Fox v. Millman, No. A-5905-07T3 (App. Div., July 15, 2010) – In a trade secrets case, the Appellate Division recently held it was appropriate to submit the defense of laches to a jury, even though the statute of limitations had not yet expired. The employee’s former employer brought claims against her current employer for unlawfully plundering confidential and proprietary information and trade secrets. The court determined that the former employer was aware of its potential claims at least four years before it sued, but failed to put the current employer on notice, thereby restricting the current employer’s ability to reduce or eliminate its potential liability. Accordingly, the current employer was entitled to submit the defense of laches to the jury. The court reiterated that the defense is only available to a party who has acted in good faith.
On March 6, 2015, the City of Trenton entered into an agreement with six New Jersey business associations to suspend enforcement of its paid sick leave ordinance pending an April 9 court hearing on the business associations’ application for a preliminary injunction. Trenton’s sick leave ordinance, passed by voter referendum late last year, was scheduled to take effect on March 4, 2015.
An Insider’s Look at California’s New Gender Identity Regulations: Restroom Access, Pronoun Preference, and More
Regulations drafted by California’s Fair Employment and Housing Council addressing issues related to gender identity will become effective July 1, 2017. These first-of-their-kind California regulations will seek to do what other council regulatory projects have also attempted to do: provide information beyond the legislative language and case law rulings that emphasizes California’s strong commitment to protecting employee rights while also providing guidelines for employers to comply with the law and provide a safe and fair workplace for all Californians.
U.S. Citizenship and Immigration Services (USCIS) announced a last-minute delay of the new export control attestations on Form I-129 on December 22. Originally scheduled to take effect on December 23, the new attestation would require employers seeking to sponsor foreign nationals for employment in H-1B, H-1B1, L-1 and O-1 visa categories to certify compliance with