Governor Phil Murphy Signs Law that Protects LAD Rights and Bans Non-Disclosure Provisions in Settle

On March 18, 2019, Governor Murphy signed Senate Bill No. 121 into law, which is also referred to as the #MeToo Bill. Exempting collective bargaining agreements, it provides that employment contracts cannot waive an employee’s rights under the LAD (which includes a right to a trial by jury). It provides that “[a] provision in any employment contract that waives any substantive or procedural remedy relating to a claim of discrimination, retaliation, or harassment shall be deemed against public policy and unenforceable.” Senate Bill No. 121. The exemption for collective bargaining agreements means that unions and employers can still agree that discrimination, retaliation, and/or harassment cl

Update on Medical Marijuana in the New Jersey Workplace

On January 18, 2010, the New Jersey Compassionate Use Medical Marijuana Act (CUMMA), N.J.S.A. 24:6I-1 et seq., was signed into law to protect from arrest and other penalties patients who use marijuana to alleviate suffering from debilitating medical conditions, as well as their physicians, primary caregivers, and those who are authorized to produce marijuana for medical purposes. In a previous blog post, we discussed a case from the District Court of New Jersey that concluded that LAD does not require an employer to accommodate medical marijuana by waiving the drug testing of employees who are prescribed marijuana. That blog post can be read HERE. Recently, the Appellate Division of New Jers

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