Resources

Sexual harassment is a common phrase in the workplace and most of you have likely attended countless seminars regarding behavior in the workplace and when conduct goes out of bounds.

In 1998, Linda Tripp, became one of the most famous “whistleblowers” in the United States. She was the woman who told prosecutors (and the world) about the affair between Monica Lewinsky, a Whitehouse intern, and then President Bill Clinton. In 2001, Sherron Watkins was the “whistleblower” who uncovered the questionable accounting practices at Enron before the entire company imploded.

If your business has ever been the target of a complaint from the Division on Civil Rights (“DCR”) or Equal Employment Opportunity Commission (“EEOC”) you may be familiar with defending yourself or your business before the DCR or EEOC. Generally, the DCR and at time the EEOC are charged with enforcement of the New Jersey Law Against Discrimination. As you may know, the Law Against Discrimination is a broad statute that protects individuals and employees from discrimination in employment, among other arenas.

Family leave is a broad phrase that impacts almost every business in New Jersey.

What many businesses fail to recognize is that there are two acts to follow, not one.

New Jersey has legislation called the New Jersey Family Leave Act (“NJFLA”).
Federally, there is the Family and Medical Leave Act (FMLA”).