Like everyone else, New Jersey employers are trying to make sense of novel coronavirus and the many changes it has wrought on not only business, but almost every aspect of American life.
Regular readers of our Morristown employment law blog will undoubtedly recall that we recently wrote about changes proposed by Governor Phil Murphy to the New Jersey Law Against Discrimination (NJLAD).
Two years ago, Oregon became the first state to pass a predictable scheduling law. A similar measure was recently introduced in the New Jersey legislature; if passed, the measure would have a significant impact on New Jersey businesses with 250 workers or more, especially in retail, hospitality, restaurants and warehouses.
Regular readers of our Morristown Employment Law Blog will undoubtedly recall that we recently took a look back at the big changes 2019 brought to New Jersey law. We looked at a couple of topics: penalties for wage violations and changes to the state’s Family Leave Act.
They say that change is one of the few constants in life. If that’s true, then 2019 was as constant as a year could be for New Jersey employers.
It’s a relatively short drive south of Morristown to get to Middlesex. The borough’s State Sen Linda Greenstein recently said that in her two decades in the New Jersey legislature, she finds the proposed independent contractor law “the most confusing.”
It is important for many employers to hire independent contractors who can perform essential tasks at a lower overall cost than full-time employees with benefits. A bill recently introduced in the New Jersey legislature would create a stricter ABC test for determining who is and who is not a contractor.
Workplace romances can complicate office politics and watercooler conversation, but when the relationships involve employees with unequal power, employers can find their employment policies questioned, publicly scrutinized and even the target of litigation.
Regular readers of our Morristown employment law blog know that New Jersey’s recent expansion of its wage and hour laws has made it easier for both regulators and workers to level a wide variety of charges against employers. We read recently that state labor auditors are investigating whether ride-sharing companies Uber and Lyft are misclassifying workers as independent contractors.
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.