On June 30, 2014, the New Jersey Legislature passed a bill (S1440) that would add unemployed applicants to the growing list of protected classes under New Jersey law. First referenced in the March 2014 issue of the New Jersey eAuthority, the bill would prohibit an employer from discriminating against applicants based on their present or past unemployment. The initial bill was amended by the Senate Labor Committee in March to clarify an employer’s right to research an applicant’s employment history, and also to confirm that there is no private cause of action available under the law. (Violations of the proposed law would instead result in fines of $1,000 for a first offense, $5,000 for a second offense, and $10,000 for a third offense.) The bill is now before Governor Christie for his consideration.
In 2019, general counsels can expect the debate to rage on over the Occupational Safety and Health Administration’s (OSHA) proposal to rescind the requirement that large employers electronically submit information from OSHA Forms 300 and 301, which contain individual employees’ private medical history data.
Building Information Modeling (BIM) is changing the way construction projects are delivered.
Legislation prohibiting discrimination on the basis of gender identity is popping up all around the country. From California’s Senate Bill 703 prohibiting state agencies from entering into certain contracts with contractors that discriminate between employees on the basis of gender identity in the provision of benefits, to the proliferation of cities and counties with nondiscrimination ordinances that protect transgender employees, more employers may be facing gender identity issues in the near future.