Similar bills pending before the Assembly (A2919) and Senate (S2177), each entitled the “New Jersey Security and Financial Employment Act” or the “NJ SAFE Act,” would require employers with 25 or more employees to provide 20 days of unpaid leave to employees who are victims of domestic violence or sexual assault within one year of the domestic violence or sexual assault. The bills would also require leave when an employee’s family or household member (per the Assembly bill) or child, parent, or spouse (per the Senate bill) is a victim of abuse. Under the pending bills, the leave time—which may be taken on an intermittent or reduced leave basis—may be taken for the employee or the employee’s family or household member: (1) to seek medical attention for, or recover from, physical or psychological injuries caused by domestic or sexual violence; (2) to obtain services from a victim services organization; (3) to obtain psychological or other counseling; (4) to participate in safety planning, temporarily or permanently relocating, or taking other actions to increase the safety of the employee or the employee’s family or household member from future domestic or sexual violence or to ensure economic security; (5) to seek legal assistance or remedies to ensure the health and safety of the employee or the employee’s family or household member, including preparing for or participating in any civil or criminal legal proceeding related to or derived from domestic or sexual violence; or (6) to attend, participate in, or prepare for a criminal or civil court proceeding relating to an incident of domestic or sexual violence.
On February 1, 2012, Governor Mitch Daniels signed into law a bill that makes Indiana the nation’s 23rd right-to-work state. The bill’s legislative supporters describe the law as “a victory for job creation and individual freedom for workers to decide for themselves if they want to financially back a union.” The bill’s supporters envision “a
The U.S. Department of Labor’s (DOL) Wage and Hour Division just delivered its proposed final revisions to the Fair Labor Standards Act’s (FLSA) Part 541 overtime regulations to the Office of Information and Regulatory Affairs (OIRA) of the Office of Management and Budget.
There was a knock at my office door. “Hello Jathan. It’s the Associate Review Committee. Do you have a moment?” Background: Every December, my law firm conducted a review process in which a committee of partners canvassed their fellow partners about the performance of associate attorneys during the year. “Did you…..