Blog Post
By Ruth A. Rauls and Lisa M. Koblin

New Jersey Governor Phil Murphy recently issued an Executive Order effective November 5, 2020, mandating new health and safety requirements in the workplace due to the increased spread of COVID-19. These health and safety mandates apply to every business, non-profit and governmental or educational entity that requires or permits any of its workforce to be physically present at a worksite. NJ employers should be prepared to implement daily employee health checks, as well as mandatory social distancing and face masks for all employees, customers and visitors, with very limited exceptions. Employers who fail to institute these measures can be subject to fines, penalties, or their worksites can be shut down by the State. Employers should review their COVID-19-related policies and practices as soon as possible to make sure they are compliant with the Governor’s new Order.

Blog Post
By Ruth A. Rauls and Erik P. Pramschufer

Mandatory arbitration provisions are common features of employment agreements, particularly for large employers. At the same time employers have consistently become more and more reliant on technology and electronic management and training tools for communicating policies to employees. These two initiatives clashed in the case Skuse v. Pfizer, Inc., where the New Jersey Appellate Division initially refused to uphold Pfizer’s arbitration agreement that was e-mailed to employees and contained within an electronic training module. On August 18, 2020, the New Jersey Supreme Court issued the final word, finding that an employee was bound by the arbitration provision by electronically clicking on an “acknowledgment” that she would be bound by the agreement if she continued working.

Blog Post
By Gary B. Eidelman and Dena B. Calo

Please join us as the Firm’s Labor & Employment Practice hosts our Annual Executive Series in Labor and Employment Law on Wednesday, October 21, 2020. Attorneys in our Labor & Employment Practice will discuss the intersection between the Families First Coronavirus Response Act (“FFCRA”), the Family and Medical Leave Act (“FMLA”), the Americans with Disabilities Act (“ADA”), and new and existing state leave laws. Following our substantive presentation, we will lead a series of dynamic roundtable discussions focused on issues impacting your workplace.

Blog Post
By Lisa M. Koblin and Lauren F. Schoeberl

The coronavirus pandemic has created myriad grey areas and confusion for even the most agile and adaptive employers. Business owners and managers attempting to adapt to the “new normal” face daily questions and concerns about employee leaves and benefits related to COVID-19, which are impacted by ever-changing government guidance, executive orders, and employment laws.