Hancock, et al. v. Borough of Oaklyn, et al. – Appellate Division’s reversal of the grant of counsel fees for this successful defendant/employer highlights the difficulty employers have in recouping litigation costs even when defending suits with little merit.
Norris v. Harte-Hanks, Inc., et al. – The Third Circuit ruled that Pennsylvania employment law, not New Jersey’s, governs in diversity action brought in New Jersey. The plaintiff was employed in Pennsylvania, even though she performed some work in New Jersey, lived in New Jersey, and claimed wrongful discharge based on whistle-blowing about alleged fraud committed by a subcontractor in New Jersey.
The expungement process is available to residents and/or non-residents of the State of New Jersey and an individual may expunge one or more petty disorderly persons offenses and/or indictable offenses from their criminal history.
The U.S. Sentencing Commission has promulgated new guidelines for Chapter Eight of the Federal Sentencing Guidelines which deal with Organizations.
The New Jersey Supreme Court will consider the issue of whether a restrictive covenant in a physician’s employment agreement is enforceable.
The American Jobs Creation Act of 2004 will allow certain relief to taxpayers who receive settlements or court awards in employment discrimination cases. This legislation is meant to deal with an issue which has been the subject of differing decisions in the Federal Appeals Courts.
The New Jersey Senate has passed bill (S-1886) that enhances the rights and remedies of employees who disclose or refuse to participate in fraudulent employer practices pursuant to the Conscientious Employee Protection Act (CEPA), New Jersey’s “whistleblower” statute.
The problem of employee theft cuts across all industry and product barriers and has a particularly devastating effect on small businesses, who are the worst victims of this phenomenon.
Citgo Asphalt Refining Co. v. The Paper, Allied-Industrial Chemical, and Energy Workers Intl. Union Local No. 2-991 – A Third Circuit panel reversed the District Court’s confirmation of a labor arbitrator’s decision that CITGO’s zero tolerance drug abuse policy was unreasonable because it did not offer a second chance or rehabilitation opportunities to an employee who tested positive on a random drug test.
Governor McGreevey signed legislation that requires New Jersey employers to annually notify their employees of their rights under New Jersey’s Conscientious Employee Protection Act (CEPA).
