Author: Scott I. Unger
United States Senate Judiciary Committee Advances Protecting Older Americans Act Bill
Posted in Employment Law
The United States Senate Judiciary Committee, with bipartisan support, has advanced the Protecting Older Americans Act Bill. The bill, which was introduced by Kirsten Gillibrand, D-N.Y., and Lindsey Graham, R-S.C., heads to the full United States Senate. If enacted, this legislation would invalidate mandatory arbitration clauses in cases where an… Continue reading
EEOC is Cracking Down on Transgender Harassment
Posted in Employment Law
The United States Equal Employment Opportunity Commission (“EEOC”) is cracking down on the discriminatory treatment of transgender employees. Recently, a New York-based pizzeria agreed to pay $25,000 and agreed to other terms to settle a case brought by the EEOC that alleged that the owner of the restaurant and several… Continue reading
Failure to Train, Discipline, or Supervise Employee Could Lead to A Negligence in Supervision Claim
Posted in Employment Law
In a previous blog post, I wrote about the elements of a negligence hiring claim and made recommendations how to avoid liability for your business. A negligence in supervision/retention claim has certain similarities to the negligence hiring cause of action. Negligence hiring, supervision, training, and retention claims are not based… Continue reading
United States Department of Labor Narrows Independent Contractor Classification
Posted in Employment Law
Effective March 11, 2024, the new independent contractor rule from the United States Department of Labor (DOL) takes effect. This rule change restores an earlier standard that required employers to weigh several factors in determining whether or not they may treat an individual as an employee versus an independent contractor…. Continue reading
What is a Negligent Hiring Claim in New Jersey?
Posted in Employment Law, Litigation
Employers’ employees often encounter other members of the public. Those interactions can lead to litigation. For example, as addressed in one of my prior blog posts, an employee could be accused of sexually harassing a customer, vendor, or other third party. As discussed in that prior blog post, that could… Continue reading
Understanding and Preventing Workplace Discrimination Liability in New Jersey
Posted in Employment Law
Employment Plaintiff attorneys often include an “aiding and abetting” claim against the “deep pocket” employer when they sue for employment discrimination under the New Jersey Law Against Discrimination. This blog will focus on two issues: the legal elements of an aiding and abetting claim and what steps employers should take… Continue reading
Recent NJ Appellate Division Ruling Offers Guidance on Sexual Harassment of Non-Employees
Posted in Employment Law, Litigation
The New Jersey Appellate Division issued a decision which sheds light on the issue of whether an employee’s sexual harassment of a third-party (non-employee) could subject the employer to liability under the New Jersey Law Against Discrimination. This was the first instance where a New Jersey Court considered the “issue… Continue reading
Employer Responsibilities: Addressing Inappropriate Text Messages and Protecting Against Sexual Harassment Claims
Posted in Employment Law
Employers have a duty to investigate and take appropriate remedial action if an employee complains that another employee texted inappropriate pictures or messages, even if those text messages were sent after regular work hours. Both federal and state anti-discrimination laws define sexual harassment as unwelcome sexual advances, requests for sexual… Continue reading
EEOC Takes Action to Address Mental Health Discrimination in the Workplace
Posted in Employment Law
Employers must take notice that the United States Equal Employment Opportunity Commission (EEOC) is cracking down on companies that discriminate against workers because they have a mental health condition. Mental health conditions, such as major depressive disorder, bipolar disorder, and schizophrenia, substantially limit brain function. The EEOC determined these disorders… Continue reading
The U.S. Equal Employment Opportunity Commission (EEOC) on Aug. 7 Announced a Proposal for Implementing the Pregnancy Workers Fairness Act (PWFA)
Posted in Employment Law
The PWFA is a new federal law that went into effect June 27, 2023. It requires private and public employers with at least 15 employees to provide “reasonable accommodations” to worker’s known limitations related to pregnancy, childbirth, or related medical conditions, unless the accommodation will cause the employer an “undue… Continue reading
