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If you own or manage a small or midsize company, keep an eye on your compliance with the workplace anti- discrimination laws of your state.

For example, NJ often extends its versions of Federal anti-discrimination laws, where the Federal law may only cover companies with 20 or more or 50 or more employees, down to companies with 1 or more employees.

NY and CT are also notable for the breadth of their requirements. PA is less stringent, by Northeastern US standards.

As a specific example, NJ Family Leave is "paid for" by employee contributions. If a former employee worked for you for 5 days 4 months ago, and now applies for Family Leave while working for his or her third employer since your company, do you have to provide a formal confirmation to NJ when requested?

What's "reasonable accommodation" for pregnant workers under NJ law?

And what does NJ require in its bans on discrimination based on Sexual Orientation and Sexual Identity?

What to do?: 

1) Talk with a lawyer.

2) Talk with an insurance advisor about Employment Practices Liability Insurance and what it can cover.

Contact Glenn Tippy at 855-467-2877, ext. 677 if you'd like some advice and prices. 

Click here for a connection to the NJ Department of Labor page on Family Leave for employers.

Article courtesy of our own producer, Glenn Tippy.

Posted 1:00 PM

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