New Jersey Governor Phil Murphy signed legislation (A5820/S3866) and Executive Order (EO) No. 244 on June 4, 2021, ending the COVID-19 Public Health Emergency (but not the overall state of emergency) first declared on March 9, 2020, in EO 103.
Articles About New Jersey Labor And Employment Law.
Residential real estate developments that reopen their amenities amid an improving public health picture would receive COVID-19-related immunity under legislation that is working its way through the New Jersey Legislature.
Governor Phil Murphy announced that employers in New Jersey can soon allow employees to go without masks if they can prove they have been vaccinated. The new executive order, intended particularly for offices, will also lift the social distancing requirement for employees who can show their vaccination status. The order
On May 24 and 25, 2021, New Jersey Governor Philip D. Murphy signed Executive Order (EO) 242 and EO 243, respectively, easing COVID-19-related workplace restrictions. While EO 242 had less impact on employers than many had hoped, the governor clarified and expanded his directives with EO 243, which is
There is light at the end of the pandemic tunnel for New Jersey employers, as the state’s COVID-19 numbers continue to decline and Governor Philip Murphy continues to ease restrictions on businesses. But this good news comes with a dose of serious bad news for New Jersey employers too. The
Sixteen months ago, New Jersey Governor Phil Murphy signed into law Senate Bill 3170, which radically expands employers’ advance notice and severance pay obligations under the Millville Dallas Airmotive Plant Job Loss Notification Act – otherwise known as NJ WARN. Originally scheduled to go into effect on July 17,
Employers in New Jersey must comply with a number of state laws and regulations that often impose different or more stringent requirements on employers than those imposed by federal law. Attorneys in FordHarrison’s Berkeley Heights, New Jersey, office have prepared the New Jersey Employment Law Desk Reference to provide guidance to employers on the various New Jersey state laws.
Pennsylvania – Mitigation Orders, Except Masking, Will Be Lifted on Memorial Day
On May 4, 2021, the Wolf administration announced that mitigation orders for Pennsylvania will be lifted on Memorial Day, Monday, May 31, 2021, but masks will still be required. The current order requiring Pennsylvanians to wear masks will
The New Jersey Supreme Court ruled that an employer and its workers’ compensation carrier must reimburse an injured worker for his medical marijuana expenses. Hager v. M&K Construction, 2021 N.J. LEXIS 332 (N.J. April 13, 2021).
Hager suffered a back injury in a work-related accident in 2001. He underwent surgeries
The New Jersey Senate is considering a bill (Senate Proposal) that, if passed, will significantly affect business operations and employment litigation in the state for years.
To the extent that it attempted to limit the prospective waiver of procedural rights in favor of arbitration or other alternative dispute resolution, the 2019 amendment to the New Jersey Law Against Discrimination (NJLAD) is preempted by the Federal Arbitration Act (FAA), a New Jersey federal court has ruled in
As employers and employees alike continue to monitor and watch the landscape of alternative dispute resolution as a viable option (or not) in New Jersey, an important federal court decision was recently handed down. On March 25, 2021, the U.S.
On March 19, 2021, the State of New Jersey added a new section to its online COVID-19 Information Hub clarifying that employers may require their employees to receive the COVID-19 vaccination in order to be allowed to enter the workplace. This guidance also provides certain important exceptions that closely track
The New Jersey Division on Civil Rights (DCR) is the state agency responsible for enforcement of the New Jersey Family Leave Act (NJFLA). The NJFLA provides eligible employees up to 12 weeks of job-protected leave during any 24-month period: (1) to bond with a child within 1 year of the
New Jersey may be next up to join the growing number of states that significantly restrict the use of non-competition agreements in employment. As we discussed back in December 2017, a bill proposed in New Jersey at the time, Senate Bill 3518, would “impose significant restrictions and limitations” on