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.
Taking Documents to Support Discrimination Claims Can Be Prosecuted As Theft, Notwithstanding Quinlan, New Jersey Appellate Division Holds
In State v. Saavedra, 2013 WL 6763248 (App. Div. Dec. 24, 2013), a public sector employee learned that he could be indicted for criminal theft for taking his employer’s highly confidential, original documents, even if his actions would have been protected in a civil suit under Quinlan v. Curtiss-Wright Corp., No. 204 N.J. 239 (2010).
Enforcement actions under the new Arizona Legal Workers Act have been put on hold until March 1, 2008. During a hearing in front of U.S. District Court Judge Neil V. Wake on Wednesday, January 16, 2008, Arizona’s 15 county attorneys agreed to wait until the end of February before prosecuting any complaints filed under the
Generally, the Family and Medical Leave Act (FMLA) provides eligible employees of covered employers with up to 12 workweeks of unpaid leave for certain family and medical reasons, with continuation of group health insurance coverage for an employee under the same terms and conditions as if the employee had not taken leave. The law also provides certain family military leave entitlements. Employers generally are required to preserve the jobs of employees on FMLA leave and to restore those employees to their positions upon expiration of the FMLA leave.