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State Employment Law Articles
Report Link The New Jersey Law Against Discrimination Now Requires Religious Accommodation in the Workplace.Buchanan Ingersoll & Rooney PC - February 07, 2008 The New Jersey Law Against Discrimination (NJLAD) was amended, effective January 13, 2008, to require employers to accommodate their employees' sincerely held religious beliefs unless doing so would result in an undue hardship to the employer. See N.J.S.A. 10:5-12(q). Report Link Change to New Jersey Law Against Discrimination Provides Employees Greater Religious Accommodation Rights.Jackson Lewis LLP - February 06, 2008 While the New Jersey Law Against Discrimination ("LAD") has long prohibited discrimination on the basis of religion, effective January 13, 2008, the law's protections are greatly expanded for employees seeking religious accommodations. Amendments to the LAD impose an affirmative duty on New Jersey employers to reasonably accommodate employees' "sincerely held religious observance or practice". To satisfy this obligation, employers will be required to allow employees time off to observe the Sabbath or other holy day, unless such accommodation would pose an "undue hardship" on the employer's business. Such a duty appears to exceed an employer's obligation to accommodate religious practices under federal law. An accommodation need not be granted under federal law if an accommodation imposes more than a "de minimis" burden on the employer. Report Link New Jersey Enacts Broad Religious Accommodation Law.Ogletree Deakins - January 22, 2008 The New Jersey Law Against Discrimination ("LAD") was amended effective January 13, 2008, to expressly provide that employers must reasonably accommodate applicants' and employees' sincerely held religious beliefs - such as allowing time off to observe the Sabbath or other holy days - unless to do so would impose an undue burden. Although the LAD has long prohibited discrimination on the basis of religion, the new amendments establish an affirmative duty of reasonable accommodation not previously recognized under state law. Indeed, the newly-enacted reasonable accommodation obligations appear to greatly exceed employers' existing obligations under federal law. Report Link Muslim Employee's Religious Bias Claim Rejected (pdf)Ogletree Deakins - February 27, 2006 The New Jersey Appellate Division
recently rejected a lawsuit brought
by a Muslim nurse who claimed that
she was fired based on her religious
beliefs. According to the court, the
employer had a legitimate, non-discriminatory
reason for its discharge
decision.
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Count and Sub-TopicsArticles Found: 4NO SUBTOPICSEmployment Law Seminars
WORKPLACE VIOLENCE: STRATEGIES FOR PREVENTION
Sacramento
July 8, 2008 Shaw Valenza LLPBenefits "Q And A": Get The Benefit From Our Benefits ExpertsEast Elmhurst
2008-7-8 Queens Chamber of CommercePREVENTING HARASSMENT AND OTHER EEO ISSUES AT WORK: IT’S ALL ABOUT RESPECT (AB1825 COMPLIANCE)Eureka
July 10, 2008 Shaw ValenzaThe Connecticut Sexual and Other Harassment Education and Training in the Workplace ActNew London
2008-7-16 Jackson Lewis LLPThe Connecticut Sexual and Other Harassment Education and Training in the Workplace ActHartford
2008-7-16 Jackson Lewis LLPFree Lunchtime Webinar: Protecting Company Assets: Trade Secrets, Non-Competition, And The World Of Restrictive Covenants: Will The Courts Really Enforce These Agreements?Online
July 17, 2008 Fisher & PhillipsDealing With HR Dilemmas In The Digital AgeMelville
2008-7-17 Jackson Lewis LLPDealing With HR Dilemmas In The Digital AgeIrving
2008-7-17 Jackson Lewis LLPComplimentary Breakfast Briefing for In-House Counsel, Senior Management and HR ProfessionalsMemphis
July 22, 2008 Ford & HarrisonInternal Influences /Protecting Your Workplace From Distraction And Destruction - Part IIRiverhead
2008-7-24 Jackson Lewis LLP |
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