTE AN ADVERSE EMPLOYMENT ACTION UNDER NEW JERSEY’S WHISTLEBLOWER LAW
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AN EMPLOYEE WHO VOLUNTARILY QUITS WORK IN THE FACE OF REASONABLY IMMINENT DISCHARGE MAY QUALIFY FOR NEW JERSEY UNEMPLOYMENT BENEFITS.
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VICTIMS OF WORKPLACE SEXUAL HARASSMENT OR ASSAULT MAY NO LONGER BE FORCED TO ARBITRATE THEIR CLAIMS
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EX MIAMI DOLPHINS HEAD COACH BRIAN FLORES FILES CLASS ACTION ALLEGING THE NFL DISCRIMINATES AGAINST BLACKS WHEN IT COMES TO THE HIRING OF HEAD COACHES
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A NEW JERSEY EMPLOYER CANNOT FIRE OR SUSPEND THEIR WORKERS FOR USING MARIJUANA WITHOUT ESTABLISHING THE EMPLOYEE WAS USING OR UNDER THE INFLUENCE OF MARIJUANA WHILE AT WORK
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EMPLOYERS WHO ARE ON NOTICE OF AN EMPLOYEE’S DISABILITY MAY HAVE TO ENGAGE IN AN INTERACTIVE DIALOGUE TO ACCOMMODATE AN EMPLOYEE EVEN AFTER THEY ARE TERMINATED
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NEW YORK STATE STRENGTHENS ITS WHISTLEBLOWER LAW MAKING IT MORE SIMILAR TO NEW JERSEY’S WHISTLEBLOWING LAW – THE CONSCIENTIOUS EMPLOYEE PROTECTION ACT
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THE TENTH CIRCUIT REJECTS AN EMPLOYERS DE MINIMIS DOCTRINE ARGUMENT UNDER THE FEDERAL FAIR LABOR STANDARDS ACT
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NEW AMENDMENT TO NEW JERSEY’S LAW AGAINST DISCRIMINATION EXTENDS FURTHER PROTECTION AGAINST AGE DISCRIMINATION FOR WORKERS OVER THE AGE OF 70
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LAW PASSED REQURING NEW JERSEY EMPLOYERS TO REINSTATE INJURED WORKERS WHO REACH MAXIMUM MEDICAL IMPROVEMENT TO ANY EXISTING UNFILLED POSITIONS THEY ARE QUALIFIED TO FILL
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AN EMPLOYER’S UNAUTHORIZED DISCLOSURE OF EMPLOYEE MEDICAL RECORDS MAY VIOLATE THE AMERICANS WITH DISABILITIES ACT
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THE LAW AGAINST DISCRIMINATION REQUIRES LANDLORDS TO REASONABLY ACCOMMODATE TENANTS WITH DISABILITIES
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A RELIGIOUS EXEMPTION FOR COVID-19 VACCINATION MANDATES IS ILLUSORY BECAUSE NO MAJOR RELIGION PROHIBITS VACCINATIONS
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NEW YORK GOVERNOR ANDREW CUOMO’S RESIGNATION SERVES AS A CLEAR WARNING TO NEW JERSEY EMPLOYERS TO HOLD THEIR EMPLOYEES ACCOUNTABLE FOR ACTS OF SEXUAL HARASSMENT AND RETALIATION IN THE WORKPLACE
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NEW JERSEY EMPLOYERS CAN REQUIRE THEIR WORKERS TO RECEIVE COVID-19 VACCINATIONS
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NEW JERSEY SUPREME COURT SEEKS TO ROOT OUT IMPLICIT BIAS IN JURY SELECTION PROCESS.
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UNITED STATES SUPREME COURT OPENS THE DOOR ON COMPENSATING COLLEGE ATHLETES
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A SUPERVISOR’S ISOLATED USE OF RACIAL SLURS IS ENOUGH TO SUPPORT A HOSTILE WORK ENVIRONMENT CLAIM UNDER NEW JERSEY’S LAW AGAINST DISCRIMINATION.
