Employment Law

Employment law is an area of law that deals with the legal rights and responsibilities of employers and employees in the workplace, including hiring, termination, discrimination, harassment, wages, benefits, and workplace safety.

Employees are protected from discrimination based on race, color, national origin, sex, religion, age, disability, and genetic information under federal and  state laws. These laws prohibit discrimination in hiring, promotions, pay, and other employment-related decisions.

For employers, it is crucial that you do not retaliate against an employee who claims discrimination as you can be found liable of retaliation.

New Jersey employment law often provides additional protections and benefits to employees beyond what is offered by federal laws. For instance, New Jersey has its own laws regarding family leave, minimum wage, and workplace discrimination, which may differ from federal regulations. It’s essential to understand both federal and state employment laws to fully comprehend your rights and obligations as an employer or employee in New Jersey.

The New Jersey Family Leave Act (NJFLA) allows eligible employees to take up to 12 weeks of unpaid leave in a 24-month period to care for the birth or adoption of a child, a seriously ill family member, or to address certain military family needs. To be eligible, employees must have worked for their employer for at least one year and have accumulated 1,000 base hours during the previous 12 months.

FMLA covers all private sector employers who employ 50 or more employees for at least 20 workweeks in the current or preceding calendar year – including joint employers and successors of covered employers.

Employment handbooks serve as a valuable resource that outlines the rights, responsibilities, and expectations of both employers and employees within the organization providing clear guidelines on company policies, procedures, and standards of conduct, helping to create a more organized and consistent work environment.

Well-drafted employment handbooks and policies can significantly reduce the likelihood of legal disputes in the workplace. By clearly communicating rules and expectations, employees are more likely to adhere to company standards, minimizing the risk of misunderstandings and potential violations of the law. That in turn leads to happier employees and more productive workplaces that are more attractive for recruiting and retaining the best talent.

Employment handbooks and policies should be regularly reviewed and updated to reflect changes in company practices, new laws, and evolving industry standards. We recommend reviewing your handbook annually or whenever there are significant modifications in the workplace that could affect company policies.

Singley, Gindele & Rinaldi offers this service to all our commercial clients to help prevent issues from happening, saving the expense and business disruption that can occur from unnecessary litigation and misunderstandings. As part of these reviews, we can also help ensure your business is compliant with all employment law best practices, such as record keeping and workplace signage, so you don’t need to worry about the unknown and can focus your attention on safely growing and maintaining your business.