For one of the most employee-friendly states in the country, the current state of play in New Jersey for restrictive covenant agreements like non-competes and non-solicits is employer-friendly. Although your mileage may vary by judge, most will enforce reasonable contracts of up to two years with a geographical footprint that coincides with where the company does business. Continued employment is sufficient consideration, and if the agreement is too broad, the judge can reform it.

Those days may be ending soon. Continue reading


Last week, the House and Senate introduced a bill called the Wage Theft Prevention and Wage Recovery Act. One of the bill’s primary goals is to ensure that workers receive timely regular paystubs and final paychecks. That seems non-controversial.

But as you read deeper into the proposed legislation, you’ll find that, perhaps, the main objectives of this legislation aren’t just pay stubs, but something else entirely.

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In this Friday post, I shared some technical guidance from the U.S. Equal Employment Opportunity Commission and the U.S. Department of Justice to help employers navigate the Americans with Disabilities Act when using software, algorithms, and artificial intelligence to assess job applicants and employees.

But employers using hiring software can discriminate in other ways. Continue reading

noun-thanos-4240482Have you ever watched The Dropout on Hulu? It’s about the rise and fall of Elizabeth Holmes and her company, Theranos, which sounds a lot like Thanos. Sadly, the Hulu show has nothing to do with the Marvel Universe or The Avengers, both of which are right in my wheelhouse.

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“Doing What’s Right – Not Just What’s Legal”
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