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A DISABLED EMPLOYEE WHO SUFFERS INJURY AS A RESULT OF AN EMPLOYER’S FAILURE TO ACCOMMODATE THEIR DISABILITY ARE NOT REQUIRED TO ESTABLISH AN ADVERSE EMPLOYMENT ACTION TO PROCEED WITH A FAILURE-TO-ACCOMMODATE CLAIM UNDER NEW JERSEY’S LAW AGAINST DISCRIMINATION (LAD).
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NEW JERSEY HOSPITALS REQUIRING OLDER DOCTORS TO UNDERGO MEDICAL SCREENING EXAMS AS A CONDITION OF MAINTAINING STAFF PRIVILEGES ARE LIKELY VIOLATING NEW JERSEY’S LAW AGAINST DISCRIMINATION
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NEW JERSEY APPELLATE DIVISION RULES THAT FAILURE TO ESTABLISH A CAUSAL NEXUS BETWEEN PROTECTED WHISTLEBLOWING ACTIVITIES AND CLAIMED ADVERSE EMPLOYMENT ACTIONS DOOMS PLAINTIFF’S WHISTLEBLOWING CLAIM
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A “SUGGESTED COURSE” OF ILLEGAL ACTION BY A SUPERIOR MAY SATISFY THE REASONABLE BELIEF STANDARD UNDER CEPA THAT LAW OR PUBLIC POLICY WAS VIOLATED BY THE EMPLOYER
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ATTORNEYS WHO VIOLATE THE “GOLDEN RULE” WHEN CLOSING BEFORE A JURY AT TRIAL RISK THEIR CLIENTS LOSING HARD FOUGHT VERDICTS ON APPEAL
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NEW JERSEY SUPREME COURT SAYS MEDICAL MARIJUANA CAN BE A REASONBLE AND NECESSARY TREATMENT FOR WORK RELATED INJURIES, AND THEREFORE, A REIMBURSABLE COST UNDER NEW JERSEY WORKERS COMPENSATION ACT
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NEW JERSEY WORKERS DO NOT NEED TO PROVE AN ADVERSE EMPLOYMENT ACTION TO PURSUE A FAILURE TO ACCOMMODATE CLAIM UNDER THE LAD AND A WORKER SEEKING BODILY INJURY DAMAGES IS NOT BARRED BY OUR STATE WORKERS COMPENSATION LAWS FROM BRINGING SUCH AN ACTION UNDER THE LAD.
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NEW JERSEY SUPREME COURT SAYS THAT UNDER THE DOCTRINE OF PROMISSORY ESTOPPEL A BROKEN VERBAL PROMISE OF EMPLOYMENT MAY ALLOW FOR A CLAIM FOR RELIANCE DAMAGES
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THE FEDERAL AMERICAN RESCUE PLAN PROVIDES A 100% COBRA SUBSIDY FOR THE PERIOD OF APRIL 1, 2021 THROUGH SEPTEMBER 30, 2021 FOR WORKERS INVOLUNTARILY DISCHARGED
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PRETRIAL INCARCERATION DOES NOT NECESSARILY DISQUALIFY A CLAIMANT FROM RECEIVING UNEMPLOYMENT INSURANCE BENEFITS
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THE THIRD CIRCUIT SAYS IT IS SUFFICIENT AT THE PLEADING STAGE FOR THE PLAINTIFF IN AN AGE DISCRIMINATION CASE TO MERELY ALLEGE HE WAS REPLACED BY SOMEONE “SIGNIFICANTLY YOUNGER” TO SURVIVE A MOTION TO DISMISS
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NEW JERSEY SUPREME COURT MAKES CLEAR THAT UNEQUAL OR UNFAVORABLE TREATMENT OF PREGNANT OR BREASTFEEDING WOMEN IN THE WORKPLACE WILL NOT BE TOLERATED
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EMPLOYEES MAY SUE UNDER NEW JERSEY’S WHISTLEBLOWING LAW IF THEY SUFFER AN ADVERSE EMPLOYMENT ACTION AFTER DISCLOSING, COMPLAINING OR OBJECTING ABOUT ANY ACTIVITY THEY REASONABLY BELIEVE VIOLATES NEW JERSEY GOVERNOR PHIL MURPHY’S COVID-19 RELATED EXECUTIVE ORDERS
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AN EMPLOYER WHO FIRES SOMEONE BECAUSE THEY HAD A CONSENSUAL ROMANTIC RELATIONSHIP WITH A COWORKER MAY VIOLATE NEW JERSEY PUBLIC POLICY
