News & Events

New Jersey Employment Law Updates, Whistleblower and Social Media

Mar 27, 2017 in Articles by

Partner Stefani Schwartz completes her updates on New Jersey Employment Law in the final section of this four part series.  For additional information on Whistleblower and Social Media policies and procedures, please contact Ms. Schwartz. Whistleblower Litigation  New Jersey Employers should be aware of potential changes to whistleblower litigation. Assembly Chairman John McKeon introduced a bill, which would bar public entities and public employees from entering into confidential settlements of whistleblower lawsuits. This bill would mandate that such settlements would constitute public records.  This bill was introduced after  the state settled a whistleblower lawsuit for $1.5 million dollars. A former Hunterdon County Assistant Prosecutor claimed that he was fired for alleging that Governor Christie’s administration “dismissed an indictment because it involved supporters of the Governor.” McKeon stated “It’s disturbing that someone who uses the whistleblower law to truthfully speak out against wrongdoing can be stifled when the matter is resolved.” Social Media and Employment Law Social media has greatly changed the workplace and has given employers “unprecedented access to their employees’ off-duty activities.”  Some employers screen employees through social media platforms. Social media is also a concern to employers because it has created opportunities for employees to harm a company’s image and to disclose confidential information. Employers should be aware of the limits that the law places on an employer’s ability to monitor employees. In New Jersey, employers cannot require prospective or current employees to disclose their social media information such as their username, password, or other login information for any of […]


How Old is Too Old?

Jan 31, 2017 in Articles by

Some may say you are never too old. A recent case brought before an Appellate Court will have considerable impact for employers contemplating job actions and general employment policies and practices. In the case the Court ruled on a previously allowed subgroup for the ADEA (Age Discrimination and Employment Act.). Old is now divided into Old and Older. Employers routinely try to work within the magic phrase “40 and over” when dealing with reductions in force, policies and practices.


A Desire to Know is Not a Right to Know

Jan 30, 2017 in Articles by

School Districts are faced with the challenging task of complying with the Open Public Records Act (OPRA), that favors releasing information as long as it does not violate a person’s privacy and not releasing information that may lead to a student being identified under the Family Educational Rights Privacy Act (FERPA).




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