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Morristown New Jersey Employment Law Blog

Changes to New Jersey paid family leave and more

New Jersey employers have all of the usual challenges that businesses must deal with daily, but they are also compelled to try to keep up with our state’s constant changes in employment law. Of course, it’s not enough to just know about the changes, you are required to comply with each new rule, regulation and statute.

Before next year's big expansion of New Jersey’s paid family leave program, employers should be aware of a couple of recent changes that went into effect. The changes are designed to make it easier for employees to take paid time off after the birth or adoption of a child, a disability or to care for a family member.

Nearly $1 million verdict in New Jersey employment retaliation case

Earlier this year, a New Jersey jury’s verdict in a lawsuit brought by a former bank employee made her bank account soar by $935,000. A state appellate court affirmed the verdict in the case in which the employee alleged that her former employer retaliated against her after she complained about unlawful discrimination.

Her lawsuit was brought under New Jersey’s Law Against Discrimination.

Preparing for a coming change to New Jersey employment law

We’re grateful to those who regularly stop by our Morristown Employment Law Blog to check out news and views. You know that it has been a busy summer with revisions to New Jersey employment law coming at a furious pace.

We would like to dive back into a topic we covered briefly in a post back in late July: a new ban on employers asking job applicants about salary history.

Making sure your New Jersey employee handbook is up to date

If your New Jersey employee handbook makes references to the Spice Girls, scrunchies or this new thing called the World Wide Web, it is very likely time for an update.

The Garden State’s employment law landscape has undergone significant changes in just the past year or so, including revisions of our state’s Family Leave Act, Family Leave Insurance Benefits law, the Law Against Discrimination and the Security And Financial Empowerment Act, the Wage Payment Law, the Equal Pay Act and the New Jersey State Wage and Hour Law among others. The shifting legal landscape makes it crucial that your employment policies are regularly revised to ensure compliance. 

More reshaping of New Jersey employment law

As regular readers of our Morristown, New Jersey, Employment Law Blog know, there have been a number of significant changes to state laws and regulations in recent months. That trend continued a few days ago when Acting Governor Sheila Oliver signed into law A-2903/S-1790, which makes important changes to the Wage Payment Law, the Equal Pay Act and the New Jersey State Wage and Hour Law.

With the amended law in place, an employer who owes unpaid wages (or wages lost because of retaliation) could face increasingly stiff penalties. The employee can get not only those wages, but also damages equal to 200 percent of the unpaid amount – plus attorney’s fees and reasonable costs.

Continuing case shows the importance of protecting trade secrets

For months now, national news has been covering stories regarding Huawei, a large Chinese tech company, that has been accused of stealing trade secrets from CNEX. The story has been developing since 2017, with accusations going back and forth and businesses paying the price.

This is a complicated international situation that many New Jersey business owners are likely relieved that they do not have to worry about. But this case sheds light on some of the complex matters that any business could face when trying to protect their trade secrets.

Essential tips for managing disgruntled employees

Disgruntled employees who do not feel heard can cause considerable issues and even significant damage to a company. And that is not something that any employer—regardless of the size of their business—should take lightly. 

There are steps that employers can take to prevent employees from feeling disgruntled, but those efforts might not always work. Employers must take great care when handling situations involving disgruntled employees, so they can find a solution while also safeguarding the company. Here are some fundamental tips for New Jersey employers.

New Jersey’s new wage equity law

A new wage equity law bans New Jersey employers from asking job applicants about their salary histories. Lieutenant Governor Sheila Oliver signed the bill into law, saying that she’s “proud to sign this bill today for our women, children and families, which will institute this policy as state law, and put an end to this discriminatory workplace practice once and for all.”

Proponents of New Jersey’s wage inequity law believe it will help to narrow a gender wage gap that they say results in female employees (full-time and year-round) being paid 82 cents on the dollar that similarly employed men receive in the state.

New Jersey extends job protections to medical marijuana users

So far, 33 states have enacted medical marijuana laws, including New Jersey. There’s another growing list as well: states that afford some job protections to workers and job applicants who use medical marijuana – and New Jersey is among those states.

At the beginning of July, New Jersey joined New York, Rhode Island, Connecticut, Delaware, Minnesota, Arizona, Arkansas, Illinois, Maine, Massachusetts, Nevada and Oklahoma extending certain protections to those employees and applicants.

New Jersey blue-collar employers turning to non-compete clauses

Many of our Morristown neighbors enjoy National Public Radio programming beamed out of Newark’s NPR station. The network recently aired an installment of its special series called Planet Money in which participants talked about a feature of white-collar employment contracts that is increasingly present in blue-collar job contracts: non-compete clauses.

As New Jersey employers know, these traditionally white-collar professionals contract clauses can help to protect valuable intellectual property and talent. As the labor market has improved in recent years, it is becoming more difficult for employers in some industries to fill open positions with qualified workers. Some employers today are hanging on to valuable blue-collar employees by requiring them to sign contracts containing the clauses as a condition of employment.


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