ATTENTION NEW JERSEY EMPLOYERS: AMENDMENTS TO NEW JERSEY’S WARN ACT MAY NOT BE IN EFFECT AS SOON AS ANTICIPATED…HERE IS AN UPDATE!
As discussed in prior alerts issued by our firm (HERE and HERE), New Jersey enacted legislation amending the New Jersey Warn Act (officially known as the Millville Dallas Airmotive Plant Job Loss Notification Act) to include mandatory severance pay and expanded notice requirements in mass layoffs. Although the legislation had initially been scheduled to take effect on […]
On December 27, 2020, about one week after Congress approved the new legislation, the President signed into law the long-awaited coronavirus relief and spending package. For employers, critical provisions of the new law include extensions of the Paycheck Protection Program (“PPP”); federal unemployment benefits under the Coronavirus Air, Relief and Economics Security (“CARES”) Act; and […]
ATTENTION: ALL EMPLOYERS – CAN EMPLOYERS REQUIRE ITS EMPLOYEES TO GET A COVID-19 VACCINE? Yes, says the EEOC (with important exceptions)
On the heels of the first COVID-19 vaccines’ approval by the Federal and Drug Administration, the U.S. Equal Employment Opportunity Commission (“EEOC”) updated its previously published COVID-related guidance to address how employers should handle related workplace issues. While the guidance, issued on December 16, 2020, does not affirmatively state that the EEOC “blesses” mandatory vaccination […]
California Employers: 2021 is Almost Here! You Are Ready to Ring Out the Old But Are You Ready to Ring in the New?
The California legislature and State and Federal agencies have been busy this year creating new policies in response to the COVID-19 pandemic, racial justice inequities, pay equity issues, employee classification questions, and everything in between! With many of these changes going into effect in the coming weeks, NFC wants to make sure your business is […]
On September 30, 2020, employees began accruing leave under New York State’s new Paid Sick Leave law (“PSL”) which may be taken for covered uses starting on January 1, 2021. As we alerted you in prior communications, the PSL left some ambiguity in how it would be applied. [CLICK HERE for our April 3 and […]
DESPITE COVID-19, EMPLOYMENT LAW TRAININGS STILL REQUIRED IN NY/CA; NJ LEGISLATURE CONSIDERING MANDATORY TRAINING
Although much of the workforce may be remote during the ongoing COVID-19 pandemic, neither New York State, New York City, nor California has postponed their mandatory anti-harassment training deadlines. Similarly, in New Jersey, courts continue to consider an employer’s anti-harassment training in evaluating the strength of an important affirmative defense in hostile environment cases. In […]
ATT NJ EMPLOYERS: GOVERNOR MURPHY SIGNS NEW EXECUTIVE ORDER REQUIRING HEALTH AND SAFETY PROTOCOLS FOR ALL NEW JERSEY WORKPLACES
Yesterday, Governor Murphy signed Executive Order (EO) No. 192, which provides mandatory health and safety standards to protect all of New Jersey’s workers during the pandemic. A copy of the EO can be found HERE and the related Press Release can be found HERE. This EO, which is effective on 11/5/20 at 6:00am, establishes workplace health and safety standards that […]
As we highlighted earlier this week, Governor Cuomo has enacted a statewide sick leave law allowing most New York employees to accrue up to 40 or 56 hours of annual paid sick leave, depending on the size of their employers. [CLICK HERE TO REVIEW SEPTEMBER 30 EMPLOYMENT LAW ALERT]. As anticipated, New York City has amended […]
On April 3, 2020, Governor Andrew Cuomo signed the Enacted Budget for fiscal year 2021, which included a statewide sick leave law. Employees start accruing sick leave under the law on September 30, 2020. Employers must provide the accrued leave for the covered uses set forth under the law starting on January 1, 2021.
ATT NJ EMPLOYERS: UNDER NEW LAW, “ESSENTIAL EMPLOYEES” WHO TEST POSITIVE FOR COVID ARE PRESUMED TO HAVE CONTRACTED IT AT WORK
On September 14, 2020, Governor Murphy signed a new law determining that “essential employees” who test positive for COVID-19 are presumed to have contracted the virus while at work. The law is retroactive to March 9, 2020.