Scarinci Hollenbeck, LLC
The Firm
201-896-4100 info@sh-law.comFirm Insights
New Jersey Employment Law..Let's Go Back A Year
Author: Scarinci Hollenbeck, LLC
Date: January 20, 2015
Key Contacts
Back
Year in Review: New Jersey Employment Law
New Jersey employment law underwent many important changes over the past year. More importantly, many of the new laws will take effect in 2015. To ensure that your company has updated its policies and procedures accordingly, below is a brief summary:
Banning the Box:
This summer, Gov. Chris Christie signed legislation that limits the ability of New Jersey employers to rely on criminal records when making employment decisions. The Opportunity to Compete Act prohibits employers with 15 or more employees from requiring an “applicant for employment” to complete any “employment application that makes any inquiries regarding an applicant’s criminal record during the initial employment application process.” The new law will take effect on March 1, 2015.
Mandatory Sick Leave:
Jersey City’s sick leave law, which mandates that businesses that employ 10 or more workers must provide up to five days of paid sick leave, took effect on January 24, 2014. Shortly thereafter, Newark passed a similar ordinance that requires all private sector employers with 10 or more employees to provide up to five days of paid sick leave per year, while businesses with less than 10 employees are only obligated to provide up to three days of paid sick leave. This fall, Paterson, Irvington, Passaic, East Orange also approved sick leave ordinances. Many are effective January 1, 2015.
Pregnancy Discrimination:
In January, the Governor signed legislation that added pregnancy and childbirth to the list of protected categories under New Jersey’s Law Against Discrimination (NJLAD). Under the amended law, employers cannot treat a pregnant woman in a manner less favorable than other persons not “affected by pregnancy” with similar ability or inability to work. “Affected by pregnancy” refers to women who are pregnant and women who have medical conditions relating to pregnancy or childbirth. Employers must make available reasonable accommodation for pregnancy-related needs when requested by the employee with the advice of her physician.
New Jersey courts also issued several key decisions in 2014. For instance, in June, the Appellate Division of the New Jersey Superior Court ruled that employers can alter New Jersey’s two-year statute of limitations for employment lawsuits by agreement. In August, the appeals court ruled that the NJLAD protects employees who are going through a divorce.
Do you have any comments about the changes in New Jersey employment law last year? Feel free to leave a comment below.
- Employee Policies
- Employment attorney NYC
- New Jersey Employment Attorney
- New Jersey Employment Lawyer
- NJ attorney Scarinci
- Scarinci Hollenbeck
- Practices: Public Employment Law
- Locations: Red Bank, NJ, Little Falls, NJ, New York City
No Aspect of the advertisement has been approved by the Supreme Court. Results may vary depending on your particular facts and legal circumstances.
Related Posts
See all
Does Your Homeowners Insurance Provide Adequate Coverage?
Your home is likely your greatest asset, which is why it is so important to adequately protect it. Homeowners insurance protects you from the financial costs of unforeseen losses, such as theft, fire, and natural disasters, by helping you rebuild and replace possessions that were lost While the definition of “adequate” coverage depends upon a […]
Author: Jesse M. Dimitro
Understanding the Importance of a Non-Contingent Offer
Making a non-contingent offer can dramatically increase your chances of securing a real estate transaction, particularly in competitive markets like New York City. However, buyers should understand that waiving contingencies, including those related to financing, or appraisals, also comes with significant risks. Determining your best strategy requires careful analysis of the property, the market, and […]
Author: Jesse M. Dimitro
Fred D. Zemel Appointed Chair of Strategic Planning at Scarinci & Hollenbeck, LLC
Business Transactional Attorney Zemel to Spearhead Strategic Initiatives for Continued Growth and Innovation Little Falls, NJ – February 21, 2025 – Scarinci & Hollenbeck, LLC is pleased to announce that Partner Fred D. Zemel has been named Chair of the firm’s Strategic Planning Committee. In this role, Mr. Zemel will lead the committee in identifying, […]
Author: Scarinci Hollenbeck, LLC
Novation Agreement Process: Step-by-Step Guide for Businesses
Big changes sometimes occur during the life cycle of a contract. Cancelling a contract outright can be bad for your reputation and your bottom line. Businesses need to know how to best address a change in circumstances, while also protecting their legal rights. One option is to transfer the “benefits and the burdens” of a […]
Author: Dan Brecher
What Is a Trade Secret? Key Elements and Legal Protections Explained
What is a trade secret and why you you protect them? Technology has made trade secret theft even easier and more prevalent. In fact, businesses lose billions of dollars every year due to trade secret theft committed by employees, competitors, and even foreign governments. But what is a trade secret? And how do you protect […]
Author: Ronald S. Bienstock
What Is Title Insurance? Safeguarding Against Title Defects
If you are considering the purchase of a property, you may wonder — what is title insurance, do I need it, and why do I need it? Even seasoned property owners may question if the added expense and extra paperwork is really necessary, especially considering that people and entities insured by title insurance make fewer […]
Author: Patrick T. Conlon
No Aspect of the advertisement has been approved by the Supreme Court. Results may vary depending on your particular facts and legal circumstances.
Sign up to get the latest from our attorneys!
Explore What Matters Most to You.
Consider subscribing to our Firm Insights mailing list by clicking the button below so you can keep up to date with the firm`s latest articles covering various legal topics.
Stay informed and inspired with the latest updates, insights, and events from Scarinci Hollenbeck. Our resource library provides valuable content across a range of categories to keep you connected and ahead of the curve.
New Jersey Employment Law..Let's Go Back A Year
Author: Scarinci Hollenbeck, LLC
Year in Review: New Jersey Employment Law
New Jersey employment law underwent many important changes over the past year. More importantly, many of the new laws will take effect in 2015. To ensure that your company has updated its policies and procedures accordingly, below is a brief summary:
Banning the Box:
This summer, Gov. Chris Christie signed legislation that limits the ability of New Jersey employers to rely on criminal records when making employment decisions. The Opportunity to Compete Act prohibits employers with 15 or more employees from requiring an “applicant for employment” to complete any “employment application that makes any inquiries regarding an applicant’s criminal record during the initial employment application process.” The new law will take effect on March 1, 2015.
Mandatory Sick Leave:
Jersey City’s sick leave law, which mandates that businesses that employ 10 or more workers must provide up to five days of paid sick leave, took effect on January 24, 2014. Shortly thereafter, Newark passed a similar ordinance that requires all private sector employers with 10 or more employees to provide up to five days of paid sick leave per year, while businesses with less than 10 employees are only obligated to provide up to three days of paid sick leave. This fall, Paterson, Irvington, Passaic, East Orange also approved sick leave ordinances. Many are effective January 1, 2015.
Pregnancy Discrimination:
In January, the Governor signed legislation that added pregnancy and childbirth to the list of protected categories under New Jersey’s Law Against Discrimination (NJLAD). Under the amended law, employers cannot treat a pregnant woman in a manner less favorable than other persons not “affected by pregnancy” with similar ability or inability to work. “Affected by pregnancy” refers to women who are pregnant and women who have medical conditions relating to pregnancy or childbirth. Employers must make available reasonable accommodation for pregnancy-related needs when requested by the employee with the advice of her physician.
New Jersey courts also issued several key decisions in 2014. For instance, in June, the Appellate Division of the New Jersey Superior Court ruled that employers can alter New Jersey’s two-year statute of limitations for employment lawsuits by agreement. In August, the appeals court ruled that the NJLAD protects employees who are going through a divorce.
Do you have any comments about the changes in New Jersey employment law last year? Feel free to leave a comment below.