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On December 29, 2014, Governor Andrew M. Cuomo signed into law Assembly Bill 8106-C amending the New York Wage Theft Prevention Act ("the WTPA").

On January 7, 2014, the New Jersey Appellate Division rejected a constitutional challenge to New Jersey’s recent law that restricts employers from publishing job advertisements that require applicants to be currently employed in order to be considered for the position.

On February 7, 2013, three New Jersey Senators introduced "The Opportunity to Compete Act".

On March 17, 2014, the state Senate Labor Committee approved a bill (S.1440) that would make it unlawful for New Jersey employers to discriminate against the unemployed.

On April 22, an NLRB Administrative Law Judge concluded that four provisions of Kroger Co. of Michigan’s Online Communications Policy violate Section 8(a)(1) of the National Labor Relations Act (the "Act") because the provisions are overly broad limitations on employees’ right to communicate regarding the terms and conditions of their employment.

The National Labor Relations Board (NLRB or Board) has issued a notice of proposed rule-making to enhance employees' free choice during elections to certify or decertify a union.

On February 18, the New York City Commission on Human Rights issued new guidance stating that company policies that ban, alter or otherwise restrict hairstyles may constitute racial discrimination in violation ...

As we have previously addressed here and here, the City of Jersey City recently became the latest jurisdiction to mandate paid sick leave for all employees of companies with at least 10 workers

The National Labor Relations Board recently signaled that it will follow acting general counsel Lafe Solomon’s directives aimed at invalidating broad social media policies.

Effective December 1, 2013, employers must comply with New Jersey’s Social Media Privacy Law.

On February 26, 2018, the Second Circuit Court of Appeals joined the Seventh Circuit in ruling that Title VII of the 1964 Civil Rights Act prohibits discrimination on the basis of sexual orientation.

In a recent decision, Spearman v. Donahoe, the United States District Court for the District of New Jersey reinforced the notion that a job transfer or shift change that does not materially impact conditions of employment cannot constitute an adverse employment action.

On March 1, 2011, the United States Supreme Court held in "Staub v. Proctor Hospital", No. 09-400, 2011 U.S. LEXIS 1900 (Mar. 1, 2011), that an employer can be held liable for discrimination where an adverse employment decision is influenced by a supervisor's discriminatory intent, even where the ultimate decision maker had no discriminatory animus.

On June 23, 2015, the Supreme Court of New Jersey affirmed the Appellate Division decision, thereby preserving the criminal charges against Saavedra.

The United States Supreme Court recently ruled that under the Federal Arbitration Act courts could not invalidate class waivers in arbitration agreements merely because the cost of an individual’s claim would exceed any potential recovery.

The United States Supreme Court recently reaffirmed a long-standing rule that an arbitrator must decide the validity of the terms contained in any employment contract or agreement containing a valid arbitration clause.

In 2011, the National Labor Relations Board (the "Board") published a final rule mandating that all employers subject to the National Labor Relations Act ("NLRA") post a notice to employees advising them of their rights under the NLRA, including the right to unionize, and listing the Board’s contact information and enforcement procedures.