A safe and efficient workplace is essential to best attract, maintain and successfully manage employees. Achieving a hostile-free and productive work environment requires not only successful courtroom litigation, but the application of legal experience and skill in the development of preventative measures designed to effectively head-off potential problems that can lead to litigation.
At Hoagland Longo, our responsibility is to ensure our clients make the best employment decisions possible. To achieve that goal, our Labor and Employment Law Department provides a comprehensive, or "wraparound," approach in rendering effective, trustworthy legal services. We have earned a reputation for success within the various courts and among the many municipal branches of government, private businesses and the insurance communities we serve. Our recognized commitment to excellence, both in and outside the courtroom, has yielded successful, cost-effective results for our clients within the courts of the United States, New Jersey State Courts and the New Jersey Administrative Courts and New Jersey State Agencies.
While necessary, courtroom litigation appearances represent only a small part of the legal services that clients should expect from your attorneys. We recognize that to accommodate an employer's personnel interests, all aspects of the employer/employee relationship must be addressed. It is here that our unique, wraparound, approach is so effective. Practice areas and subjects of representation rendered in the accomplishment of this legally comprehensive approach to the strategic objectives of our clients encompass, but are certainly not limited to:
On October 29, 2018, the New Jersey Paid Sick Leave Act (N.J.S.A. 34:11D-1 et seq.) went into effect. This law preempts all local laws regarding paid sick leave. Under the New Jersey Paid Sick Leave Act, employers must provide employees with one hour of paid sick leave for every thirty hours worked, up to forty hours per benefit year.
In labor and employment law cases, a successful plaintiff may be entitled to monetary damages including several years of front pay and/or back pay, in addition to other economic and non-economic damages. But what are the tax implications for a plaintiff who receives such a lump sum award?
The #MeToo movement sparked in the wake of the Harvey Weinstein sexual assault allegations has led policymakers to reconsider the propriety of non-disclosure agreements (NDAs) in employment contracts. Many employers seek NDAs as a condition of settling sexual harassment and other employment discrimination cases. But critics charge such agreements only serve to silence victims and protect companies from public scrutiny of their employment practices.