California employers have more drama when it comes to PAGA – California’s Private Attorneys General Act. On Monday, July 17, 2023, the California Supreme
SAN DIEGO (August 7, 2023): Attorney Stacy L. Fode, Managing Partner of Nukk-Freeman & Cerra,PC (NFC)’s West Coast office, has been named as the
By Kegan Andeskie, Esq. In January 2023, Assemblywoman Nily Rozic (D WF-Fresh Meadows) introduced bill NYS S3255 to the New York State Assembly that
On August 1, 2023, the U.S. Citizenship and Immigration Services released a revised Form I-9, Employment Eligibility Form, available HERE. Although employers may continue
By Rachel H. Khedouri, Esq. UPDATE: As referenced in the eAlert below, the New Jersey Department of Labor & Workforce Development (“NJDOL”) published additional
By Rachel H. Khedouri, Esq. As discussed in our eAlert HERE, amendments to New Jersey’s Unemployment Compensation Law are scheduled to go into effect
By Rachel H. Khedouri , Esq. Update: Intro. 134 amending the pay transparency law was signed by Mayor Adams on May 12, 2022. On
By Kerrie R. Heslin, Esq. What is this? In an effort to ensure federal contractors and subcontractors are meeting their affirmative action obligations, the
By Rachel H. Khedouri, Esq. As we previously reported, as of May 15, 2022, job advertisements in New York City must disclose minimum and
By Rachel H. Khedouri, Esq. Effective May 7, 2022, all private employers with a place of business in New York State that electronically monitor
By Rachel H. Khedouri, Esq. and Carol Shieh, Esq. Employers who require their workforce to execute predispute arbitration agreements or class action waivers will
By Rachel H. Khedouri, Esq. Update: The Ending Enforced Arbitration of Sexual Assault and Sexual Harassment Act of 2021 was signed into law by
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.