In January of this year, New Jersey enacted a package of laws designed to root out and punish misclassification of employees as independent contractors. One of those laws, N.J.S.A. 34:1A-1.19, which went into effect on April 1, 2020, requires all New Jersey employers to post a notice regarding employee misclassification, in a form issued by the New Jersey Department of Labor and Workforce Development (NJDOL). In May 2020, the NJDOL issued the required notice, which all New Jersey employers must post in a place or places accessible to all employees, in each of the employer’s workplaces within the state.
Well, I Know a Little About Wellness Programs: Court Finds EEOC’s Incentive Limit Unsupported, Remands to Agency
On August 22, 2017, the U.S. District Court for the District of Columbia issued its decision in the American Association of Retired Persons, Inc.’s (AARP) challenge to the wellness program regulations issued by the U.S. Equal Employment Opportunity Commission (EEOC) in 2016 relating to the incentives allowable for participation in an employee health program under the Americans with Disabilities Act (ADA) and the Genetic Information Nondiscrimination Act of 2008 (GINA).
In response to a lawsuit filed by a number of San Antonio business groups, the San Antonio City Council approved certain revisions to the city’s paid sick leave (PSL) ordinance, including renaming it the Sick and Safe Leave (SSL) ordinance. The SSL ordinance is scheduled to become effective on December 1, 2019.
Federal Court in North Carolina Tackles Associational Discrimination Claim Brought by Teacher With Disabled Son
On February 26, 2020, in the case of Schmitz v. Alamance-Burlington Board of Education, the United States District Court for the Middle District of North Carolina granted in part and denied in part a motion to dismiss claims for associational discrimination under the Americans with Disabilities Act (ADA), retaliation under the ADA, and wrongful termination in violation of public policy. In the opinion and order, the court paved the way for the plaintiff to pursue associational discrimination claims.