A New Jersey federal court recently held that a six-year, not a two-year, statute of limitations applies to claims under the New Jersey Wage Payment Law, N.J.S.A. 34:11-4.1, et seq., that section of the New Jersey wage and hour law that regulates administrative responsibilities for New Jersey employers, including time and mode of payment, paydays, payment by direct deposit, lawful deductions, and wage and hour records. Meyers v. Heffernan, 2014 WL 3343803 (D.N.J. July 8, 2014). This contrasts with other provisions of the wage and hour law, such as the minimum wage and overtime provisions, which are governed by a two-year statute of limitations.
The Beltway Buzz is a weekly update summarizing labor and employment news from inside the Beltway and clarifying how what’s happening in Washington, D.C. could impact your business.
On November 15, the New Jersey Department of Labor issued proposed new regulations intended to incorporate changes in the law necessitated, for the most part, by P.L. 2010, c. 37 (formerly S1813), the passage of which was discussed in the July 2010 issue of the New Jersey eAuthority.
In the previous two posts of this three-part series (here and here), I discussed the often hidden but real cost of continuing to employ problematic employees, and why this problem is so widespread. In this post, I’ll talk about how HR can help by replacing a compliance enforcement paradigm with…..