In Millman v. Polymer Packing, Inc., 2012 N.J. LEXIS 677 (N.J. June 20, 2012), the New Jersey Supreme Court addressed the scenario of an employer that hires an employee who brings with him a confidential customer list from his former employer. Even though the hiring employer received the confidential customer list, the court rejected a claim against that employer because, unlike the sticky-fingered new hire who knew the list was a trade secret, there was no evidence the employer had reason to think it was anything other than the employee’s personal list. The New Jersey Supreme Court further concluded that the hiring employer has no affirmative duty to undertake an inquiry as to the source of such the customer list.
As the COVID-19 pandemic enters a new phase in the United States and employees return to the workplace, some employers may need to face controversial issues regarding vaccinated and unvaccinated employees. Below are some considerations for employers as they take steps to prevent or resolve workplace disagreements regarding vaccines and other workplace safety measures to help employees focus on work.
Employers must begin using a new Employment Eligibility Verification Form (Form I-9) effective today, April 3, 2009. The new form was originally scheduled to be required on February 2, but U.S. Citizenship and Immigration Services (USCIS) delayed implementation until April 3. The new Form I-9, which can be found on the agency’s website, is dated 02/02/2009 on the lower right hand corner. USCIS also released a new Handbook for Employers that has been modified to reflect changes made to the new Form I-9 and corresponding regulations.
Mine Your Own Business? Three Neighboring Mines Don’t Meet WARN Act “Single Site of Employment” Test
When are sister corporations considered a “single employer” under the Worker Adjustment and Retraining Notification Act (WARN Act)? And when are their worksites considered a “single site of employment”?