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NEW JERSEY WHISTLEBLOWERS CAN RECOVER DAMAGES FOR DISABLING EMOTIONAL DISTRESS INJURIES CAUSED BY A RETALIATORY HOSTILE WORK ENVIRONMENT
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THE NEW JERSEY LAW AGAINST DISCRIMINATION PROHIBITS DISCRIMINATORY REFUSAL TO DO BUSINESS
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NEW JERSEY GOVERNOR PHIL MURPHY’S EXECUTIVE ORDER 192 IMPOSES COVID-19 SAFETY REQUIREMENTS AT WORKSITES
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NEW JERSEY ELECTION INFORMATION
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THE NEW JERSEY LAW AGAINST DISCRIMINATION MAY PROTECT VICTIMS OF DISCRIMINATION WHO RESIDE OUTSIDE OF NEW JERSEY
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FLU SHOTS ARE MANDATORY FOR NEW JERSEY HEALTH CARE FACILITY WORKERS
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A HOMAGE TO THE LATE SUPREME COURT JUSTICE RUTH BADER GINSBURG
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NEW JERSEY CLASS ACTION CERTIFIED FOR DISABILITY DISCRIMINATION
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COVID-19 AS A COVERED DISABILITY UNDER NEW JERSEY LAW
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Expanded Protections for New Jersey Workers
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QUALIFIED IMMUNITY PROTECTS ROGUE POLICE OFFICERS AND PUBLIC OFFICIALS FROM CIVIL LIABILITY
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UNITED STATES SUPREME COURT NARROWS EMPLOYMENT PROTECTIONS FROM STATE AND FEDERAL ANTI-DISCRIMINATION LAWS FOR RELIGIOUS SCHOOL TEACHERS
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THE NEED TO RECOGNIZE AND DEAL WITH UNCONSCIOUS RACIAL BIAS
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THE UNITED STATES SUPREME COURT EXTENDS WORKPLACE DISCRIMINATION PROTECTIONS TO THE LGBTQ COMMUNITY
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NEW JERSEY WORKERS CAN RECOVER WAGES FOR SIX YEARS OF UNEQUAL DISCRIMINATORY PAY
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FURLOUGHED NEW JERSEY WORKERS MAY BE ABLE TO CONTINUE TO RECEIVE UNEMPLOYMENT BENEFITS IF THEY REFUSE AN OFFER OF EMPLOYMENT OR REEMPLOYMENT WHICH COMES WITH A SUBSTANTIAL WAGE REDUCTION
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MORE LAWS PROTECTING NEW JERSEY WORKERS IMPACTED BY COVID-19
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COVID-19 VICTIMS PROTECTED BY NEW JERSEY EMPLOYMENT LAWS
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The New Jersey Division of Civil Rights’ Equal Pay Act Enforcement Guidance
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NEW JERSEY COURT FINDS PREGNANT WORKERS ARE ENTITLED TO TEMPORARY LIGHT-DUTY ASSIGNMENTS AS A FORM OF REASONABLE ACCOMMODATION
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REFUSING TO TAKE A MANDATORY FLU SHOT MAY COST A NEW JERSEY HEALTHCARE WORKER THEIR JOB
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TO TRIGGER THE PROTECTIONS OF THE FAMILY MEDICAL LEAVE ACT AN EMPLOYEE NEED ONLY INFORM AN EMPLOYER THAT THEY ARE SUFFERING FROM A SERIOUS MEDICAL CONDITION
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NEGATIVE PERFORMANCE REVIEWS ALONE MAY BE ENOUGH TO CONSTITUTE ADVERSE EMPLOYMENT UNDER NEW JERSEY’S WHISTLEBLOWING LAW.
