Employment law Archives

USDOL’s Final Rule on Independent Contractor Classification

By System Administrator | February 22, 2024 |

Submitted by Connell Foley LLP. The United States Department of Labor (USDOL) released its final rule amending the existing criteria used to differentiate between independent contractors and employees

2024 Employer To-Do Checklist

By System Administrator | November 9, 2023 |

Connell Foley is pleased to offer here our annual “Employer To-Do Checklist” to help businesses get a jump start on 2024.

Employers Beware of “the Wall”

By System Administrator | September 15, 2023 |

Submitted by Connell Foley. The WALL is a public list that includes the names of employers that have been found in violation of New Jersey State wage, benefit and tax laws and have outstanding liabilities to the NJDOL.

New Jersey Employers Have New Reporting Obligations Per Amendments to Unemployment Compensation Law

By System Administrator | August 3, 2023 |

Submitted by Michael Shadiack and Naomi Gulama, Connell Foley. In November 2022, Governor Phil Murphy approved significant amendments to New Jersey’s Unemployment Compensation Law (“UCL”) which became effective on July 31, 2023.

“Temporary Workers Bill of Rights” Creates New Obligations for Staffing Agencies and New Jersey Employers

By System Administrator | February 24, 2023 |

Submitted by Connell Foley. With some provisions of the “Temporary Workers Bill of Rights” becoming effective as early as May 7, 2023, staffing agencies and employers should use this time to review whether their current contracts and policies comply with the new requirements.

2023 Employer To-Do Checklist

By System Administrator | December 8, 2022 |

Submitted by Connell Foley. Connell Foley is pleased to offer here our annual “Employer To-Do Checklist” to help businesses get a jump start on 2023.

Employee or Independent Contractor?

By System Administrator | August 5, 2022 |

Submitted by Connell Foley. Like many employment issues, there is no one-size-fits all checklist that definitively proves whether a worker is an employee or an independent contractor, but rather it is a fact-sensitive analysis.