Direct answers to common questions involving New Jersey business law, employment law and workplace investigations.
Answers concerning business formation, partner disputes, government compliance and New Jersey employer obligations.
About a dozen states, including Texas, Florida, and Montana, prohibit private employers from issuing mandates requiring their employees to get a Covid vaccine or to wear a mask. In New Jersey, there is no such mandate. Private…
Read the AnswerBusiness partner disputes are among the most disruptive challenges a company can face. They drain time, money, and energy—and if not handled correctly, they can threaten the future of your business. Ownership disagreements,…
Read the AnswerStarting a business in New Jersey comes with critical decisions, and none is more important than choosing the right legal structure. Your business structure affects your taxes, liability, ownership rights, ability to raise capital,…
Read the AnswerEvery business owner has to make sure they comply with state and federal law, but some industries are more heavily regulated than others. When you work with business law attorney Frank Steinberg, you can be sure your business is in…
Read the AnswerGuidance about employee rights, workplace claims, discrimination, accommodations, retaliation and employment status.
Understanding the difference between a labor lawyer and an employment lawyer is essential for anyone facing workplace issues in New Jersey . While both handle disputes involving workers and employers, their focus areas differ —…
Read the Answer”What When you believe your employer is breaking the law in the way they are treating you, deciding what to do can be very difficult. On the one hand, you want to stand up for your rights, but on the other hand, it might not be…
Read the AnswerIf you are concerned about firing an individual employee, or you need to reduce headcount and want to make sure you do not violate the Age Discrimination in Employment Act (ADEA), contact an attorney who understands your…
Read the AnswerHowever, if you work for a company that exerts some amount of control over how you spend your time, you might not be an independent contractor after all. Why does it matter? We explain.
Read the AnswerJust because someone was fired after complaining to an employer or reporting actions to an outside agency doesn’t make the employee a protected whistleblower. To make a claim under CEPA, the employee must establish the following:
Read the AnswerNew Jersey’s anti-discrimination laws protect workers with disabilities by requiring employers to accommodate their limitations in the workplace when asked to do so. However, companies are not required to go to extreme lengths to…
Read the AnswerWhen you think of a serious truck accident, you probably picture an 18-wheeler jackknifed on the interstate with cars backed up for miles. Today, however, with the growing popularity of online commerce, delivery trucks going door…
Read the AnswerOSHA has a set of standards for all industries, and companies are required to meet or exceed the standards in order to keep their employees safe. The most common OSHA violations in 2020 were:
Read the AnswerEmployer-focused guidance concerning hiring practices, discrimination allegations and common workplace legal challenges.
You want to learn as much as you can about a potential employee before you hire them, but there are certain topics that are off-limits under state and federal anti-discrimination and equal employment opportunity laws. As a business…
Read the AnswerYou might not have even known that your employee was gay or transgender, but now you are being accused of discrimination based on sexual orientation. This is a serious charge, and one you should not ignore and hope goes away.…
Read the AnswerWhether you have a handful of employees you work closely with on a daily basis or you manage multiple business locations with their own staffing requirements, there are many state and federal laws that outline your rights and…
Read the AnswerGeneral information cannot replace advice based on the specific facts and risks involved in your matter.