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New Jersey Pay Equity and Paid Sick Leave Compliance Update: How to Prepare for New Laws Taking Effect - On-Demand

New Jersey Pay Equity & Paid Sick Leave Compliance Update: How to Prepare for New Laws Taking Effect - On-Demand

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New Jersey Pay Equity and Paid Sick Leave Compliance Update: How to Prepare for New Laws Taking Effect - On-Demand

Webinar now available On-Demand.

WEBINAR SNAPSHOT: Learn how to comply with New Jersey’s new paid sick leave and pay equity laws going into effect.

Gov. Phil Murphy has signed two new important laws impacting employers’ compliance obligations concerning pay equity and paid sick leave.

Under the state’s new pay equity law, the Diane B. Allen Equal Pay Act, which takes effect July 1, 2018, discrimination victims will have more time to file claims for back wages and they could be entitled to triple damages if an employer is found in violation of the law.

Under the New Jersey Paid Sick Leave Act (PSLA), employers operating in the state will need to provide 40 hours of paid sick leave to covered employees beginning October 29, 2018. PSLA puts New Jersey on the growing list of states requiring paid sick leave.

Use this on-demand webinar when Francine Esposito, a skilled New Jersey-based employment attorney, will provide important insights into what employers operating in New Jersey should do to comply with these two new laws taking effect.

You’ll learn:

  • Why New Jersey’s Diane B. Allen Equal Pay Act is being viewed as one of the most sweeping pieces of legislation nationwide addressing the gender pay gap
  • How to ensure that your hiring practices, including employment applications, don’t overreach by requesting prohibited salary information
  • What to do right now to prepare for the Diane B. Allen Equal Pay Act’s July 1 effective date
  • The costly liability organizations could face if found in violation of New Jersey’s new pay equity law
  • Who’s covered under New Jersey’s Paid Sick Leave Act (PSLA)—and what to do before it takes effect October 29, 2018
  • How leave is accrued under PSLA—and when it may be used and in what increments
  • What happens to paid leave accrued if the employee leaves the company, is reinstated, or is transferred to a different location or division
  • Notice, documentation, and recordkeeping requirements under PSLA
  • What happens if a collective bargaining agreement is in effect when PSLA becomes effective
  • How this new state paid sick leave law interacts with local paid leave ordinances currently in effect in Bloomfield, East Orange, Elizabeth, Irvington, Jersey City, Montclair, Morristown, Newark, New Brunswick Passaic, Paterson, Plainfield, and Trenton
  • The penalties an employer could face for non-compliance

About Your Presenter:

Francine Esposito, Esq.Francine Esposito, Esq.
Day Pitney LLP

For over 25 years, Francine Esposito has represented employers nationwide at labor arbitrations, before various administrative agencies and in employment-related litigation. Francine has extensive experience in assisting employers to avoid legal disputes by conducting audits and workplace investigations, designing and presenting training, and giving advice on a wide array of labor and employment-related topics, including but not limited to:

  • Discrimination, harassment and retaliation
  • Leave and accommodation issues
  • Compliance with labor law and administration of collective bargaining agreements
  • Discipline, discharge and reductions in force
  • Effective and legally-compliant policies
  • Severance, employment and non-compete agreements
  • Background checking
  • Wage and hour practices

Ms. Esposito has represented employers in various industries, including logistics, banking, hospitality, media, healthcare, retail, casino, accounting, real estate, engineering and construction, utility and higher education.

Prior to becoming an attorney, Ms. Esposito also worked as a human resources/labor relations professional for major New Jersey employers.

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