Category Archives: Employment

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Whistleblower Roulette: The Impact of State v. Saavedra on Whistleblower Litigation in New Jersey

Posted in Employment

On June 23, 2015, the Supreme Court of New Jersey issued its first of two expected landmark decisions this term concerning the rights of and protections afforded to whistleblowers. New Jersey employees enjoy great protection under whistleblower laws that are among the broadest, most robust and comprehensive in the country, including the Conscientious Employee Protection… Continue Reading

A New Concern about Confidentiality Agreements: Whistleblower Protection and Anti-Retaliation Emphasized and Enforced by the SEC

Posted in Employment

Companies subject to The Dodd-Frank Wall Street Reform and Consumer Protection Act, enacted on July 21, 2010, and the Securities Exchange Act of 1934, are on notice: the SEC is prosecuting violations of Section 21F-17 of the Exchange Act, which prevents companies, through the use of confidentiality agreements, from impeding the ability of whistleblowers to… Continue Reading

Two Important New Developments in NJ Employment Law

Posted in Employment, Stark News

Stark & Stark Shareholder Ben Widener, Chair of the firm’s Employment Group, authored the article “Two Important New Developments in NJ Employment Law,” which was published on March 11, 2015 by U.S.1. The article discusses two new legal developments that will change the way employers do business: worker pregnancy and paid sick leave. Recently, New Jersey… Continue Reading

Safety-Sensitive Positions and Random Drug Testing by Private Employers in New Jersey

Posted in Employment

As a general rule in New Jersey, private employers may not conduct random drug testing of current employees except employees in “safety-sensitive” positions. Notwithstanding scant authority on what constitutes a “safety-sensitive” position, it is clear that to qualify, there must be a direct and immediate nexus between the employee’s job duties and a fairly significant safety risk. Absent such a connection, an employer cannot require its employees to submit to random drug testing, though pre-employment testing and testing in light of a particularized suspicion are permissible.

New Legislation Seeks to Curtail Pre-Employment Credit Checks

Posted in Employment

Countless people have been affected by the harsh economic times of the past several years. Many were unable to meet their financial obligations and stopped paying their bills which ultimately resulted in diminished credit ratings. In turn, job prospects also diminished. Pre-employment credit screenings are often standard practice and an unacceptable credit rating can be a bar to potential employment opportunities.

Avoiding Ambiguities in Employee Manual Arbitration Provisions

Posted in Employment

Employee manuals are a very useful tool for both employers and employees. The manuals are meant to provide guidance to employees about how the company runs, what the employer’s expectations are and how certain situations should be handled. They can quickly and effectively provide employees with answers to many commonly asked questions. This creates a certain level of clarity for both parties and aids in the avoidance of misunderstandings regarding the company’s policies.

NLRB Classification of “Student-Athletes” as “Employees”: What Does It Mean?

Posted in Employment

To be an employee, or not to be an employee: that is the question for student-athletes of revenue producing sports at private universities. To college sports administrators and enthusiasts aghast at and appalled by the idea, the sky may be falling. To labor and employment lawyers, the question presents a unique opportunity to revisit issues of worker reclassification and evaluate the potential ramifications of what could be a complete paradigm shift in intercollegiate athletics.