Articles About New Jersey Labor And Employment Law.

On the heels of New Jersey voters ratifying an amendment to the state’s constitution to permit the recreational use of marijuana, the New Jersey Legislature on December 17, 2020 passed the New Jersey Cannabis Regulatory, Enforcement Assistance, and Marketplace Modernization Act (NJCREAMMA), removing marijuana as a Schedule I drug

New Jersey has implemented a number of measures in an effort to reduce the transmission of COVID-19, including extending the public health emergency, further restricting dining and bar operations, reducing capacity at gatherings (indoor and outdoor), and pausing most sports activities, among others, in the last month.

For at least the eighth time in the past nine months, in response to the COVID-19 pandemic, the New Jersey Governor has signed an Executive Order that limits the number of individuals permitted to attend indoor or outdoor gatherings. Executive Order 196 (EO) also places limitations on athletic competitions at all levels (e.g., youth through professional) at both indoor and outdoor events.

In response to a recent COVID-19 surge which included 3,877 new cases, New Jersey Governor Phil Murphy issued anExecutive Orderthat impacts food and beverage establishments, scholastic and youth sports and personal care services. The restrictions take effect on Thursday, November 12, 2020 at 6:00 a.m. ET and will alter operations at bars, restaurants, and other dining establishments until further action by the Governor.

New Jersey Public Question 1 on this year’s election ballot sought New Jersey voters’ approval for a constitutional amendment to legalize the possession and use of marijuana for individuals age 21 and older, as well as the cultivation, processing and sale of marijuana. Based on preliminary results, the ballot

In an effort to combat the recent rising COVID-19 numbers in the New Jersey, Governor Phil Murphy signed Executive Order (EO) No. 192 on October 28, 2020, mandating health and safety protocols for employers with employees, customers, or other visitors on-site. While many of these protocols have been required in

Beginning November 5, 2020, all employers operating in New Jersey will be required to comply with a number of COVID-19-related mandatory health and safety standards.  With the signing of Executive Order 192 (EO192), Governor Phil Murphy consolidated a hodgepodge of requirements directed at specific industries (e.g., construction, manufacturing, retail)

Yesterday, New Jersey Governor Phil Murphy issued Executive Order 192 (“EO 192”), creating additional COVID-19 mitigation protocols for New Jersey employers that will be effective on November 5, 2020 at 6:00 am. These new requirements are largely based on existing the United States Centers for Disease Control (“CDC”) guidance for employers, although there are some new measures contained in EO 192 discussed below. Importantly, the mitigation measures contained in EO 192 are mandatory, and non-compliance carries potentially significant consequences.

Only four days after extending New Jersey’s public health emergency an additional 30 days, Governor Phil Murphy signed Executive Order 192 (EO 192), requiring businesses that operate during the continuing COVID-19 crisis to implement workplace safety protocols effective November 5, 2020, at 6:00 a.m. Significantly, EO 192 provides for the establishment of complaint and investigation procedures to resolve non-compliance.

New Jersey Governor Phil Murphy’s signature on the New Jersey Fair Play Act (S-971/A-2106) will allow New Jersey student-athletes to earn financial compensation from the use of their name, image, and likeness and authorize their hiring and use of attorneys and agents without affecting their scholarship eligibility. New Jersey joins

The New Jersey Department of Labor and Workforce Development (NJDOL) has issued final regulations related to the COVID-19 job protection act signed into law on March 20, 2020.

For the second time in a little over one month, the Supreme Court of New Jersey has issued an employer-friendly ruling upholding the enforceability of arbitration agreements in the employment context.

Yesterday, New Jersey’s Supreme Court approved as legally binding an arbitration agreement provided to employees electronically, concluding the arbitration agreement was effectively, clearly, and unambiguously communicated to the company’s employees.