New Jersey Lawyers Blog

Published on: October 28, 2020

New Jersey Construction Lien Law

Hi. My name is Rob Chewning. I am one of the attorneys here at McLaughlin & Nardi, LLC, who practices in the field of construction law. We receive a lot of questions about construction liens.

Constructions liens are a way in which to obtain a security interest in a property in which you might be owed money either as a contractors/subcontractor or supplier for a particular construction project. It can be used as a way to compel payment from the contractor if they owe you money if you are a subcontractor, or if you are the general contractor and the owner owes you money, because that security interest will prevent the owner from selling that property without paying the construction lien that you might be able to obtain.

Published on: October 22, 2020

Supreme Court Expands Enforceability of Arbitration Policies in New Jersey Employment Law Decision

by Maurice W. McLaughlin

The New Jersey Supreme Court once again expanded the enforceability of arbitration agreements under New Jersey employment law. In its opinion in Skuse vs. Pfizer, Inc., the Court left in place the requirements necessary for agreements to arbitrate employee/employer disputes columns-round-300x201 under New Jersey employment law, but in its application let the exceptions swallow the rule.

Pfizer’s Arbitration Agreement

Pfizer adopted an arbitration “agreement” – actually, more of a policy. It was not a contract signed by an employee and Pfizer. Rather, the employee was deemed to have agreed to arbitrate employment disputes if she continued working for Pfizer for sixty days after the policy’s effective date. Employees were notified by email (to over 28,000 employees) about the policy and given a deadline to “acknowledge” having received it. Whether the employees did or did not acknowledge receipt, they would be deemed to have “agreed” to the policy by their continued employment. There was a training module with four slides which purported to explain the policy; one of the slides gave the employees the option to print a copy, but they were not given a copy by Pfizer; another thanked the employee for taking the training. In the FAQ section of the training module employees were told that if they did not agree they would be fired.

Published on: September 28, 2020

New Jersey Construction Law: Words in Construction Contracts Mean What They Say

by Maurice W. McLaughlin

A recent New Jersey construction law opinion by the Appellate Division in the case of CNJ Construction Corporation vs. Autobuilders General Contracting Services, Inc. illustrates just how important the precise language in a construction contracts is, and just how important it construction-9-10-300x225 is to have a well-written contract.

The Case of CNJ v. Autobuilders

Autobuilders General Contracting Services, Inc. was general contractor on a project for the construction of a Maserati dealership in Morris County. Autobuilders entered into four subcontracts with CNJ Construction Corporation for demolition, concrete, steel and site work on the project. Each of the subcontracts contained a provision that Autobuilders could terminate the contracts for cause if CNJ failed to perform, but had to give CNJ three days written notice prior to termination, during which time CNJ could cure the default and avoid termination. The notices had to be delivered by certain specified means, which did not include regular mail. No notice was required if CNJ abandoned the job. The contract provided that if CNJ was terminated for cause, it would be liable for any increased cost incurred by Autobuilders for completing its work on the project with other subcontractors.

Published on: September 27, 2020

Appellate Division Nixes Police Officer’s New Jersey Whistleblower Case

by Maurice W. McLaughlin

An important New Jersey employment law decision was recently issued by the Appellate Division in the case of Dibuonaventura vs. Washington Township. The supreme-administrative-court-3565618_960_720-300x200 case has a long and tangled history, but this decision illustrates several important employment law rules affecting New Jersey government employees.

Background: Dibuonaventura I & II

Joseph Dibuonaventura was a police officer in Washington Township. In 2012, he pulled over the Township’s former mayor and charged him with driving while under the influence of alcohol and refusing to take a breathalyzer test. The former mayor disputed the charges and lodged internal affairs and criminal complaints against Officer Dibuonaventura. Eventually the officer was indicted, and the Township suspended him pending the outcome of the criminal charges. He was eventually found not guilty of all criminal charges by a jury.

Published on: September 17, 2020

New Jersey Employment Law Decision Examines Procedures for Appealing Discipline of State Troopers

by Maurice W. McLaughlin

A recent New Jersey employment law decision in the case of Matter of Shyner examined the procedures available to New Jersey State Troopers to appeal employer imposed discipline, and the standards which appellate courts will utilize to review disciplinary decisions by the Superintendent of New Jersey State Police.

The Shyner Case.

Dawn Shyner was a lieutenant in the New Jersey State Police. In 2014 she called 911 because of an altercation with her estranged husband; local police responded. No charges were filed, nor was a domestic violence restraining order sought. In accordance with New Jersey State Police protocols, she notified her supervisor and surrendered her weapon. During that meeting her supervisor told her that he did not believe the incident would result in a domestic violence investigation, although undoubtedly an ordinary internal affairs investigation would ensue.

