Jill DeSena

Effective January 1, 2026, New Hampshire employers with at least 20 employees must comply with a new unpaid parental leave law. Duane Morris’ latest alert details key implications for businesses operating in the Granite State. https://lnkd.in/ebcqYqqF

9

If you employ people in New Jersey, The New Jersey Department of Labor and Workforce Development reminded businesses in the state that its law on pay and benefits transparency went into effect on June 1. #NewJerseyjobs https://lnkd.in/eV7Hj6SW

9

🚨 Pay Transparency Alert for NJ Employers 🚨 New Jersey's new pay transparency law is officially in effect. Whether you’re an employer with 10+ staff or part of an HR or compliance team, this law requires upfront salary ranges, benefits info, and clearer promotion pathways in job postings and internal communications. In my latest blog post, I break down: ✅ Who’s covered ✅ What must be disclosed ✅ Job posting + promotion rules ✅ How to stay compliant and avoid penalties You can read the full post here: https://lnkd.in/er3Qbifs #PayTransparency #NJLaw #HRCompliance #EmploymentLaw #WorkplaceEquity #HR 

16

‼️Attention Connecticut employers with at least 11 employees‼️ January 1, 2026 is right around the corner, which means you will need to make sure you’re in compliance with Connecticut’s paid sick leave law. Review Rose Kallor, LLP’s update about it here: https://lnkd.in/ete2r8pM And if you’re an employer with at least 25 employees, this was effective for you this year, so you’re likely already in compliance.

24

🚨 A Warning for NYC Schools and Substitute Teachers 🚨 As the owner of Staffing Boutique, Inc., a NYC-based staffing firm for substitute teachers, I’m seeing a concerning trend: new competitors entering the market with an “Uber-like” model, classifying substitute teachers as 1099 independent contractors. Here’s the problem: In New York, it is not legal to classify substitute teachers as 1099 employees. The New York State Department of Labor and IRS have strict guidelines for worker classification, and subs typically meet the criteria for W-2 employees due to the level of control and direction schools exert over their work. Misclassification can lead to serious consequences, including penalties for schools, unpaid benefits for teachers, and potential legal risks for all parties involved. At Staffing Boutique, Inc., we prioritize compliance, fairness, and stability for both our educators and the schools we serve. Our substitute teachers are properly classified as W-2 employees, ensuring they receive the protections, benefits, and support they deserve. If you’re a school administrator or substitute teacher, be cautious of these “gig economy” models. Let’s protect our educators and maintain the integrity of our education system. Reach out to me directly if you have questions or want to discuss compliant staffing solutions. #Education #NYCSchools #SubstituteTeaching #WorkerRights #Compliance

107

7 Comments

Is your hiring process compliant with NJ’s AI laws? More than 80% of employers are using AI in hiring, but most aren’t fully aware of the legal risks. As they use AI to screen resumes, monitor productivity, and even conduct video interviews, New Jersey has already begun regulating these practices. Liability still falls on the employer, not the vendor. In my latest article, I explain how employers can use AI tools responsibly, stay compliant with NJ’s discrimination laws, and build a legally sound hiring process. Learn how to protect your business with proactive strategy and guidance: https://bit.ly/3IA44Go #EmploymentLaw #AIHiring #NewJerseyLaw #AlgorithmicBias

10

The latest Employment Litigation Roundup covers a range of significant issues, including a Massachusetts SJC decision confirming that “forfeiture for solicitation” clauses in nonsolicit agreements are not subject to the state’s Noncompetition Agreement Act. The team also highlights an NLRB ruling upholding the Washington Post’s firing of an employee over disparaging tweets, and a California court decision striking down a one-sided arbitration agreement as unconscionable. Click here to read this month's Roundup by David Baron, Elyse Moy, Marina Guacci and Alexandra Agnostak: https://lnkd.in/egSARup3

9

As we move past the post-holiday slowdown, employers in Connecticut should be aware of some important changes coming in 2026. Here are the key points you need to know: Minimum Wage Increase It’s easy to forget that Connecticut’s minimum wage law changes every year. The law now links the state minimum wage to changes in the federal Employment Cost Index (ECI). This law was originally passed in 2019, at a time when inflation was not a major concern. The minimum wage must be updated each year based on the U.S. Department of Labor’s calculation of the Employment Cost Index (ECI) for the 12 months ending June 30 of the previous year. For this period, the rate is 3.6%. Starting January 1, 2026, the state minimum wage will increase to $16.94 per hour, up from $16.35. All employers must ensure they implement this new rate right away. Paid Sick Leave Now Applies to Small(er) Businesses Effective January 1, 2026, Connecticut’s paid sick leave law will apply to employers with 11 or more employees, lowering the threshold from 25 employees in 2025. Then, starting January 1, 2027, the law will cover almost all remaining employers with at least one employee. Employees at these smaller companies will earn one hour of paid sick leave for every 30 hours they work. This sick leave can be used after they have worked for the company for 120 days. As always, if you have any questions regarding this, contact your counsel or HR professional to discuss this further.

