We recently reported that on March 21, 2020, Governor Philip D. Murphy’s Executive Order (EO) No. 107 ordered that all non-essential retail businesses close their physical locations in New Jersey until further notice effective immediately. On March 30, 2020, New Jersey expanded, for the second time, the list of essential retail businesses whose physical locations are permitted to continue operating during their normal business hours (which were originally included in EO 107’s order to close “nonessential” businesses to prevent the further spread of COVID-19).
On March 21, 2020, New Jersey Governor Phil Murphy issued Executive Order No. 107 (EO 107), which ordered all nonessential retail businesses to close their physical locations in New Jersey until further notice. Then on March 24, 2020, the state expanded the list of essential retail businesses whose physical locations are permitted to continue operating during their normal business hours.
On March 25, 2020, New Jersey Governor Phil Murphy signed Executive Order No. 110 (EO 110), which mandates the closing of all childcare centers operating in New Jersey unless they are certified as emergency childcare centers and agree to “provide child care services exclusively to ‘essential persons’ during the school closure period.”
New Jersey Governor Philip D. Murphy signed Executive Order (EO) No. 109 on March 23, 2020, suspending all “elective surgeries and invasive procedures performed on adults that are scheduled to take place after 5:00 p.m. on Friday, March 27.”
On March 21, 2020, Governor Phil Murphy signed Executive Order (EO) No. 107, requiring New Jersey residents to stay at home and closing the physical location of any non-essential retail business so long as the order stays in effect. Although their “brick-and-mortar” locations must remain closed, businesses may continue to operate their online and telephone delivery services to the extent they are licensed to do so. The order went into effect on March 21, 2020, at 9:00 p.m.
The Family and Medical Leave Act (FMLA) requires that employers provide both general notice to their employees of their rights under the FMLA and individualized notice to employees requesting or inquiring about leave. In Young v. Wackenhut Corp., 2013 WL 435971 (D.N.J., February 1, 2013), the New Jersey District Court addressed whether an employer satisfied
On November 19, 2012, the New Jersey Assembly had a second reading of a bill (A2878) that would, among other things, prohibit employers from seeking or requiring current or prospective employees to disclose their usernames or passwords for personal social networking sites, such as Facebook and Twitter. The Assembly already passed a prior version of this bill, as did the Senate.
On October 18, 2012, a bill (A3412) was introduced in the New Jersey Assembly to establish a default two-year statute of limitations for most civil actions. Significantly for employers, this would increase the statute of limitations for a defamation claim (currently one year), decrease the statute of limitations for a breach a contract claim (currently
On October 15, 2012, a bill (A3374) was introduced in the New Jersey Assembly that would require employers with five or more employees to allow their employees access to inspect and copy their personnel records up to twice a year (including up to one year following termination), within seven days of such a request. Employees who disagree with information contained in their files would be permitted to submit an explanatory statement, which would be placed in the file.
As previously reported in the July 2012 issue of the New Jersey eAuthority, several pending bills (A2919 and S2177) would require employers to provide unpaid leave to employees who are victims of domestic violence or sexual assault, or who need leave to care for certain others who are victims of such abuse. Both of these bills, known as the “NJ SAFE Act,” were amended in October.
As previously reported in the October 2012 issue of the New Jersey eAuthority, a bill (A3365) was introduced in the Assembly that would require employers, upon request, to provide prospective employees with a statement disclosing the name of the employer directing the work and paying compensation to the applicant upon accepting employment and the precise address of that employer.
As discussed at length in the June 2012 issue of the New Jersey eAuthority, a bill (S2044) was introduced in the state Senate seeking to greatly expand employers’ notice obligations under the state Family Leave Insurance (FLI) and Temporary Disability Insurance (TDI) laws. On October 15, 2012, a parallel Assembly bill (A3389) was introduced.