Shain v. Hel Limited, et al., 2012 WL 671922 (App. Div. Mar. 2, 2012): The Appellate Division affirmed the dismissal of a plaintiff’s hostile work environment claim under the NJLAD. The plaintiff, employed as a salesman, discovered alleged anti-Semitic comments about the plaintiff contained in a single email between a supervisor to another supervisor, and alleged that the email created a hostile work environment. The Appellate Division found the comments were not sufficiently “severe” because: the comments were not made to the plaintiff’s face directly; the plaintiff only became aware of the email after he retrieved an email through the company database; the comment was not made by the plaintiff’s ultimate supervisor; and the supervisor who made the comment was promptly reprimanded and apologized to the plaintiff for the comment.
The Beltway Buzz is a weekly update summarizing labor and employment news from inside the Beltway and clarifying how what’s happening in Washington, D.C. could impact your business.
The New Jersey Department of Labor and Workforce Development (NJDOL) published its long awaited, final “ban-the-box” regulations today, which take effect immediately. The final regulations, and the NJDOL’s comments to the regulations, clarify the following issues regarding New Jersey’s Opportunity to Compete Act (OTCA).
In 2006, a federal district court allowed to stand a verdict for $22.5 million in favor of a cardiologist who sued a hospital and a department chairman after a five-month suspension of his cardiac catheterization lab (cath lab) and echocardiography privileges. See Poliner: A Texas-Sized Credentialing Verdict for Physicians, at (http://www.medlawblog.com).