On October 1, 2013, the “New Jersey Security and Financial Empowerment Act” (NJ SAFE Act) becomes effective. This law provides new leave rights to victims of domestic violence and sexual assault, and creates additional notice obligations for New Jersey employers. A detailed summary of the law, which applies to public and private employers with 25 or more employees, is available here. One of the many requirements under the law is that employers must conspicuously display a notice of employees’ rights and obligations under the Act, in a form to be provided by the New Jersey Department of Labor and Workforce Development. That notice is now available here, and must be posted in all covered New Jersey workplaces by October 1.
When it was formally announced in the Federal Register in December 2004, the U.S. Department of Labor (DOL) projected that permanent labor certifications filed using the Program for Electronic Review Management system (PERM) would take 45 to 60 days to process, unless the case was subject to an audit. During the first several months of
The Supreme Court of the United States has allowed federal agencies to interpret ambiguities in their implementing statutes and directed courts to defer to agency expertise when deciding cases. (Who, after all, knows a statute better than the agency from which it sprang?) This doctrine, known as “Chevron deference” after…..
The New York State Department of Labor (NYSDOL) recently proposed amended regulations that would significantly alter the salary levels for some executive and administrative exempt employees, as well as alter the permitted tip credits and uniform maintenance pay for New York hospitality employers. Just in time for the new year, the NYSDOL adopted the proposed regulations and released the final orders, which will be effective as of December 31, 2016.It also issued FAQ guidance on the increased minimum wage level levels.