Origin story about Hanan Isaac's interest in law and legal career: What started him on a path that led to Compassionate Counsel and Tough Advocacy? Its content may surprise you!
An introduction to Hanan M. Isaacs, P.C., now Kingston Law Group, and our approach to the law here in New Jersey. We provide legal support during times of personal crisis and transition when you are moving through a divorce or having problems with your employer.
Video testimonials from our satisfied clients.
We provide legal support when your family is in crisis. This includes all aspects of your divorce here in NJ including alimony, child support, and child custody.
Here in NJ, we use a set of guidelines to start the discussion and negotiation of child support and child custody. This video explains how we can help you understand how the guidelines apply to your particular situation.
Yes, after your divorce you may need to revisit your child custody agreements. Relocation due to work or for family can require a move. If you are looking to relocate your child out of state, or to challenge a planned relocation, this is a good place to start.
In this video, attorney Hanan Isaacs discusses New Jersey’s property division laws, which split a couple’s assets and debts equitably after a divorce. In a divorce each asset of your life will be discussed including property, valuables and financial accounts.
New Jersey Divorce and Family Lawyer Misty Velasques discusses her extensive experience working with clients in Princeton and surrounding areas. Working with clients is a professional passion of Ms. Velasques. She will work diligently with you to ensure you are protected through the process and you can start to build your new future.
Are you allowed to discuss your salary with fellow employees? Can a potential employer ask you “how much do you make?” In NJ, we do not have a salary law like New York does.
Are you allowed to discuss your salary with fellow employees? Can a potential employer ask you “how much do you make?” In NJ, we do not have a salary law like New York does.
Are you allowed to discuss your salary with fellow employees? Can a potential employer ask you “how much do you make?” In NJ, we do not have a salary law like New York does.
Many companies have strict procedures when you are fired. Often, during the discussion of the dismissal, your access is shut down as you talk. You lose all access to your own business contacts and systems. Additionally, in many instances, you are escorted to your workspace or office with a box to gather your personal items and then escorted to the front door. Mr. Isaacs explains that this instantly establishes a feeling of shame in the employee. They feel as if they are not trusted.
If your company is open on a religious holiday that you observe, what should you do? If you ask for the day off and your boss objects, how do you move forward?
Salary negotiations are obviously a two-way street with each party (employee and employer) wanting to keep their cards close. However, a potential employee needs some idea of salary before applying and wasting his/her time if the current range is far below their current level of compensation.
Does a non-compete expire if you are fired, the position is terminated, or you are laid off? The simple answer to this question is, “it depends.”
When you accept a job without a contract or union, here in New Jersey you are “hired at will.” Most employees fall into this category. What does this mean? Simply put, you serve at the pleasure of your supervisor.
When you do not work in a union environment, you are considered an at-will employee. You may have heard the phrase that you “serve at the pleasure of your supervisor.” This means that your employer can dismiss you for any reason as long as it is legal. You can be dismissed if your boss does not like you or because you have a bad sense of humor. However, they cannot fire you for a discriminatory reason such as race, gender, religious affiliation, age, and sexual orientation.
“You’re On Your Own,” Essential Workers are being told, The New York Times, April 20, 2020
Unemployment is one of the many consequences of Covid19. Usually, when you are fired, you file for unemployment insurance and if you are eligible, available, and able-bodied for work – you can collect for a certain amount of time, typically 25 weeks. What has happened to unemployment issuance with COVID19?
Who are unemployment benefits for? Who can collect? What is included in Worker’s Comp Benefits? What is considered a disability?
This complex topic includes how does a company legally extend job offers, can companies require testing, and more in this environment.
A discussion involving the interplay of Worker’s Comp, Disability and Unemployment Benefits
Hanan Isaacs discusses
What is severance and do you always have the right to receive it when you leave a job. Should you sign a severance agreement? Learn here about your rights and your options
This complex topic includes how does a company legally extend job offers, can companies require testing, and more in this environment.
When your employer puts you on a performance improvement plan, it is time to start searching for a new job. These plans, also know as PIPs, are usually to ensure that when you are fired, you do not have grounds to sue the company for discrimination or another issue.
You have rights to paid sick leave under both federal and state laws including FMLA (Family and Medical Leave Act). You can use the allotted time all at once, or even just a day at the time. Find out the details of Paid Sick Time in this video where Hanan also addresses your rights
What is a non-compete? When you sign a non-compete to get a better job, you may not think this is going to cause a problem. But, years later, when you want to leave that job and still work in the same field, you might not be allowed to. Learn here what should know about non-compete
What is a fitness for duty exam? If your employer thinks that “something is wrong” they may want you to go through a physical, psychological evaluation, or even a drug test. Learn your legal rights.
Here in NJ, an employer can ask you to submit to a drug test. However, it has to be related or relevant in some way to the job. Learn here about reasonable and unreasonable requests and also how the law is changing now that marijuana is legal in some places.
Employees’ electronic communications created on company-issued computers, iPads, phone: Privacy issues?
When you are called into a disciplinary hearing, typically you are not allowed to bring a lawyer so it is critical you are prepared. You need to fully understand your contract, employee handbook, and also state and federal laws.
What is an arbitration clause? Should you sign one to get a job? These contracts are not allowed in the areas of discrimination, retaliation, and harassment – but could be legal in other areas.
New Jersey has some of the most protective laws for employees in the country. In this video, Employment Attorney Hanan M. Isaacs explains how to handle illegal interview questions related to age, religion, and family plans.
As a worker in NJ, you have the right to a peaceful and safe environment. This should be free of bullying and harassment. Your employer also has the responsibility to provide you with reasonable accommodations for disability and time off when medically required.
New Jersey law puts a heavy burden on employees seeking unemployment benefits. If you have been accused of misconduct, it is important to work with an attorney.
New Jersey employers cannot fire you for discriminatory reasons. If you are facing termination, make a record of your employer’s actions and speak to a lawyer.
Whistleblowers have a number of powerful protections from employer retaliation. If you have reported wrongdoing and find yourself in uncomfortable or unfair situations by colleagues and supervisors, you have rights.
If you live in NJ, you have the right to work for a company that is going to treat you appropriately. When you are treated illegally, you may be entitled to financial compensation for emotional damages. My years of experience can work for you if you have been sexually harassed, retaliated against for reporting illegal activity, or wrongfully