Total Articles: 12
Jackson Lewis P.C. • February 21, 2019
The Diane B. Allen Equal Pay Act (NJEPA) does not apply retroactively to conduct occurring before to its effective date, July 1, 2018, a federal district court has ruled. Perrotto v. Morgan Advanced Materials, 2:18-cv-13825-WJM-MF (D. N.J. Jan. 14, 2019). The court granted the employer’s motion to dismiss.
Jackson Lewis P.C. • April 25, 2018
New Jersey’s Diane B. Allen Equal Pay Act will take effect on July 1, 2018. The new law contains sweeping changes to the New Jersey Law Against Discrimination (LAD), such as a prohibition against discrimination with respect to compensation or financial terms of employment, a six-year statute of limitations, and treble damages for violators.
Ogletree Deakins • April 25, 2018
On April 24, 2018, newly-elected Governor Phil Murphy signed into law the Diane B. Allen Equal Pay Act, which amends the New Jersey Law Against Discrimination (NJLAD) by significantly expanding existing pay equity protections for New Jersey employees, imposing difficult defense burdens on New Jersey employers, and creating a six-year statute of limitations for pay equity claims under the NJLAD. The key provisions of the Act, which takes effect on July 1, 2018, are below.
FordHarrison LLP • January 31, 2014
Executive Summary: The New Jersey Department of Labor and Workforce Development has issued the final form for required gender equity posters and notices. Effective January 2014, New Jersey employers with 50 or more employees must conspicuously post a notice informing employees of their right to be free of gender inequity or bias in pay, compensation, benefits or other terms or conditions of employment.
FordHarrison LLP • January 09, 2014
Executive Summary: Both houses of the New Jersey legislature have passed a bill that would amend the Law Against Discrimination to include protections for pregnant workers, including reasonable workplace accommodations and unpaid leave.
Brody and Associates, LLC • January 08, 2014
New Jersey passed a law in 2012 requiring employers with 50 or more employees, regardless of whether one or all employees are located in New Jersey, to post and distribute a notice regarding gender inequity and bias in pay, compensation, benefits, and other terms and conditions of employment. Compliance with this law has been on hold awaiting issuance of the notice by the New Jersey Department of Labor (“NJDOL”). The NJDOL has finally created the notice and employers must now comply with both posting and distribution requirements.
Fisher Phillips • December 23, 2013
New Jersey employers with 50 or more employees will be required to post and distribute a gender equity notice (“Notice”) to employees in New Jersey beginning January 6, 2014.
Ogletree Deakins • December 11, 2013
The New Jersey Department of Labor has just made available the gender equity notice that must be posted and distributed to New Jersey employees pursuant to P.L. 2012, c. 57, which was signed into law in September of last year. Beginning on January 6, 2014 (the date that the notice will be published in the New Jersey Register), New Jersey employers with 50 or more employees (whether or not all 50 employees work inside or outside the state of New Jersey) must take the following steps.
Ogletree Deakins • January 20, 2009
On December 8, 2008, a bill (A3510) was introduced that would direct the Council on Gender Parity in Labor and Education to implement certain programs to eliminate the pay disparity between genders.
Ogletree Deakins • September 10, 2008
Continuing the trend of recent cases which have expressed little tolerance for bigoted comments in the workplace, the Appellate Division held that a single anti-gay remark by a supervisor – who allegedly called her subordinate a “stupid fag” under her breath after an argument – may be enough to create a hostile working environment under the NJLAD, and sent the case back for a trial. The Court found the facts here comparable to those in Taylor v. Metzger, 152 N.J. 490 (1998), where the Supreme Court held that a single racist remark by a supervisor, who called a subordinate “jungle bunny,” could create a hostile working environment. The Kwiatkowski decision follows the decision last month in Cutler v. Dorn, in which the Supreme Court held that anti-Semitic remarks in the workplace were serious enough to create a hostile working environment.
Ogletree Deakins • July 03, 2008
A bill introduced in the Senate on June 9 (S1967) and Assembly on June 16 (A2978), the “Freedom of Religion and Equality in Civil Marriage Act,” would authorize same-sex marriage in New Jersey and simultaneously would allow clergy to refuse to solemnize same-sex marriages.
Ogletree Deakins • March 06, 2007
The New Jersey Civil Union Law went into effect on February 19, 2007. New Jersey employers should immediately review their existing personnel and benefit policies and revise them where applicable, as discussed below.