Legislation introduced in New Jersey would significantly restrict the use of post-employment restrictive covenants. While the bill is still pending, it highlights a growing trend to limit the use of non-competition agreements in employment.
Articles Discussing General Issues In New Jersey Labor & Employment Law.
After a two-year delay, the amendment to the New Jersey Millville-Dallas Airmotive Plant Job Loss Notification Act, the state’s mini-WARN law, will take effect on April 10, 2023.
Almost three years after signing into law legislation significantly amending the state’s mini-WARN Act (officially known as the “Millville Dallas Airmotive Plant Job Loss Notification Act”) (NJ WARN), Governor Phil Murphy signed Assembly Bill No. 4768 on January 10, 2023, permitting the far-reaching amendments to take effect.
On January 10, 2023, Governor Philip D. Murphy signed into law S3162 / A4768, which makes the 2020 amendments to NJ WARN effective 90 days from his signature, irrespective of whether a State of Emergency still exists.
As previously reported, under these amendments:
A new lawsuit filed in New Jersey paints a troubling picture of retaliation that allegedly took place at a pipeline infrastructure management company. Three former workers are suing Progressive Pipeline Management, a contractor of pipeline renewal services, for front and back pay, in addition to punitive and compensatory damages resulting
New Jersey moved one step closer to implementing sweeping changes to the state’s mini-WARN Act (officially known as the “Millville Dallas Airmotive Plant Job Loss Notification Act”).
On November 29, 2022, the New Jersey Department of Labor and Workforce Development (the “NJDOLWD” or the “Department”) announced what it calls a “comprehensive enforcement strategy” to target employers in specific industries—namely, commercial laundromats and multi-unit residential construction.
On January 21, 2020—what seems like a lifetime ago—Governor Phil Murphy signed legislation significantly amending the New Jersey mini-WARN Act (officially known as the “Millville Dallas Airmotive Plant Job Loss Notification Act”) (NJ WARN), but the effective date of the amendments were put on hold due to the COVID-19 pandemic.
A bill advancing in the New Jersey Legislature would expedite the implementation of significant changes to the state’s WARN law. Back in January 2020, Governor Philip D. Murphy signed into law Senate Bill 3170, which radically expanded employers’ advance notice and severance pay obligations under the Millville Dallas Airmotive
On September 9, 2022, New Jersey issued new regulatory guidance regarding employment protections for users of recreational and medicinal marijuana.
The New Jersey Cannabis Regulatory Commission published guidance on September 9, 2022, for employers to address marijuana impairment in the workplace. The guidance does not, however, provide the long-awaited certification standards for Workplace Impairment Recognition Experts.
In February 2021, the New Jersey Cannabis Regulatory, Enforcement Assistance, and Marketplace Modernization Act
The New Jersey Cannabis Regulatory Commission (“the Commission”) on September 9, 2022 issued long-awaited guidance for employers on how to respond when employees are suspected of marijuana impairment. This is the Commission’s first workplace guidance since the adoption of the New Jersey Cannabis Regulatory, Enforcement Assistance, and Marketplace Modernization
On September 9, 2022, the New Jersey Cannabis Regulatory Commission (NJ-CRC) issued long-awaited interim guidance to employers regarding the use of a Workplace Impairment Recognition Expert (WIRE) to “detect and identify an employee’s usage of, or impairment from, a cannabis item or other intoxicating substance.” In addition, the NJ-CRC also
How may courts approach claims of negligent training in instances where the failure of skills proposed are skills considered to be of the everyday variety?
Earlier this year, the New Jersey Division on Civil Rights (DCR) issued proposed regulations to allow employers to satisfy the state’s Law Against Discrimination (LAD) and Family Leave Act (NJFLA) poster requirements via an internet or intranet site rather than a conventional bulletin board in the workplace. The proposed regulations