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US 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.
Read MoreHow to Successfully Co-Parent After Finalizing Your NJ Divorce?
For many divorcing parents, the idea of co-parenting seems a remote possibility indeed. However, any good family lawyer will tell you this: the factor that best predicts successful child-based outcomes in a divorce context is for both parents to act in the best interests of the child. In an ideal world, divorce would not exist. In the real world, divorcing parents should think creatively about how to continue to co-parent effectively. Your children’s lives and future happiness literally depend on it.
Read MoreIn NJ, May an Employer be Liable for a Wrongful Fitness-for-Duty Exam?
In New Jersey, an employer has the right to order an examination for an employee they reasonably believe may not be healthy enough to perform their job properly and safely. This examination, called a “fitness-for-duty” test, is allowed if the employer has a reason to believe the employee, for reasons of health, may not be able to perform their job, or may constitute a direct threat to the safety of self or others in the workplace.
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