Published on: September 10, 2020

New Jersey Supreme Court Issues Important Employment Law Decision on Employment Contracts Requiring Arbitration of Wage and Hour Claims

by Maurice W. McLaughlin

The Arafa Case

The New Jersey Supreme Court issued an opinion in the case of Arafa v. Health Express Corporation in a consolidated appeals about a niche question regarding the interplay of the Federal Arbitration Act (the “FAA”) and the New Jersey Arbitration Act (the “NJAA”) regarding the judge-gavel-1461998219JBc-300x200 enforceability of agreements in employment contracts to arbitrate disputes under New Jersey employment law. The consolidated cases were both brought as class actions by employees whose duties included driving to make deliveries for their employers. In one of the appeals it was clear that the employees were making deliveries outside the state as well as in it, and were therefore engaged in interstate commerce; in the other it was not clear. In both cases the employers argued that the cases were not covered by the FAA, which contains an exemption which provides that the FAA will not apply to “contracts of employment of seamen, railroad employees, or any other class of workers engaged in foreign or interstate commerce,” which the United States Supreme Court has defined to include interstate deliveries. Because the drivers were not covered by the FAA due to the exception, the employers argued, they were covered by the NJAA, which did not contain such an exemption, and the arbitration agreements were therefore enforceable. Thus, the employers argued, the lawsuits in Superior Court should be dismissed and the cases submitted to binding arbitration. The trial judges in the Law Division of the Superior Court of New Jersey agreed with the employers and dismissed the suits and ordered them to arbitration. In both cases, the employees separately appealed, and different panels of the Appellate Division of the Superior Court reached different decisions. To resolve the split, the New Jersey Supreme Court agreed to hear the appeals.

Why does this matter? If it seems pretty arcane, it has significant real world consequences. First, the employees sued for unpaid overtime under the New Jersey Wage and Hour Law because New Jersey law and New Jersey courts are seen – rightly or wrongly – as more friendly to employees than federal court, which of course is why the employers didn’t want the case there. Moreover, arbitration is seen as much more friendly to employers than employees, which is why the two sides were fighting over it.

Published on: August 25, 2020

Appellate Division Issues Important New Jersey Employment Law Decision on Whistleblower Law

by Maurice W. McLaughlin

Employment Law Evidence Issues

Our employment lawyers represent employees and employers in all aspects of New Jersey employment law. One of the most litigated issues is the evidence which an employee must present to demonstrate that retaliation or discrimination was behind an adverse action, such as supreme-administrative-court-3565618_960_720-300x200 firing or demotion. The Appellate Division recently issued an important decision on the ability of jurors to infer retaliation from circumstantial evidence.

The Yatauro Case

Published on: August 17, 2020

Appellate Division Issues Opinion on Promotion Bypass Appeals Under New Jersey Civil Service Act’s Rule of Three

by Maurice W. McLaughlin

Our employment attorneys represent employees in New Jersey Civil Service appeals and disciplinary proceedings. One frequent matter of contention in the New Jersey Civil Service System is bypassing candidates for selection or promotion under the “Rule of Three.”

The Rule of Three

The New Jersey Civil Service Act requires that hiring and promotion must be based on fitness and merit, determined by competitive Civil Service examinations wherever possible. After a test, the New Jersey Civil Service Commission will issue a list of eligible candidates ranked in order of their scores. Hiring and cop promotion must be made according to the eligible candidates’ ranks on the list. However, an exception exists. The Rule of Three allows New Jersey Civil Service employers to bypass eligible candidates ranked higher on hiring and promotion lists in favor of lower ranked candidates so long as they select one of the top three eligible candidates remaining on the list. After each decision to hire or promote, the Rule of Three evaluation begins all over again. So, for example, if the first candidate is selected, the employer may then select any of the candidates ranked second through fourth for the second spot.

Published on: July 10, 2020

Chancery Division in Bergen County Issues Important New Jersey Employment Law Decision on Appeals of Tenure Arbitration Awards by Teaching Staff Members

by Maurice W. McLaughlin

The Chancery Division of New Jersey’s Superior Court recently issued a public employment law decision in the case of Petrella v. The Hackensack Board of Education which is important for New Jersey teaching staff members because it examined the grounds for overturning an arbitration decision on tenure charges under the TEACHNJ Act. judge-gavel-1461998219JBc-300x200

Under New Jersey employment law, tenure confers many benefits on teaching staff members. A teacher or other teaching staff member, such as an athletic director, who has tenure may not dismissed or have their pay reduced for any reason other than incapacity, inefficiency, conduct unbecoming, “or other just cause.” It also gives teaching staff members appeal rights if tenure charges are filed against them, which includes binding arbitration under the TEACHNJ Act.

In the Petrella case, tenure charges were filed against a tenured athletic director for:

Published on: July 6, 2020

Effect of Criminal Charges and Disposition on New Jersey Public Employees

by Maurice W. McLaughlin

New Jersey employment law provides that government employees may be fired for conviction of a crime, and for many crimes they must be fired. However, if they are exonerated they may be reinstated to their position. They may be subject to further discipline, but if they are not they may also receive back pay, police-hoboken-train-station seniority and benefits for the period of their suspension.

Suspension During Criminal Charges

New Jersey Civil Service Commission regulations provide that an employee’s conviction of a crime is grounds for discipline. An employee suspended while a criminal complaint or indictment is pending must be served with a Preliminary Notice of Disciplinary Action (known as a “PNDA”). The PNDA should include a statement that forfeiture of the employee’s position may result, and that the employee may choose to consult with an attorney. In this case representation by an attorney is always advisable. Within five days of receipt of the PNDA, the employee may request a departmental hearing. If no request is made (within five days or an agreed upon extension) the employer may issue a Final Notice of Disciplinary Action (an “FNDA”).