Brody and Associates, LLC • October 03, 2014
New Jersey is the newest state to join the “Ban the Box” movement, an effort promoting legislation that limits inquiries about criminal history during the employment process. As we recently reported, some states are requiring certain private employers to remove questions regarding criminal history from their employment applications or initial hiring processes.
Jackson Lewis P.C. • August 13, 2014
New Jersey Governor Chris Christie has signed into law The Opportunity to Compete Act, otherwise known as the “Ban the Box” bill. This legislation will restrict employers from inquiring about an applicant’s criminal background during the initial stages of the application process. The law will take effect on March 1, 2015, the first day of the seventh month following the signing date.
Fisher & Phillips LLP • August 13, 2014
New Jersey employers with 15 or more employees will be prohibited from inquiring into a job applicant’s criminal history in the initial employment application beginning on March 1, 2015. New Jersey is the latest state to join a growing number of states that have enacted what is commonly referred to as “Ban the Box” bills.
Ogletree Deakins • August 12, 2014
On August 11, 2014, New Jersey Governor Chris Christie signed into law the “The Opportunity to Compete Act”—also referred to as the “ban the box” law—adding New Jersey to the growing list of states where employers are prohibited from asking criminal conviction questions on initial employment applications.
Littler Mendelson, P.C. • August 12, 2014
On August 11, 2014, New Jersey Governor Chris Christie signed “The Opportunity to Compete Act,” which restricts the ability of covered employers to inquire into, and use, criminal records. New Jersey’s so-called “ban-the-box” law, which will be effective March 1, 2015, follows closely on the heels of similar legislation enacted in the past two years.
Ogletree Deakins • July 18, 2014
New Jersey Ban the Box Bill Revised Again, Advances to Governor Christie; New Jersey Senate Bill Would Prohibit Automatic Disqualification of Applicants Based on Criminal Record; Bill Prohibiting Discrimination Against Unemployed Applicants Reaches New Jersey Governor’s Desk; New Jersey Bill Seeks to Expand Overtime and Minimum Wage Exemption to Private Summer Camp Employees; Reminder: Newark Sick Leave Ordinance Now In Effect; New Jersey Supreme Court Upholds Termination of Whistleblowing RN, Confirming Narrow Reading of CEPA; Statute of Limitations Waiver in Employment Application Enforceable Against ESL Immigrant, New Jersey Appellate Division Holds; New Jersey Appellate Division Holds That the NJLAD Prohibits Discrimination Against Employees in the Process of Being Divorced; Nurse Fired for Refusing Flu Vaccine for Secular Reasons Entitled to Unemployment, New Jersey Appellate Division Holds; A Private Claim Under the New Jersey Civil Rights Act Requires the Presence of State Action, New Jersey Supreme Court Holds; Employer’s Refusal to Rescind a Resignation Does Not Amount to Unlawful Retaliation, District Court of New Jersey Holds.
Jackson Lewis P.C. • July 11, 2014
An employee may contract with his employer for a limitations period for filing discrimination lawsuits shorter than that which is prescribed by the New Jersey Law Against Discrimination (“LAD”) (i.e., less than the statutory two years), the New Jersey Appellate Division has held. Rodriguez v. Raymours Furniture Company, Inc., Case No. A-4329-12T3, 2014 N.J. Super. LEXIS 88 (App. Div. June 19, 2014).
Jackson Lewis P.C. • June 26, 2014
The City of Newark has released new guidance and “Frequently Asked Questions” to assist employers with compliance with the new paid sick leave time ordinance, which became effective on June 21, 2014.
Ogletree Deakins • June 19, 2014
On June 21, 2014, the Newark, New Jersey Sick Leave Ordinance (which we previously discussed in the March 2014 issue of the New Jersey eAuthority) will become effective. Beyond the primary requirements of the ordinance (i.e., 24 to 40 hours of paid sick leave to most Newark employees, described in greater detail here), the ordinance also contains notice and posting obligations: employers must notify employees of their rights and obligations under the ordinance by (1) providing individual written notice to each employee (at commencement of employment, or as soon as possible for current employees), and (2) posting notice of such rights in a conspicuous location around the workplace.
Littler Mendelson, P.C. • June 12, 2014
Hospitals that require caregivers to be immunized against influenza are often sued to force them to exempt employees with religious objections from getting the shots, but last week a New Jersey court turned the argument for religious exemption on its head when it ruled in favor of a nurse whose objections to vaccination were purely secular.