New Jersey Appellate Court Finds that the Timing of an Employee’s Alleged Whistleblowing Activity Plays a Significant Role in a CEPA Claim By Reema
This Valentine’s Day, employers get a little sour with their sweets. As a follow up to our prior report on AB1076’s amendment to the California
On January 9, 2024, the U.S. Department of Labor (“DOL”) issued its long-awaited final rule (the “Final Rule”) to provide guidance for employers on
UPDATE: New York City’s Department of Consumer and Worker Protection (“DCWP”) has published its “Workers’ Bill of Rights” webpage (HERE), providing an overview of
The long-awaited decision of the New York Appellate Division’s Second Department in Grant v. Global Aircraft Dispatch was entered on January 17, 2024, and
On December 22, 2023, New York Governor Kathy Hochul vetoed Senate Bill S3100A, which broadly prohibited employee non-compete agreements. As discussed in more detail HERE
By Rachel H. Khedouri, Esq. and Samantha Egge, Legal Intern The New Jersey Division on Civil Rights (“NJ DCR”) has introduced new and amended
By Stacy L. Fode, Esq., Rachel H. Khedouri, Esq., and Samantha Egge, Legal Intern As is typical in the Golden State at this time
By Rachel H. Khedouri, Esq. On October 19, 2022, the U.S. Equal Employment Opportunity Commission(“EEOC”) issued a new poster to be displayed in the
By Adaneka Witter, Legal Intern and Rachel H. Khedouri, Esq. As he received his own COVID-19 bivalent booster shot, Mayor Eric Adams recently announced
By Stacy L. Fode, Esq. and Rachel H. Khedouri, Esq. Fueled by efforts to address gender and racial wage gaps, the California legislature has
By Rachel M. Manne, Esq. and Rachel H. Khedouri, Esq. On September 9, 2022, the NJ Cannabis Regulatory Commission (“NJ-CRC”) finally issued its guidance
SIGN UP NOW to receive time sensitive employment law alerts and invitations to complimentary informational webinars and seminars.
"*" indicates required fields
By clicking this button and submitting information to us, you will be submitting certain personally identifiable information, or information which used together with other information, can be used to identify you and/or identify information about you, to Nukk-Freeman & Cerra, PC (“NFC”). Such information may be used by NFC to contact or identify you. Personally identifiable information may include, but is not limited to, your [name, phone number, address and/or] email address. We collect this information for the purpose of providing services, identifying and communicating with you, responding to your requests/inquiries, and improving our services. We may use your personally identifiable Information to contact you with time sensitive employment law e-alerts, marketing or promotional offers, invitations to complimentary and informational webinars and seminars, and other information that may be of interest to you. However, by providing any of the foregoing information to you, we are not creating an attorney-client relationship between you and NFC: nor are we providing legal advice to you. You may opt out of receiving any, or all, of these communications from us by following the unsubscribe link in any email we send. However, this will not unsubscribe you from receiving future communications from us which are based upon an independent request, relationship or act by you.