The following is a poster and distribution chart for New Jersey that includes INFORMATION that must be posted under federal and NJ law. There are many posting and distribution requirements for New Jersey employment laws. If you utilize a poster company and the posters are updated, you should be covered for both federal and state posting requirements. However, you should be aware of the distribution requirements, which are highlighted. Please read through both charts below.Read More
Can employers require their employees to speak only in English? The answer is sometimes, but employers need to exercise caution when instituting such policies.Read More
The Huffington Post posted an article on March 28th titled “Why Companies Have Failed to End Sexual Harassment in the Workplace.” The article is a good reminder that the best defense is a good offense. In the employment world, that means having appropriate policies and training in place and then following those policies. This is especially true when it comes to anti-harassment, sexual or any protected class. Read the full article on The Huffington Post at http://huff.to/2odUqeF.Read More
That’s Life. . . Insurance: The Employer Duty To Notify A Terminated Employee Of The Right To Convert
Employer provided life insurance as a part of a group plan is a terrific benefit to offer employees. However, employers must be aware that offering such a benefit also imposes certain responsibilities on them.
Many states have laws that require that employers notify terminated employees of the ability to convert their insurance from that offered under a group plan to an individual plan. The conversion privilege is especially important to those employees who may have health conditions that make it hard for them to obtain life insurance. This is because an employee can convert his or her policy without being required to have a medical examination required for most individual life insurance policies.Read More
On May 15, 2017, the New York City “Freelance Isn't Free Act” (the Act) will take effect. The Act protects freelance workers who are defined as “any natural person or organization composed of no more than one natural person, whether not incorporated or employing a trade name, that is hired or retained as an independent contractor by a hiring party to provide services in exchange for compensation.” The NY definition does not include any person who is a sales representative as earlier defined in section 191-a of the labor law.Read More