New Jersey Employers

U.S. DOL Slices Out More of Affirmative Action and Leaves DEI experts with an Enormous Opportunity

October 13, 2026Connecticut Employers, Federal Employment Developments, Harassment/Discrimination, New Jersey Employers, New York City Employers, New York Employers

The face of "affirmative action" further changed for federal government contractors as of September 21, 2026. Notwithstanding the elimination of Executive Order 11246 in January 2025, federal government contractors cont... Read More..

New Trend of AI Boosted Complaints Adds Complexity to Workplace Investigations

September 10, 2026Connecticut Employers, Employee Relations, New Jersey Employers, New York City Employers, New York Employers, Tri-State Employers, Workplace Investigations

Back in fall 2026, it was just the start of a trend - a few employee complaints I was investigating that had exploded in length thanks to telltale signs of an “AI-boost”. Fast forward nine months and not on... Read More..

Workplace Investigations: Was that Comment a Compliment – or an Insult?

August 18, 2026Employee Relations, Harassment/Discrimination, New Jersey Employers, New York City Employers, New York Employers, Tri-State Employers, Workplace Investigations

How does emotional pain impact the way employees perceive their workplace interactions? How well does anyone block it and where does it seep through? Read More..

Federal Contractors Should Take Seriously Newest Trump Executive Order on DEI

April 13, 2026Connecticut Employers, Employer Notice Requirements, Federal Employment Developments, Harassment/Discrimination, HR Policies, New Jersey Employers, New York City Employers, New York Employers

Fourteen months after launching a full-throttled attack on diversity, equity and inclusion initiatives (DEI) as “unlawful,” which prompted multiple lawsuits, injunctive actions, and stalled enforcement initiatives, the T... Read More..

Workplace Investigations: Why Investigate?

March 31, 2026Connecticut Employers, Employee Relations, Harassment/Discrimination, HR Policies, New Jersey Employers, New York City Employers, New York Employers, Workplace Investigations, Workplace Training

Workplace investigations are not - or should not be - simply about helping an organization limit or avoid liability. The simple act of conducting an investigation cannot achieve that. Why? Because the investigation can only reveal whether there is... Read More..

Even if Unintended, Businesses Can Be Liable for Discrimination in New York and New Jersey

March 12, 2026Harassment/Discrimination, New Jersey Employers, New York Employers

Countering a Trump Executive Order issued last spring, New York and New Jersey have each declared that the states’ laws against discrimination prohibit both overt, intentional discrimination, and behaviors that have the effect of discriminating ag... Read More..

New and “Improved” NYS Trapped at Work Act Lets Employees “Take the Bag and Run”

February 19, 2026Connecticut Employers, New Jersey Employers, New York City Employers, New York Employers

Employers that invest in their employees – with sign-on bonuses, relocation assistance, visa or green card sponsorship, or tuition reimbursement programs – want to ensure that the favor is returned, that the employee will stay for some period of t... Read More..

Sick Time Laws Go Way Beyond Illness

February 19, 2026Connecticut Employers, Employee Relations, Employer Notice Requirements, HR Policies, New Jersey Employers, New York City Employers, New York Employers, Paid Leave Time, Sick and Safe Leave, Tri-State Employers

It all started in San Francisco. Twenty years ago, the city passed the first law requiring private employers to grant employees a bank of sick days that they could use when they were ill or injured. Over time, that manda... Read More..

Workplace Investigations: Don’t Overlook the Closeout Meeting

February 4, 2026Connecticut Employers, Employee Relations, Employer Notice Requirements, HR Policies, New Jersey Employers, New York City Employers, New York Employers, Workplace Investigations

A workplace investigator’s role may end upon reaching factual findings, but the work of the investigation should not. Procedurally, at that point the complaint-handling process is only half done. Four more stages need to be followed before the m... Read More..