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NEW JERSEY STATE SENATE PROPOSES BILL TO EXPAND THE DEFINITION OF WHO QUALIFIES AS AN EMPLOYEE
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NEW JERSEY LEGISLATORS PROPOSE BILL TO ESTABLISH AN OFFICE OF LABOR LAW ENFORCEMENT
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NEW JERSEY DOES NOT PERMIT DISCRIMINATORY HAIR-GROOMING POLICIES AND PRACTICES IN WORKPLACE
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SLOWLY BUT SURELY THE TIDE IS TURNING AGAINST FORCED ARBITRATION
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THE THIRD CIRCUIT MAKES CLEAR THAT BEFORE PROVIDING AN ACCOMMODATION FOR AN EMPLOYEE’S DISABILITY, AN EMPLOYER MUST ENGAGE THE EMPLOYEE IN A GOOD FAITH INTERACTIVE PROCESS TO IDENTIFY AVAILABLE REASONABLE ACCOMMODATIONS
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THIRD CIRCUIT SAYS UBER DRIVERS MAY BE EXEMPT FROM ARBITRATION AGREEMENTS IF THEY CAN SHOW THEY ARE ENGAGED IN INTERSTATE COMMERCE
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Eligibility for Unemployment Benefits Depends on the Substance of the Relationship Existing Between Employer and the Person Who Claims to Be An Employee
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Although Required Under New Jersey Workers Compensation Act to Provide An Employee With Medical Treatment For A Work Injury, An Employer Is Not Required Under New Jersey’s Law Against Discrimination to Provide Such Treatment As A Means of Reasonably Accommodating A Claimed Disability Resulting From the Work Injury
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FEDERAL DISTRICT COURT JUDGE ORDERS WAWA, INC. TO PAY $1.4 MILLION TO SETTLE FLSA MISCLASSIFCATION CLASS ACTION LAWSUIT
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NEW JERSEY AMENDS WAGE PAYMENT LAW TO PROVIDE GREATER PROTECTIONS TO WORKERS
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STATE BILL SIGNED INTO LAW THIS MONTH REINFORCES THE PUBLIC POLICY GOALS OF THE DIANE B. ALLEN EQUAL PAY ACT BY PROHIBITING DISCRIMINATION AS APPLIED TO SALARY HISTORY OF JOB APPLICANTS
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THE CONTINUING VIOLATIONS DOCTRINE MAY SAVE HOSTILE WORK ENVIRONMENT CLAIMS OTHERWISE BARRED UNDER NEW JERSEY LAD’S TWO-YEAR STATUTE OF LIMITATION
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NEW JERSEY FEDERAL DISTRICT COURT SAYS THAT ALTHOUGH A PLAINTIFF MAY USE COMPARATOR EVIDENCE TO SHOW HE WAS WRONGFULLY DISCHARGED BECAUSE OF HIS RACE, THE ONLY “VARIABLE” IN THE COMPARATOR EVIDENCE SHOULD BE THE RACE OF THE PLAINTIFF
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NONRESIDENT OUT-OF-STATE WORKERS SEEKING EMPLOYMENT IN NEW JERSEY MAY BE PROTECTED UNDER THE LAW AGAINST DISCRIMINATION
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FOLLOWING THE AFTERMATH OF A HOTEL WORKER BEING SEXUALLY ASSAULTED BY A GUEST, NEW JERSEY BECOMES THE FIRST STATE TO REQUIRE HOTEL WORKERS BE PROVIDED WITH PANIC BUTTONS
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WORKERS MAY NOT NEED TO SHOW THEY SUFFERED AN ADVERSE EMPLOYMENT ACTION WHEN BRINGING A FAILURE TO ACCOMMODATE DISABILITY DISCRIMINATION CLAIM UNDER NEW JERSEY LAW
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WORKERS MAY SUE AS WHISTLEBLOWERS IF THEY ARE FIRED FOR COMPLAINING TO THEIR EMPLOYER ABOUT ITS WAGE LAW VIOLATIONS
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A STATE APPELLATE COURT CONCLUDES THAT EMPLOYEES ARE NOT PERMITTED TO BRING THEIR CLAIMS AS A CLASS IN COURT BUT RATHER MUST PURSUE THEIR CLAIMS INDIVIDUALLY THROUGH FORCED PRIVATE ARBITRATION
