Posts by Hanan Isaacs
Beyond Newburgh: Obligation of NJ Divorced Parents to Pay for Shared Kids’ College Tuition and Other Expenses
In 1982, the NJ Supreme Court in Newburgh v. Arrigo ruled on a number of issues pertaining to divorce and remarriage, including the obligation of both parents to contribute to the cost of their children’s higher education. Since Newburgh, NJ trial and appellate courts have considered various aspects of financial obligations of parents to their adult children.
Read MoreSocial Media and Employer Restrictions: Crossing the Line in NJ Could Get You Fired
Everyone uses social media. Many businesses enjoy free publicity via Facebook, Twitter, and Instagram. Many employees make their private lives public on social media platforms available to anyone with a computer or smartphone. This may never become a problem, but when an employee violates the employer’s prohibitions or restrictions on social media use, there could be trouble in River City.
Read MoreA Surprisingly Strong Case for NJ Palimony
In 1976, in Marvin v. Marvin, the California Supreme Court ruled that actor Lee Marvin was financially obligated to support his live-in lover indefinitely, regardless of the fact they had never married. The term palimony was coined by one of the attorneys on the case. Today, while many New Jersey couples cohabit without the benefit of marriage, the law has evolved to protect the financially vulnerable partner when these relationships end, just as if a lawful marriage existed.
Read MoreNo-Fault Divorce in New Jersey: What Does It Mean? How Does It Work?
If a divorce is in your future, you will most likely get a no-fault divorce. A no-fault divorce means that no one needs to be blamed for the break-up of the relationship. It doesn’t mean the divorce is without any conflicts or disagreements. It also doesn’t mean there won’t be any litigation. Unless the parties…
Read MoreWhat is the NJ Employer’s Obligation to Prevent and Reduce Violence in the Workplace?
For employers, prevention begins with identifying potentially violent people in the workplace. The U.S. Occupational Safety and Health Administration (OSHA) provides guidelines for employers to prevent and reduce workplace violence. Among the red flags OSHA Guidelines identify is when a worker is charged with Domestic Violence.
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