Employment Law Notebook

We had a victory in the New York Supreme Court in Harris v.

https://www.njbia.org/lawmakers-approve-15-minimum-wage-just-one-step-left/?utm_source=Real%20Magnet&utm_medium=email&utm_campaign=136866273

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

This makes a good point. Employers love the idea of arbitration. But it actually can cost more. Why?

New Jersey's new Earned Sick Leave law, which effects nearly all private sector employers in the state, goes into effect October 29, 2018.  Other than public sector employers, employers of per-diem health care workers and employers of employees in the construction industry covered by a collective bargaining unit, the new law applies to all other private employers in New Jersey as well as to out

Paid Sick Leave is coming soon to NJ : https://www.nj.com/politics/index.ssf/2018/10/nearly_everyone_will_be_en...

Sex Harassment training is mandatory in New York starting next month. Policies and training required : https://www.ny.gov/programs/combating-sexual-harassment-workplace

Just published this piece about How Employment Lawyers Evaluate Your Case : https://www.avvo.com/legal-guides/ugc/understanding-how-employment-lawye...

If you work or employ people in New Jersey and took some much-needed vacation time in July, you might have missed the bombshell news that hit July 1 that could affect the pay and benefits of nearly every employee working in the state. That’s the date New Jersey’s new equal pay law, the Diane B.

This is truly a case of Epic proportions.  In May 2018, the US Supreme Court held that employers can prevent employees from bringing class actions by simply requiring the employees to sign waivers.  This has the potential to all but wipe out the ability of employees to bring class actions (which is one of the most potent tools for enforcing wage and hour laws).  Click through to see more: