Blog Post
By Robert L. Duston

This is the first in a series on key issues regarding the “Return to Office.” We started planning this series earlier this summer and, like many of our clients’ plans, it got delayed and kept evolving. We recognize that a significant number of employers have been back to work since spring 2020 -- all of those frontline employees who have been providing essential and critical services. But even for those employers, many of their white collar workers and managers have been working from home for almost 18 months, along with the millions of other workers and professionals in numerous industries. Until recently, there was a general consensus around soft openings during the summer and the re-opening of offices after Labor Day. Then the new Delta Variant got worse, and the CDC changed its advice.

Blog Post
By Jason Tremblay and Lauren F. Schoeberl

Following a hopeful reprieve early this summer from mask mandates, the aggressive spread of the Delta variant of COVID-19 has renewed worldwide concern about COVID safety precautions. This concern is felt no greater than by employers as they prepare to or are in the throes of welcoming employees back to in-person work settings.

Blog Post
By Angella N. Middleton

Vaccinations are available and states are re-opening, but the number of women in the workforce due to the COVID-19 pandemic is still at historic lows. As companies begin to return their workers to the office, they should also begin thinking about how to reshape diversity and inclusion efforts in order to attract and retain women workers.

Blog Post
By Anna Maria Tejada and Zachary Kimmel

Labor & Employment attorneys Anna Maria Tejada and Zach Kimmel will continue to lead HR professionals through the lifecycle of an employee during part three of their four part series. The topic of discussion will be employee leave. After the program concludes, we will be sharing tangible takeaways that include: sample PTO and leave policies as well as the presentation slides. Click here to register.

Blog Post
By Ruth A. Rauls and Zachary Kimmel

New Jersey’s Governor has taken aim at employee misclassification by signing into law four Bills that anoint heightened administrative powers to the New Jersey Department of Labor (“DOL”), require additional reporting requirements, and amend the New Jersey Insurance Fraud Act (“NJIFA”) to allow for monetary penalties and civil liability. These new laws are yet another move by the Garden State to crack down on misclassification of employees as independent contractors, a practice that Governor Murphy has characterized as unfair to workers. Although the new laws all focus on addressing misclassification, they do so in differing ways.