19

2 Comments

A bill in the New York State Legislature would prevent employers from questioning job seekers about their salary expectations and permit job seekers to ask about employee benefits offered with the position.   Justine L. Abrams, Esq. (shareholder, Morristown), Joseph Cartafalsa (shareholder, New York), and Leah Shepherd (writer, Washington, D.C.) discuss the bill and its potential effect on employers: https://bit.ly/42ZFpTm   #employmentlaw #NewYorklaw #wageandhour

24

Employers with workers in New Jersey should be aware of important updates regarding the Family Leave Act. New Jersey has expanded its Family Leave Act (NJFLA) to apply to companies with 15 or more employees, regardless of their location. Employees may become eligible for NJFLA after working for 3 months and completing 250 hours in the three months preceding their leave. This amendment will take effect on July 17, 2026. Key requirements include: - Employers must restore employees to the same or an equivalent position upon their return from NJFLA. - The NJFLA includes anti-retaliation protections. Future expansions are scheduled as follows: - July 17, 2027: NJFLA will apply to employers with 10 or more employees. - July 17, 2028: NJFLA will apply to employers with 5 or more employees. Paid leave benefits during NJFLA leave are available through New Jersey's state temporary disability program, which is funded by payroll deductions. For any questions regarding the management of your New Jersey employees, please feel free to reach out. #NJFLA #NJEmploymentCompliance #Employment

20

2 Comments

Bruce Matez, Esq. APM was the host of NJAPM - New Jersey Association of Professional Mediators' weekly peer consultation hour held at noon (another free benefit to members) on Friday. Amongst the topics discussed was David L. Deutsch's concept of post once but comment twice (on other people's posting)- a way to build connections on forums such as LinkedIn. Members agreed to be more supportive by commenting when they saw a colleague's post. One of the attendees focused on a client whose retirement assets were three times the value of her spouse's, and she also made nearly double what he earned. The client was struggling with the concept of equitable distribution and possibly sharing a portion of her retirement funds, even though her spouse had waived alimony. The idea of letting the clients brainstorm options that might work, including a trust for the children, was part of that conversation. Finally, the group focused on the upcoming NJAPM Friday, May 1 spring seminar and the need for continuing education to stay current both on mediation techniques and subject matter topics.

31

2 Comments

Very Exciting News!! The Mid Atlantic Staffing Association (MASA) is proud to announce it will be joining forces with the New Jersey Staffing Alliance (NJSA), creating a stronger, more unified voice for the staffing and recruiting profession throughout New Jersey and the surrounding Mid-Atlantic region. Presidents Wendy Tordilio, Mike Menzer, and Bill Emerson of the two staffing associations are excited to share this significant milestone and the opportunities it brings to their combined memberships. “We are excited to join forces and expand our footprint all across New Jersey and the adjoining states of Delaware and Pennsylvania,” said the association leaders. “This collaboration allows us to strengthen our professional community, share best practices, and better serve both employers and job seekers throughout the region.” The Mid Atlantic Staffing Association (MASA) takes pride in the profession of recruiting for both retained and contingency positions. MASA is dedicated to finding the best possible match for both employer and employee while fostering the highest level of competence and ethical business practices among its members. The association is committed to educating its members, clients, and the general public about the recruiting industry and its benefits. Promoting the growth and welfare of the recruiting profession in the region, while developing a shared set of ethical standards and practices, remains MASA’s primary goal. The New Jersey Staffing Alliance (NJSA) is an industry trade association representing direct hire, contract, and temporary staffing firms. NJSA members are professionally engaged in all areas of personnel services, including search, recruitment, placement, and temporary help services. Specialists among NJSA’s membership serve all levels of employment and vocational disciplines—ranging from warehouse and distribution professionals to scientific and medical personnel. NJSA is an affiliated chapter of both the American Staffing Association (ASA) and the National Association of Personnel Services (NAPS), the national organizations representing direct hire and temporary staffing firms across all fifty states. Through these affiliations, NJSA advocates for ethical standards, workforce development, and industry excellence on both the state and national levels. By joining NJSA, MASA members will gain access to expanded resources, advocacy efforts, professional education, and a broader network of staffing professionals, further strengthening the staffing industry across the Mid-Atlantic region. This strategic alliance represents a meaningful step forward in advancing the staffing and recruiting profession and supporting the evolving workforce needs of employers and talent alike. #Staffing #NJSA #syatemonenj

45

4 Comments