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• 12.18.2024UPDATE - New Jersey Employers Need To Start Preparing For The New Pay Transparency Law's June 1, 2025 Effective Date On 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.
• 10.18.2024Pay Transparency Law Takes Big Step Forward – here’s what that means for employers New Jersey moved closer to becoming the 11th state to enact a pay transparency law on Sept. 26, when the General Assembly passed A4151/S2310, which would require certain New Jersey employers to disclose their hourly wage or annual salary pay ranges and general benefit information for each job posting/advertisement. The bill would also require employers to make “reasonable efforts” to advise current employees of promotional opportunities within their organization.
• 10.02.2024New Complaint Questions the Constitutionality of the Occupational Safety and Health Review Commission Kenric Steel, LLC, a New Jersey based steel fabrication company, filed a complaint in the U.S. District Court of New Jersey alleging that the Occupational Safety and Health Review Commission (OSHRC), an independent federal commission, should not decide whether Kenric Steel, LLC has to pay $348,000 in penalties for alleged violations of the Occupational Safety and Health Act (OSH Act). The penalty assessed includes citations for willful violations.
• 09.13.2024Retailers Face New Compliance Requirements: Violence Prevention and Panic Buttons Under New York Law On September 5, 2024, New York Governor Kathy Hochul signed into law the Retail Worker Safety Act (“Act” and “Legislation”), which in 6 months, will impose a series of new obligations on retail businesses operating in the State. Following California, which in July 2024 enacted legislation requiring retail employers to maintain a Workplace Violence Prevention Plan, New York’s new law is in response to the verbal harassments, threats of violence and physical violence to which retail workers are routinely exposed, according to the Act’s legislative history.