You searched for: Human Resources Counseling & Compliance
General Search Results:
09.22.2026HR Tip of the Week: Impactful Anti-Harassment TrainingAs HR professionals know, a little humility and a dose of workplace reality are key ingredients for effective anti-harassment training. This week’s HR Tip looks at how relatable examples can make required training meaningful and impactful
01.20.2026New Jersey Small Employers – Get Ready To Provide Your Employees With 12 Weeks Of Job Protected Leave!On January 17, 2026 Governor Murphy signed into law amendments to the New Jersey Family Leave Act (NJFLA). The NJFLA allows eligible employees to take 12 weeks of job protected leave per year to bond with a newborn baby or to care for a family member with a serious health condition. The amendments lower eligibility requirements making most employees eligible for leave.
03.28.2025“Unlawful DEI” Explained (Or Not) By New EEOC GuidanceOn January 20, 2025, the Trump Administration executed Executive Order 14173, entitled “Ending Illegal Discrimination and Restoring Merit-Based Opportunity.” The Order instructed the federal government to combat “illegal private-sector DEI [Diversity, Equity, and Inclusion] mandates, programs, and activities.” The Equal Employment Opportunity Commission (EEOC) enforces federal anti-discrimination laws which make discrimination and harassment based on race, religion, national origin, age, disability, and sex unlawful, which are referred to as protected categories. In furtherance of the Executive Order, on March 19, 2024, the EEOC issued guidance to explain and identify unlawful DEI.
12.18.2024UPDATE - New Jersey Employers Need To Start Preparing For The New Pay Transparency Law's June 1, 2025 Effective DateOn November 18, 2024, New Jersey Governor Phil Murphy signed into law, Senate Bill 2310, making it the eleventh state to enact a pay transparency law. On June 1, 2025, when the new law goes into effect, certain New Jersey employers will be required to disclose their hourly wage or annual salary pay ranges and general benefit information for each job posting/advertisement. The new law will also require employers to make “reasonable efforts” to advise current employees of promotional opportunities within their organization.
10.22.2024Brigette Eagan to Present “Employee Handbook Do’s and Don’ts” Webinar for NJICLEGenova Burns Partner Brigette N. Eagan, Esq. to present “Employee Handbook Do’s and Don’ts” for the New Jersey Institute for Continuing Legal Education on October 30th. Join Ms. Eagan for a seminar helping employers learn how to draft an effective employee handbook, learn what the courts have said on pertinent issues and get practical tips on avoiding liability.
07.17.2024Brigette Eagan To Present On NJBIZ Artificial Intelligence Panel Genova Burns Partner Brigette N. Eagan, Esq. will be participating on a NJBIZ Artificial Intelligence panel which will take place virtually on July 23rd from 1 - 2:30 pm. This panel discussion promises to be an enlightening conversation on leveraging AI to drive business success. Don't miss this opportunity to gain valuable insights from industry leaders on how AI can transform your business.
03.05.2024With Great Caution and Deference New Jersey Courts Leave Decisions Resulting From Internal Grievance Proceedings of Universities UndisturbedOn February 16, 2024, in a published decision in Chee Ng, PH.D., v. Fairleigh Dickinson University, the New Jersey Appellate Division granted summary judgment in favor of the University against a former tenured professor who disagreed with the findings of his termination hearing. The court left the University’s decision to terminate the professor undisturbed because it is well settled that Universities have the freedom to decide who to hire, promote, or retain. A University’s – whether public or private – grievance process is entitled to deference.
02.28.2024Twist & Shout: Supervisor’s Termination for Shouting Match With Subordinate Upheld Despite Alleged Whistleblowing ActivityOn February 16, 2024, the New Jersey Appellate Division in Ugarte v. Barnabas Health Med. Group, upheld the dismissal of a whistleblowing claim filed by a former supervisor. The Court affirmed the trial court’s decision dismissing the employee’s claim under the Conscientious Employee Protection Act (CEPA), finding that she was properly terminated for mistreating her subordinate. Ultimately, the supervisor could not establish a retaliation claim because there was no causal link between her termination and reporting HIPAA concerns.
02.05.2024Consistent Documentation Of Poor Performance Defeats Employee's Age Discrimination Claim On January 9, 2024, in Krassowski v. Bloomberg L.P., the New Jersey Appellate Division unanimously affirmed a trial court’s grant of summary judgment in favor of an employer that had well-documented proof of an employee’s continued failure to meet the expected level of performance for his role. The court found that the employee’s age discrimination suit faltered as he failed to demonstrate age played a role in his termination.
This website uses cookies for site operation, security and analytics purposes, as described in our Privacy Notice and Cookie Notice. By clicking Ok, you are agreeing to our use of cookies.
OK
