Question is reqarding New Jersey Employment Laws
122525
They can't ask anything related to age, sex, sexual orientation, marital status, national origin or disabilities:\n\nIllegal questions\nSome questions are illegal for an employer to ask before a conditional offer of employment. According to the Minnesota Human Rights Act, at Minnesota Statutes, section 363.03, subdivision 1(4)(a), these may include the following questions:\n\nExamples of illegal questions \nWhat is your age or date of birth?  \nWhat is your sexual orientation? \nWhat church do you attend? \nWhat is your national origin?  \nWhat is your maiden name?  \nWhat is your marital status (Circle one: Ms, Mrs., or Miss)?  \nAre you widowed, divorced, or separated?  \nWhat is or was your spouse's name and/or job?  \nHave you ever filed a workers' compensation claim?  \nDo you have any physical impairments or disabilities that would prevent you from performing the job for which you are applying?
457673
I was an HR Director for about 10 years, although in California and Texas, not Washington. Anyhow, it's been a while, but here goes... Technically you were insubordinate and it is likely that the unemployment officer who officiates over the phone hearing will not believe that you meant anything else by saying d*ck in an e-mail (about someone who I presume is your boss). That said, I am wondering if they actually have your signature on anything that says that you are aware that "they" (your employer) have the right to read and monitor electronic mailings sent by you. Unless they (or you since you were the office manager) are very organized they may have trouble coming up with this paperwork. They need this in order to read your electronic communications and I would bring this up to the officer unless you know for sure that they have it and can easily access it. Also, I am wondering if there is any defense you might have with regards to why you said it or the context in which it was said. Additionally, has there ever been a time that you are aware of when "they" may have set a different precedent by not firing/terming someone based on this sort of insubordination? In other words, where someone else called  a manager a name of sorts, but were either not disciplined or disciplined without termination. I also have to wonder why your employer was able to read this e-mail (did someone show it to him or did you leave your computer on) and why he bothered to log on to your computer if that's what he did? Typically, I wouldn't do this unless I had it in for the person and usually that would mean a series of write ups (I'm a GM/PM now so I still have a number of reports and remember my HR days well). Unfortunately, most companies have a policy saying that they can terminate with no notice based on certain acts, one of which is insubordination. Still, I agree with you that he sounds like a jerk if this is all he had. He would have done better to call you in and find out why you felt like that, thereby trying to find a fix for the situation and gaining your loyalty if he succeeded. Good luck!
555323
Try asking first.\nThen try the Department of Labor.
383007
I don't think that's actually a law as your previous employer has a right to tell your prospective employer if you had a habit of not coming into work beyond your vacation time, didn't complete your responsibilities on time. I don't think they should tell your employer you're a horrible human being b/c they didn't like you, but as far as I know it's not illegal. \n\nAlso, if your employer is going to say something bad about you, then don't list them in the first place. Only include that job for a background check, if they require one.
95574
NJ is a one party state.  but I think you both need to be in the same state or make sure the other person is also in a one party state.
357154
Employment terminated for personal reasons. \n\nAnd your previous employer can say anything they want, depending on policy. But most times, they will only tell what is asked, which is almost always just time of hire and time of termination.
487836
That would be an illegal garnishment of wages/salary, thus subject to a court order; not a bosses whim or any such contractual obligation. I can not believe the ignorance of some of the answers to this question. It would be a null and void contract, if you signed any such document, so you may wish to contact the proper state/municipal authorities.
50641
Your best bet is to consult an attorney. They don't charge too much for consultation services.\n\nMaybe start here:\n\nhttp://www.hg.org/employ.html\nhttp://jobsearchtech.about.com/od/laborlaws/l/aa102300_2.htm\nhttp://www.lawguru.com/\nhttp://www.cbia.com/HR/HRIssuesAndLaws/laborrelationsandunionlaws/default.htm
468578
Probably from years ago, when there were "blue laws", and many, or most businesses were closed.  Later, employees with labor unions wanted a confirmed day off, so it's likey that this is a covered issue in many union contracts.
