In one of our original posts, which is reprinted below, we discussed the importance of an employee handbook in protecting a business. As readers of this blog are aware, employment laws are constantly changing and implementing and updating, as necessary, a business’s employee handbook helps ensure compliance the law and reduces the risk of liability. Given the recent changes to employment laws, the importance of a handbook in protecting a business cannot be overstated and the five reasons listed below remain as applicable, if not more so, as they did in the past.Read More
Sexual harassment claims continue to dominate headlines and remain at the forefront of social awareness. As is apparent from the news, social media, and the #MeToo movement, many women have been exposed to sexual harassment at work.
Sexual (or any unlawful) harassment can be devastating to a business. It erodes employee morale and productivity, negatively impacts employee retention, and exposes a business to significant liability and legal costs.Read More
Terminating an employee is something most, if not all, business owners will need to do at some point. While employment in the United States is "at-will," anti-discrimination and other similar laws do make some reasons for termination unlawful. Employers that do not properly plan for terminations expose themselves to needless claims. Fortunately, there are steps that employers can take to minimize the risk of facing a wrongful termination claim.Read More
When starting a business, choosing the type of entity for that business is a crucial decision. That decision can affect the business owners taxes, liability for business obligations, and the management of the business. Given the possible legal and tax consequences of this decision, it is one that should be made with the advice and counsel of a both a lawyer and a tax professional. Highlights of the features of several types of business entities are noted below.Read More
During the application stage of the hiring process, New Jersey prohibits employers from making certain pre-employment inquiries of an applicant. For example, in an advertisement for a job opening or during an interview, employers cannot express any limitation, specification, or inquire about, an applicant's:Read More
Most employers understand that they should implement an employee handbook containing written employment and human resources policies. Unfortunately, many small and medium sized businesses delay implementing a handbook either due to mistaken concerns of cost, a sense that implementation of a handbook can be delayed, or a feeling that one is unnecessary because their workplace is very congenial. Such employers are missing out on very valuable advantages that handbooks create in the workplace. Five of these are outlined below.Read More