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APPLIES TO Certain Employers with NJ Employees |
EFFECTIVE As Indicated |
QUESTIONS? Contact HR On-Call |
The New Jersey Governor recently signed legislation to expand the New Jersey Family Leave Act, Temporary Disability Leave Act, and Security and Financial Empowerment (SAFE) Act. The following is a summary of key changes.
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APPLIES TO Varies |
EFFECTIVE Varies |
QUESTIONS? Contact HR On-Call (888) 378-2456 |
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APPLIES TO All Employers with Employees in AR, DE, IA, MN, MO, NE, ND, NJ, PA, SD |
EFFECTIVE September 6, 2018 and September 10, 2018 |
QUESTIONS? Contact HR On-Call |
Several Court of Appeal cases have come down recently on whether or not an applicant can sue an employer for failing to provide a pre-adverse action notice as required under the Fair Credit Reporting Act (FCRA). There is a split in the courts between the Ninth Circuit (applicants cannot sue) and Seventh Circuit (applicants can sue). More recently, the Third Circuit issued its own ruling.
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APPLIES TO Varies |
EFFECTIVE Varies |
QUESTIONS? Contact HR On-Call (888) 378-2456 |
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APPLIES TO All Employers with DE, NJ, and PA Employees |
EFFECTIVE July 3, 2018 |
QUESTIONS? Contact HR On-Call |
In Minarsky v. Susquehanna Cty., the Third Circuit Court of Appeal recently rejected the notion that an employee’s refusal to report sexual harassment automatically invalidated the employee’s harassment claim against the employer. There, the employee’s supervisor made unwanted sexual advances towards her and other women for years. The supervisor was reprimanded for incidents involving other women, but no further action was taken against him. In this case, the employee did not report her supervisor’s conduct for fear of losing her job. The County later terminated the supervisor after discovering the persistent harassment of the employee. Subsequently, the employee sued.
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APPLIES TO All Employers with NJ Hotel/Motel Employees |
EFFECTIVE January 16, 2018 |
QUESTIONS? Contact HR On-Call |
The 2013 New Jersey Human Trafficking Prevention, Protection, and Treatment Act required the Department of Community Affairs (“DCA”) to develop training for hotels/motel workers to recognize and respond to cases of human trafficking. Accordingly, the DCA adopted regulations in December that went into effect on January 16, 2018, imposing new posting and training obligations.
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APPLIES TO All Employers with NJ Employees |
EFFECTIVE July 1, 2018 |
QUESTIONS? Contact HR On-Call |
New Jersey recently enacted stronger protections to its equal pay laws. Currently, employers are prohibited from discrimination in method or payment of wages based on sex. Effective July 1, 2018, this protection will soon apply to anyone in a protected class. The Diane B. Allen Equal Pay Act prohibits paying any member of a protected class “at a rate of compensation, including benefits, which is less than the rate paid … to employees who are not members of the protected class for substantially similar work when viewed as a composite of skill, effort and responsibility.”
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APPLIES TO All Employers with NJ Employees |
EFFECTIVE October 29, 2018 |
QUESTIONS? Contact HR On-Call |
On May 2, 2018, New Jersey Governor Phil Murphy signed AB 1827 into law, making New Jersey the 10th state in the nation to require paid sick leave (“PSL”) for all employees. The bill will replace local paid sick leave ordinances and create uniform paid sick leave requirements for employers across New Jersey.
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APPLIES TO All Employers with NJ Employees |
EFFECTIVE March 27, 2018 |
QUESTIONS? Contact HR On-Call |
Although New Jersey has legalized medical marijuana use since 2010, a recent executive order greatly expands the conditions for which individuals may apply for medical marijuana. Previously, medical marijuana was approved to treat specified conditions, such as cancer, HIV/AIDs, and any terminal illness, among others. Effective March 27, 2018, the New Jersey Department of Health has added five new categories of conditions that may be treated with medical marijuana.