On June 28, the Senate introduced a bill (S2164) amending New Jersey’s existing statute (N.J.S.A. 34:8-68) pertaining to employee leasing companies. The current statute sets forth the various responsibilities and obligations for an employee leasing company and the provisions that must be included in an employee leasing agreement. Among other things, the proposed amendments: (1) establish a limited registration process for employee leasing companies domiciled and licensed in another state; (2) clarify that an employee leasing agreement shall not affect, modify or amend any contractual relationship or restrictive covenant between a covered employee and a client company, and that an employee leasing company shall have no responsibility or liability stemming from such a contractual relationship; (3) clarify that when a client company requires a covered employee to be licensed, registered, certified or undergo a criminal background check, that the covered employee is deemed solely an employee of the client company, and not an employee of the employee leasing company, for those purposes; and (4) provide that a client company, not an employee leasing company, is responsible for workplace safety issues and policies.
Court Finds Jury Must Weigh The Evidence To Determine If Company Is Liable A federal appellate court recently held that a jury must determine whe-ther a single act is sufficient to support a worker’s hostile work environment claim. According to the court, “a single act can create a hostile environment if it is severe enough
Employer’s Failure To Timely Challenge Withdrawal Liability Waived Its Right To Object Under the Multiemployer Pension Plan Amendments Act (MPPAA), an “estimate” of withdrawal liability, accompanied by a payment schedule and demand for payment, triggered an employer’s obligation to pay. It also triggered the running of the 90-day deadline for seeking review of the liability
“There’s a DOL Investigator at My Place of Business … What Do I Do?” Five Tips on How to Deal When the DOL Comes Knocking
Every year, the Wage and Hour Division of the U.S. Department of Labor and its state counterparts (which we will collectively refer to here as the “DOL”) amplify their efforts to enforce wage and hour laws, such as the Fair Labor Standards Act, the Davis-Bacon and Related Acts, the McNamara-O’Hara…..