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SEXUAL HARASSMENT AGAINST WOMEN WORKERS IN THE FOOD SERVICES INDUSTRY IS A SERIOUS AND PERVASIVE PROBLEM
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NJ APPELLATE COURT HOLDS PATTERN OF DISCRIMINATORY APPEARANCE-BASED PRACTICES MAY BE SUFFICIENT FOR SEXUAL HARASSMENT HOSTILE WORK ENVIRONMENT CLAIM IN ONGOING “BORGATA BABES” LAWSUIT
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GROWING MOVEMENT AGAINST DISCRIMINATORY HAIR-GROOMING POLICIES AND PRACTICES IN THE WORKPLACE
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EMPLOYMENT LAWS EXIST WHICH PROTECT ALL EMPLOYEES REGARDLESS OF THEIR IMMIGRATION OR RESIDENCY STATUS
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DISCRIMINATION AGAINST AMERICAN WORKERS IS A GROWING PROBLEM
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RECENT EXPANSION OF NEW JERSEY FAMILY LEAVE ACT WILL HELP WORKERS TAKE LEAVE TO CARE FOR BABIES AND SICK RELATIVES
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UNDER NEW JERSEY’S LAW AGAINST DISCRIMINATION, AN EMPLOYER MAY BE HELD LIABLE FOR TERMINATING AN EMPLOYEE BECAUSE OF THEIR LAWFUL USE OF MEDICAL MARIJUANA
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NEW JERSEY ENACTS NEW LAW OUTLAWING EMPLOYERS’ USE OF NON-DISCLOSURE AGREEMENTS TO SUPPRESS DISCLOSURE OF DISCRIMINATION CLAIMS AND SEVERELY CURTAIL THE USE OF FORCED ARBITRATION CLAUSES AND JURY WAIVER PROVISIONS
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THE JULIANA YOUTH CLIMATE CASE SEEKS TO HOLD THE U.S. GOVERNMENT ACCOUNTABLE FOR ITS ROLE IN JEOPARDIZING OUR FUNDAMENTAL RIGHT TO A LIFE SUSTAINING CLIMATE
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PRO WORKER BILLS APPROVED BY THE NEW JERSEY ASSEMBLY LABOR COMMITTEE
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CLASS ACTION LAWSUITS ENABLE EMPLOYEES TO COLLECT UNPAID WAGES ON BEHALF OF THEMSELVES AND THOSE SIMILARLY SITUATED
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CLICKING AN “ACKNOWLEDGMENT BUTTON” IS NOT ENOUGH TO WAIVE YOUR RIGHT TO SUE YOUR EMPLOYER
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MEDICAL MARIJUANA USE CAN COST WORKERS THEIR JOBS, BUT LAWS ARE COMING TO CORRECT THIS WRONG
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EMPLOYERS MUST SATISFY A HEAVY BURDEN OF PROOF TO JUSTIFY DISCRIMINATING AGAINST A DISABLED WORKER UNDER A “SAFETY-HAZARD DEFENSE”
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FACEBOOK PHOTOS CAUSE LOSS OF MULTI-MILLION DOLLAR VERDICT
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NEW JERSEY APPELLATE DIVISION REJECTS A FORCED ARBITRATION AGREEMENT
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NEW JERSEY RESCINDS SEVERE MISCONDUCT DISQUALIFIER FOR UNEMPLOYMENT INSURANCE BENEFITS
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BRETT KAVANAUGH’S NOMINATION TO THE UNITED STATES SUPREME COURT SHOULD BE REJECTED
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NEW JERSEY EXPANDS RIGHTS OF TRANSGENDER COMMUNITY
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BEWARE: SOCIAL MEDIA POSTING COULD COST YOU YOUR JOB
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THE U.S. SUPREME COURT AVOIDS DROWNING THE LGBTQ COMMUNITY IN A FLOOD OF DISCRIMINATORY BEHAVIOR
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THE NEW JERSEY APPELLATE DIVISION SAYS LATERAL TRANSFER CAN BE AN ADVERSE EMPLOYMENT ACTION UNDER STATE’S WHISTLEBLOWER LAW
