Employment Law Notebook

Due to the Coronavirus (COVID-19), the Governor of New Jersey, New Jersey state legislature and the federal government have kept us employment lawyers on our toes this week as new laws affecting employers and employees have been rolled out daily and sometime multiple times a day.  It has been a whirlwind, exhausting week, following and reporting on the changes, packing up my office to work from

The New Jersey Department of Labor just released guidance on its website explaining what state provided and required benefits employees can obtain due to due to absence from work due to the coronavirus (COVID-19). This article will highlight these benefits.

Whether you are an employer or an employee, the Coronavirus is likely on your mind.

This could help NJ shift workers in service jobs with a vexing problem -- being required to work patchwork schedules and getting hours cut at the last minute.  However, compliance will be very difficult.  Many small employers would likely honor this in the breach: 

It’s understandable that employers want employees to come to work looking neat and professional.  But the New Jersey Division on Civil Rights just issued new Guidance that should prompt all New Jersey employers to examine whether such policies are discriminatorily affecting employees of a certain race or religion.  Concerned that employers’ policies on hairstyles might be discriminatorily affec

Yesterday's appellate decision opens up Uber to wage & hour lawsuits by its drivers.  This will have a substantial impact.  Uber can no longer hide behind arbitration agreements (which is an easy way for large companies to virtually eliminate claims by workers and consumers) : 

Shooting and other violent attacks are unfortunately becoming all too common, and the workplace can also become an unsafe place.

September 2, 2019 - Our firm has filed a race discrimination Class Action on behalf of Nurses working at the Bergen County Health Care Center, as reported in Bloomberg:

Stories about sexual harassment continue to dominate the headlines every day as the #MeToo movement has encouraged more and more women to report sexual harassment in the workplace.  Increasingly, such employees are expecting not only a swift, effective investigation and job protection, but also significantly more transparency and accountability from their employers.  Unfortunately, many employe