New Jersey employers traditionally must provide certain information about new hires (name, address, date of birth, and social security number) and the company (name, address, and federal tax ID) to the State Department of Human Services. On October 16, 2013, Governor Chris Christie signed a bill (A4188) into law clarifying that in addition to reporting employees hired or re-hired by an employer, employers also must report “any other employee hired by the employer to work in the State who was not previously employed by the employer; or was previously employed by the employer but has been separated from the prior employment for at least 60 consecutive days.” The new law also requires—rather than permits—the State to share the reported information with the State’s unemployment and workers’ compensation agencies, and with any other federal or state agency deemed appropriate by the commissioner. This amendment intends to facilitate efforts to prevent improper collection of unemployment benefits.
On April 3, 2020, Michigan Governor Gretchen Whitmer signed Executive Order (EO) 2020-36, which expands the protections of Michigan’s Paid Medical Leave Act until the end of the declared state of emergency and prohibits retaliation against workers who are particularly at risk of infecting others in the workplace.
Portland, Oregon’s ban-the-box law, the Removing Barriers to Employment Ordinance, took effect on July 1, 2016. The ordinance prohibits most Portland employers from asking about an applicant’s criminal history or conducting a background check on an applicant until after a conditional offer of employment has been made.
A California Court of Appeal recently held that an arbitration agreement was unenforceable because it was unconscionably one-sided. The agreement, which was required to be signed by all job applicants, was unenforceable because it required arbitration of employment issues such as discrimination, but allowed the employer access to the courts for disputes over trade secrets and unfair competition.