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Employers are Required to Reasonably Accommodate Breastfeeding Mothers
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NEW JERSEY EMPLOYERS NOW REQUIRED TO OFFER PAID SICK TIME
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NEW JERSEY’S NEW EQUAL PAY ACT IS THE STRONGEST IN THE COUNTRY
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The Subtle Art of Age Discrimination and How to Spot it
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VICTIMS OF POLICE BRUTALITY SHOULD PURSUE CIVIL RIGHTS VIOLATION CLAIMS
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NEW JERSEY HAS OUTLAWED SCHOOL BULLYING
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RESTRICTIVE COVENANTS AND EMPLOYER CONTROL: HOW FAR IS TOO FAR?
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NEW JERSEY’S LAW AGAINST DISCRIMINATION PROTECTS PERSONS INFECTED WITH HIV OR AIDS FROM BEING DENIED MEDICAL TREATMENT
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AN EMPLOYEE HANDBOOK MAY CREATE AN ENFORCEABLE CONTRACT
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EMPLOYERS CANNOT MAKE EMPLOYEES PAY FOR ERRORS OR MISTAKES
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Updated:
Time’s Up For Sexual Harassers and Employers Who Enable Them
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NEW JERSEY LAW PROHIBITS ASSOCIATION DISCRIMINATION
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New Jersey Supreme Court Finds Waiving Workers’ Compensation Claims Violates Public Policy
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Your Right To A Sexual Harassment Free Workplace
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Updated:
Temp Agency Workers in the Third Circuit and New Jersey May Sue Their Immediate Employers For Workplace Discrimination
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Third Circuit Rules Foreman Who Controlled Whether An Employee Had Work Constitutes A “Supervisor” For Purposes of Imputing Liability to the Employer
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DENYING AN EMPLOYEE’S LATERAL TRANSFER REQUEST CAN BE DISCRIMINATORY
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MASHEL LAW FILES NATIONWIDE CLASS ACTION LAWSUIT AGAINST LYFT, INC.
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Employer’s Cannot Avoid Liability under New Jersey’s Disability Discrimination Laws by Arbitrarily Dictating What Constitutes An Essential Job Function
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Federal Court Holds That An Employee May Use Medical Leave Time Off For Vacation
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NEW JERSEY’S WHISTLEBLOWING LAW IS EXTENDED TO PROTECT EMPLOYEES WHO REFUSE TO VIOLATE THEIR PROFESSIONAL CODES OF ETHICS
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THE WORKERS COMPENSATION BAR MAY BE PIERCED WHEN THE EMPLOYEE’S WORK INJURY RESULTS FROM THE EMPLOYER’S INTENTIONAL CONDUCT
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THE ADEA AND NJLAD MAY AFFORD PROTECTION TO PROSPECTIVE EMPLOYEES FROM AGE BIASED RECRUITMENT PRACTICES
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Religious Accommodations: The Accommodation Needs To Be Reasonable, Not The Belief
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Disabled Workers May Have to Be Accommodated With A“Light Duty” Job Under Federal and State Disability Discrimination Laws
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Beware: Posting Controversial Comments Online May Get You Fired.
