The Ninth Circuit and California courts recently issued a series of significant employment decisions addressing arbitration agreements, bonus calculations, and workplace investigations. Although the cases
On July 22, 2026, the U.S. Department of Labor’s Wage and Hour Division (WHD) issued two opinion letters offering timely insight into common wage-and-hour
As previously discussed, in January 2026, former Governor Phil Murphy signed A3451 (the “NJFLA Amendments”) into law, which amended the New Jersey Family Leave
One of the first considerations upon receiving an employee complaint is often whether to involve counsel in the investigation. A recent published decision from
This week, Governor Kathy Hochul announced that the New York Department of Health has designated COVID-19 to be a highly contagious communicable disease that
As we reported, on February 22, 2021, Governor Murphy signed NJ A21 (the New Jersey Cannabis Regulatory, Enforcement Assistance, and Marketplace Modernization Act (“NJCREAMMA”)
On July 27, 2021, the CDC updated its Interim Public Health Recommendations for Fully Vaccinated People to add that fully vaccinated people should wear a mask
On July 27, 2021, the CDC updated its Interim Public Health Recommendations for Fully Vaccinated People to add that fully vaccinated people should wear a mask
In previous eAlerts we have reminded employers to revisit their independent contractor classifications due to changing laws. Now, New Jersey employers have additional incentive to
Governor Cuomo signed the New York Health and Essential Rights Act (the “NY HERO Act”) into law on May 5, 2021, with amendments enacted
Earlier this month, it was reported that the total number of COVID-19 related employment complaints filed in United States courts passed the 2,000 mark.
By Allison Vogel, Esq., April 20, 2021 It is well-settled that a defendant may not remove a case to federal court based upon diversity
By Ryan Carlson, Esq., April 15, 2021 Most arbitration agreements identify the specific arbitration forum where an employee must bring a dispute. The Judicial
NEW JERSEY SUPREME COURT PERMITS PLAINTIFF TO SEEK RELIANCE DAMAGES UNDER THE THEORY OF PROMMISSORY ESTOPPEL FOR A RESCINDED JOB OFFER. By Allison J.
NJ Appellate Division Issues Latest Pro-Arbitration Ruling Requiring Former Re/Max Agent to Arbitrate Sexual Harassment Claims Brought under LAD By Lindsey Andreozzi, Esq., February
New Union, New Agreement: The Third Circuit holds original CBAs with prior labor union invalid in Utility Workers United Association, Local 537 v. Pennsylvania
Firm Secures One of the First Published Federal Appellate Decisions AddressingCOVID-19 Vaccine Policy Termination Claims FOR IMMEDIATE RELEASE Media Contact:Chris Siscocsisco@nfclegal.com(973) 507- 7638 (direct)
FOR IMMEDIATE RELEASE Media Contacts: Karen Korr for Nukk-Freeman & Cerrakaren@fullkorrpress.com(619) 944-0650 (cell) Chris Siscocsisco@nfclegal.com(973) 507- 7638 (direct) SAN DIEGO (January 21, 2026): Employment
FOR IMMEDIATE RELEASE Media Contacts: Chris Sisco csisco@nfclegal.com (973) 507-7638 (direct) CHATHAM, NJ – January 5, 2026 — Nukk-Freeman & Cerra, P.C. (NFC) is
FOR IMMEDIATE RELEASE Media Contacts: Karen Korrfor Nukk-Freeman & Cerra karen@fullkorrpress.com(619) 944-0650 (cell) Chris Siscocsisco@nfclegal.com (973) 507- 7638 (direct) NUKK-FREEMAN & CERRA, P.C. EXPANDS
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.
