There’s no doubt that 2019 brought a lot of changes to state law. But get ready: there might be even more changes coming to New Jersey employment law in 2020. Governor Phil Murphy has proposed a sweeping set of changes to the New Jersey Law Against Discrimination (NJLAD) that he says would “clarify legal grey areas.”
On January 21, 2020, Gov. Phil Murphy signed several new bills into law. These laws aim to increase protections for employees across New Jersey, but they could lead many employers to face considerable risks and challenges.
Former Fox News personalities Gretchen Carlson and Julie Roginsky have formed a national advocacy group called Lift Our Voices. The group says its aim is to stop companies from using nondisclosure agreements to prevent victims of improper workplace behavior from speaking out.
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.
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.
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.
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.
If you aren't certain your workers are properly classified as employees or independent contractors, you're not alone. Unfortunately, the Department of Labor is keeping an eye out for companies that classify workers as contractors when they are legally employees. This is because contractors aren't entitled to employer contributions to payroll taxes, provide workers' comp, unemployment insurance and other benefits. They are also exempt from a number of protective workplace laws.
When might one company be considered a "joint employer" with another company over the same workers? It's an important question, because joint employers share liability for labor law violations.
The Age Discrimination in Employment Act of 1967 (ADEA) prohibits discrimination in any aspect of employment against people 40 and older. When two firefighters from a small Arizona district sued for alleged age discrimination, however, the fire district claimed that the law only applied to organizations with at least 20 employees. The firefighters appealed all the way to the Supreme Court, which has just ruled in their favor.