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Posted on Oct 19, 2023 on Employment, Legislative Updates by Brody and Associates, Robert G. Brody and Mark J. Taglia
Starting July 31, 2023, all employers with employees working in New Jersey are required to immediately and simultaneously report to the New Jersey Department of Labor (the “NJ DOL”) certain information relating to terminated employees. …
Posted on Oct 19, 2023 on Uncategorized by Brody and Associates, Robert G. Brody and Luis A. Torres
In a recent case, a marijuana dispensary was forced to bargain with the Union even though the Union was not elected by the employees. The case demonstrates the consequences of unfair labor practices and the …
Posted on Oct 18, 2023 on Employment, Legislative Updates, Union Issues by Brody and Associates, Robert G. Brody and Mark J. Taglia
Earlier this month, New York became the latest state to ban mandatory captive audience meetings when Governor Kathy Hochul signed into law Senate Bill 4982 and Assembly Bill 6604, amending New York Labor Law Section 201-d …
Posted on Oct 6, 2023 on Employment, Legislative Updates, Wage and Hour by Brody and Associates, Robert G. Brody and Luis A. Torres
Governor Ned Lamont recently announced that, commencing on January 1, 2024, Connecticut’s minimum wage of $15.00 will increase to $15.69 an hour. This marks the state’s inaugural economic indicator-driven minimum wage increase. This adjustment is …
Posted on Oct 4, 2023 on Employment, Family and Medical Leave Act by Brody and Associates, Robert G. Brody and Luis A. Torres
In Rev. Proc. 2023-29, recently issued by the Internal Revenue Service, the affordability percentage for Affordable Care Act plans has been set at 8.39% beginning in 2024. This marks a significant decrease from the previous …
Posted on Oct 2, 2023 on Employment, Labor Management Issues, Legal Updates, Legislative Updates, NLRB by Brody and Associates, Robert G. Brody and Luis A. Torres
This past month, in Stericycle, the National Labor Relations Board (NLRB) announced a new amorphous legal standard it will use to judge whether union-free employer’s rules and policies are lawful under the National Labor Relations …