251492
Some of the answers here are truly amazing. My answer is slightly different:\n\n1. The 13th Amendment of the Constitution prohibits involuntary servitude. This means that no one can force you to work for anyone else except after being convicted of a crime. So, ultimately, no matter what sort of contract you may have entered into with an employer -- whether written or oral, you cannot be "forced" to work for that employer for even one moment longer than you wish.\n\nOf course the alternative is that you may be terminated from your employment, but that is the price you pay for not being enslaved -- you are free to leave whenever you wish.\n\n2. Generally, employment contracts that are not specifically written out and agreed to, are in constant flux. That is, if you take lunch today at noon, and your employer retains you upon your return, then your employer has impliedly consented to your taking lunch at noon. If you choose 1PM tomorrow, and your employer continues to retain you, then the employer has impliedly consented to 1PM as being a reasonable lunch.\n\nIf, however, your employer tells you that you can't take lunch at any time other than noon, and you continue to work for the employer, then you have impliedly agreed to only take your lunch at noon.\n\nIf you think about the above example with respect to your question you should see that by your working overtime, you agree to work overtime, and by your refusing to work overtime, if your employer continues to pay you afterwards, then your employer has consented to your not working overtime.\n\nThe bad news, is that the next time your employer asks you to work overtime, if you refuse, and the employer terminates you, then, just as above, you have attempted to counter your employer's most recent offer of employment, and your employer can terminate you for the refusal.\n\nSo, the short version is "no," your employer cannot terminate you for refusing to work overtime, IF the employer continues to retain your services after your refusal. However, if you refuse to work overtime, and the employer terminates you immediately, then your employer can terminate you.\n\nThis all may seem very strange, but it's exactly how a court would analyze the relationship between you and your employer. \n\nGood luck.
295081
it should be no problem because you are being separated through no fault of you own. that's the first part. the second part is did you work long enough. in NJ, we look at the last 18 months or so to determine if you worked enough weeks or earned enough wages. this is with all employers during this time period, not just your last one. each employer will be charged a percentage of your claim. it is a free process, so file on your last day of work or the day after, even if you are unsure if you qualify. if you wait, you wont receive benefits for that time period because you claim does not start until the week in which you first report to file a claim. laws vary from state to state so check your state's dept of labor website or go to your local unemployment office.
626881
Wait...\n\nThe law mandates that the goverment has to provide you with trained workers?\n\nThe law mandates that the goverment has to provide training for people?\n\nWhat sort of neo-marxian shangrila are you living in dude?  Not only is the goverment not required to provide training to people - the goverment is not required to provide you with applicants.\n\nThey are PEOPLE.  Not cogs to be supplied for your use.\n\nMaybe the reason you are having troubble with hiring is that you have a really crummy attitude towards your employees and no one wants to work for you?  If you are having a lot of turn over - there is a reason why people don't want to work for you.\n\nMaybe the industry standard wages are so far below other industries that it is not worth getting the training and experiance you require for the wages you offer.\n\nThere are LOTS of folks who are unemployed - and looking for a job.  If you are having troubble getting help - there is a reason.  I would recomend that you look at teh lowest common denominator - that is to say - what do all of your crummy employees have in common?
92819
no\n\nQ: Will I lose my job if I take FMLA leave?\n\nGenerally, no. It is unlawful for any employer to interfere with or restrain or deny the exercise of any right provided under this law. Employers cannot use the taking of FMLA leave as a negative factor in employment actions, such as hiring, PROMOTIONS or disciplinary actions; nor can FMLA leave be counted under "no fault" attendance policies. Under limited circumstances, an employer may deny reinstatement to work - but not the use of FMLA leave - to certain highly-paid, salaried ("key") employees.\n\nThe second site below provides information on how to file a complaint and\ndetails on potential remedies.
55617
Is your question related to law firms hiring independent contractors? Or representing them?
543483
they can't fire you for an on the job injury regardless of how long you have been there, not only would you get unemployment if they did, but you would have a very strong case for a wrongfull termination lawsuit, in addition you sould seek punitive damages for the injury itself.
237043
speak to a lawer dealing with employmeny issues, if he has a sicknote covering him and he was fired for that then there is a case, what the company may do is say that he was fired for another reason
18552
Laws vary from state to state. I live in a "right-to-work" state where an employer can do pretty much anything he or she wants to do whenever they want to do it. I can get fired if the boss doesn't like the car I drive, for example. I actually got fired four years ago on the day before Christmas because the boss changed his mind about giving me a finished-project bonus he had promised to give me "at Christmas." Of course, none of this was in writing, so I had no recourse. Employment contracts and union membership make a legal difference, however.\n\nI got so fed up with being chewed-up and then spit out by modern businesses that I started my own business. I wildly overpay my employees and treat them like royalty. Guess what? Production and morale is high...turnover is non-existent, and business is so good I can barely handle it. What a novel idea!