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EMPLOYERS MUST PROVIDE DISABLED EMPLOYEES WITH REASONABLE ACCOMMODATIONS IN THE WORKPLACE
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NEW JERSEY WORKERS MUST BE PAID FOR EACH HOUR WORKED; WORKING “OFF THE CLOCK” IS NOT PERMITTED
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MASHEL LAW FILES A NATIONWIDE COLLECTIVE CLASS ACTION SUIT AGAINST TRANS WORD ENTERTAINMENT CORPORATION
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AN OUT OF STATE WORKER MAY BRING A CLAIM UNDER NEW JERSEY’S WHISTLEBLOWER LAW IF THE EMPLOYER IS HEADQUARTERED IN NEW JERSEY
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The Use of the Fluctuating Work Week (FWW) Formula to Calculate Overtime Wages Has Not Been Adopted in New Jersey
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MASHEL LAW FILES CLASS ACTION LAWSUIT AGAINST BED BATH & BEYOND, INC.
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EMPLOYEES NEED NOT PROVE ACTUAL OR CONSTRUCTIVE DISCHARGE IN ORDER TO RECOVER UNDER NEW JERSEY’S WHISTLEBLOWER LAW
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NEW JERSEY SUPREME COURT UPHOLDS LARGE EMOTIONAL DISTRESS AWARDS WHERE THE PLAINTIFFS NEITHER TREATED WITH A MENTAL HEALTH PROFESSIONAL NOR PRESENTED EXPERT TESTIMONY IN SUPPORT OF THEIR EMOTIONAL DISTRESS CLAIMS
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SECOND CIRCUIT ADOPTS CAT’S PAW THEORY TO HOLD EMPLOYERS LIABLE FOR THE RETALIATORY ACTS OF SUPERVISORS AND CO-WORKERS ALIKE
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IF YOU ARE A VICTIM OF DISCRIMINATORY MOTIVATED HARASSMENT AT WORK, AND DON’T REPORT IT, YOU MAY BE BARRED FROM RECOVERY
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A Victim of Sexual Harassment and Other Intentional Harms May Pursue Both Discrimination and Workers’ Compensation Claims
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Holding Employers Liable For the Discriminatory or Retaliatory Acts of Supervisors and Co-Workers – Cat’s Paw to the Rescue
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NEW JERSEY HIGH COURT HOLDS THAT LAD PLAINTIFF CAN PROVE DISABILITY WITH TREATING PHYSICIAN TESTIMONY.
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LITIGANT DENIED RELIEF DUE TO RUNNING OF STATUTE OF LIMITATIONS
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New Jersey Workers Are Free From Religious And Political Intimidation On The Job
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FORMER STATE TROOPER HAS DOORS TO THE COURTHOUSE SHUT ON HIS RETALIATION CLAIMS
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NEW JERSEY APPELLATE DIVISION STRIKES DOWN ARBITRATION CLAUSE IN EMPLOYEE HANDBOOK
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HOW DO I KNOW IF I HAVE A QUI TAM CASE?
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10 SCARY THINGS ABOUT THE PATRIOT ACT
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SMITH & NEPHEW TO PAY $22M FINE FOR GREEK BRIBERY
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LEGALLY TWEETING: 5 LEGAL ISSUES FOR TWITTER USERS
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AGE DISCRIMINATION AND THE LAW
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SURVEY SHOWS SURGE IN E-DISCOVERY WORK AT LAW FIRMS AND CORPORATIONS
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EMPLOYMENT LAW – NJ
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LOWE’S HIT WITH WORKER CLASSIFICATION CLASS ACTION IN NJ
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NEW JERSEY APPELLATE COURT CLOSES THE DOOR ON NURSE’S WHISTLEBLOWER CLAIM
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NOT JUST CHILD’S PLAY: BULLYING & HIGHER ED
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PROTECTION UNDER THE NEW JERSEY FAMILY LEAVE ACT
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WHISTLEBLOWER LAW THE NEW JERSEY CONSCIENTIOUS EMPLOYEE PROTECTION ACT
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EMPLOYEES WHO COMPLAIN OF VIOLATIONS OR LAW OR PUBLIC POLICY ARE PROTECTED FROM RETALIATION UNDER NEW JERSEY’S WHISTLEBLOWING LAWS
New Jersey Employment Attorneys Blog