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Employment

Jersey Jumps on the 'Ban-the-Box' Wagon

Wednesday, May 15, 2013

The Opportunity to Compete Act, introduced in the N.J. Senate on on Feb. 21, is the latest of a series of reforms that aim to reduce barriers faced by ex-offenders attempting to re-enter the workforce. The act would prohibit potential employers from asking about criminal convictions on employment applications, and by otherwise regulating the use of criminal-history information.

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Preparing for the Employer Mandate

Friday, April 26, 2013

Although the "Employer Mandate" under ObamaCare does not become effective until 2014, determination as to whether an employer is an "applicable large employer," in some instances, will be determined based upon the average number of employees the employer had during a six-month "look-back" period in 2013. This article will tell you what employers need to know now.

The FMLA, Twenty Years Later

Thursday, April 18, 2013

The expanding scope of the FMLA and the complexity of its interaction with NJ's leave law make it critical for employers to regularly review and update their policies, handbooks and notice forms. In addition, employers should consider providing training to human resources and management employees, and consulting with outside counsel when facing complex leave issues or when suspicions of leave abuse arise.

Revisiting the Purpose of LAD Section 12(l)

Thursday, April 4, 2013

An argument for a close examination of the legislative history behind Section 12(l) of the N.J. Law Against Discrimination, and relevant case law, to see whether Section 12(l) was truly intended to cover discrimination claims by independent contractors and disputes over the termination of other business and private contracts.

Hitesman v. Bridgeway Inc.

Thursday, March 28, 2013

Because plaintiff lacked an objectively reasonable belief that Bridgeway Care Center's conduct constituted improper quality of patient care or violated public policy, his CEPA claim fails.

Silver v. Board of Review

Wednesday, March 27, 2013

A finding of "severe misconduct" to disqualify claimant from eligibility for unemployment compensation benefits requires deliberate conduct.