While reasonableness is the guidepost for so many legal questions, the recent N.J. Appellate Division decision in A.D.P. v. ExxonMobil makes it crystal clear that, when evaluating the termination of employment of an alcoholic employee with no documented performance issues, based on a policy that expressly treats alcoholics differently than others, reasonableness is simply not the standard.
Font Size: 
EMPLOYMENT LAW
A Sobering Reality When Terminating an Alcoholic Employee
New Jersey Law Journal
January 9, 2013
This article requires premium access
This article requires premium access to The New Jersey Law Journal. Please sign in or subscribe to read the full text.
