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Morristown New Jersey Employment Law Blog

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.

New Jersey employment law: as simple and complicated as ABC

The test to determine if someone qualifies as an independent contractor in New Jersey is as simple as “ABC.” Unfortunately, employment law here can also be as complicated as our infamous ABC test.

It is important for New Jersey employers to be careful about classifying someone as an independent contractor. Our ABC test is one of the strictest in the nation.

Employer-friendly changes coming to FMLA?

According to the U.S. Department of Labor (DOL), its plans to revisit the Family and Medical Leave Act (FMLA) regulations have two goals in mind. The first is to "better protect and suit the needs of workers," the DOL says. The second goal is to "reduce administrative and compliance burdens on employers."

The federal agency will issue a Request for Information (RFI) seeking comments from the business community and from workers in its effort to improve FMLA rules. The request is expected by April of next year or sooner, according to a business publication.

A look at changes to the New Jersey Law Against Discrimination

If you have been reading our Morristown, New Jersey Employment Law Blog, you undoubtedly know that our state legislature and Governor Phil Murphy have to a large extent remade important parts of employment law.

One of the most significant changes was brought about by Senate Bill 121, which amended the New Jersey Law Against Discrimination (NJLAD).

More on the changes on the way to New Jersey employment law

Regular readers of our Morristown employment law blog will no doubt recall that in our previous post, we took a look at the recently enacted omnibus law that is bringing significant changes to New Jersey employment law.

Effective July 1, the law makes changes to the Family Leave Act, SAFE Act, Temporary Disability Benefits Act and more.

Significant changes coming to New Jersey employment law

As regular readers of our employment law blog know, we try to keep readers apprised of developments in federal and state employment laws and policies. New Jersey recently enacted an omnibus law that all employers should be aware of. The measure expands employee benefits in several key areas, including unpaid family leave, temporary paid family leave insurance and domestic or sexual violence safety leave.

Our state’s already generous worker protections and entitlements were significantly expanded by the legislation. The goalposts were moved in several key laws, including the New Jersey Family Leave Act (NJFLA), the Security and Financial Empowerment Act (SAFE Act) and the New Jersey Temporary Disability Benefits Act (TDB).


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