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The Bathroom Law and the New Workplace Battleground
In the spring of 2015, the U.S. Department of Labor’s (DOL) Occupational Safety and Health Administration (OSHA) issued guidelines for employers delineating the specific requirements for gender identity and the use of restrooms. Since that statement went public, there has been a trend in many corporate offices towards gender-neutral restrooms.
Read MoreParental Supervision in New Jersey: Best Interests of the Child are Paramount
In most New Jersey divorces, children spend time with both parents. In some cases, the actions, history, physical, or mental health issues of one parent may create an unsafe environment for a child, and the courts may decide that unconditional visitation is not in that child’s best interests. In such cases the court may order supervised visitation or alternative parenting time in lieu of traditional parenting time.
Read MoreUS EEOC Changes the Complaint Process: New Rights for Employees
United States law prohibits employers from discriminating against employees based on race, color, religion, sex (which could include gender identity, sexual preference, and pregnancy), national origin, age, disability, or genetic information. When an employee experiences discrimination for one of these reasons in the workplace context, that person has a right to legal recourse.
Read MoreNew Jersey Divorce: Customary Shopping or Dissipation of Assets?
When a marriage turns sour, some disenchanted spouses act out in ways that hurt the person they are divorcing. Spending down of joint marital assets is one way alienated partners can hit each other below the belt. When one spouse spends marital assets in a manner that is self-serving and significantly outside of the norm, that is called “dissipation of assets.”
Read MoreA Hard Pill to Swallow: Accommodating Religious Beliefs in NJ Healthcare
Federal Law prohibits religious discrimination of job applicants and employees by employers. Under Title VII of the Civil Rights Act of 1964 employers are required to provide a reasonable accommodation for religious those beliefs in the workplace. State law also reflects the rights of employees to avoid workplace obligations that place them in direct conflict with their sincerely held religious beliefs.
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