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What Does the Divorce Process Look Like in New Jersey?

Published on: December 8, 2021 | by Nicole A. Kobis

While divorce looks different for every client – some saddened, some shocked, some happy to move on – a common emotion surrounding divorce is nervousness. For many, divorce may be the first time a person has prolonged involvement with the Court system. Understanding the Court System’s divorce process can help lessen anxiety and fear surrounding the divorce process.

Initiation. The first step in any divorce proceeding is the Complaint for Divorce. The Complaint essentially informs the Court of the general facts of your case and is the formal notice to the Court and your spouse that you are seeking a divorce. Your spouse will then have the chance to file an “Answer” to your Complaint.

Financial Paperwork. Generally, both parties to the case will individually file a “Case Information Statement”, which summarizes income and spending of the parties. It will also list any assets or debts that you have. This gives the Court an overview of your financial situation.

Thinking About Filing For Divorce? Prepare in Advance to Make a Difficult Life Change Easier

Published on: November 29, 2021 | by Nicole A. Kobis

Divorce inevitably results in a major life transition for all parties involved. Whether or not both spouses wish to end their marriage, divorce presents changes in family structure, time spent with children and financial resources. During a divorce, decisions need to be made about the most precious and important aspects of an individual’s life while they navigate the intense emotional effects of materially altering the way they may have envisioned their future. In order to protect yourself during a divorce, I advise my clients that the best way to make those decisions is to arm themselves with information so that they become informed consumers. I ask them to gather their financial information, including account statements and tax returns, think about what they want as they transition to life after divorce and what matters most to them as we begin to discuss the issues associated with dissolving their marriage. There are terms that are foreign, processes that are new and decisions that once made can change their lives forever.

The divorce process in New Jersey is focused on settlement- keeping as much control as possible with the spouses themselves who arguably know what is best for themselves, their children and their families. Many litigants turn to alternate dispute resolution means, such as mediation or collaborative divorce, to resolve the issues associated with dissolving their marriage. These processes allow for more creativity in settlement and more communication about the specifics of each issue. In cases that involve more complexity or discord, parent coordinators who help facilitate decisions regarding the children are brought in to manage parents even after the divorce has ended.

While divorce does create change, that change does not have to be for the worse. Surrounding yourself with trained professionals who can help navigate the process, the court system and help educate you while you move through the divorce will help ensure a smoother transition into the next chapter.

When Will I Get My Day In Court?

Published on: November 29, 2021 | by Honorable Katherine Dupuis, (Ret.)

While the pandemic continues to impact individuals and businesses, efforts to bring a sense normalcy back to daily life are apparent across the state. One such effort is the reopening of New Jersey Courts. While this is happening, the reopening is occurring slowly.

Back in June, 2020 a three phase plan was instituted by the Administrative Office of the courts. Phase One was to have fully remote operations. While Phases Two and Three had gradual increase in the number of judges and staff who would be permitted on site. Phase Two was capped at 10 – 15% while Phase Three permitted 50-75 % of judges and staff to return. However, the judiciary found it necessary to amend their original plan and institute Phase 2.5 which permitted a maximum of 25% of judges and staff to return. We currently remain in Phase 2.5 and there is no set date for Phase Three to take effect.

Phases 1 through 2.5 have seen matters such as simple matrimonial trials, chancery and probate matters be conducted by zoom or similar virtual platforms. A handful of civil jury trials have also been able to have been conducted statewide. A new directive allows for criminal and civil jury selection and trials on site while allowing judges to use their discretion to bring in matters into their courtrooms.

Is My Employee Arbitration Agreement Enforceable?

Published on: November 23, 2021 | by Kathleen M. Connelly

Yet again, New Jersey’s appellate court has demonstrated its reluctance to enforce agreements to arbitrate signed as part of a new employee’s orientation. In a previous post we discussed a ruling from the Appellate Division demonstrating the risk of having employees execute arbitration agreements during an orientation process. The court in that case refused to enforce the agreement because the employee maintained that pressure was exerted upon her to immediately execute the document, thus depriving her of the opportunity to bring the document home and seek out legal advice.

Another opinion issued by the Appellate Division on November 10, 2021, provides the latest insight on the missteps an employer can make when seeking to enter into a binding arbitration agreement with an employees.

The Facts: In Cordero v. Fitness International LLC, a former employee of LA Fitness filed a complaint in the New Jersey Superior Court alleging sexually harassment by her former manager. LA Fitness moved to compel arbitration pursuant to an agreement executed by the employee during onboarding her first day on the job. According to the employee, a general manager with LA Fitness placed her at a desk and told her to “sign a few things electronically” before she could start work. He then sat next to her and instructed her to sign an electronic signature pad as he clicked through various documents. The employee claimed she never actually saw the documents that she electronically signed. When the employee later filed her sexual harassment complaint, LA fitness moved to compel arbitration based on the following language contained in a document she signed during onboarding:

New York Significantly Expands Protections for Workplace Whistleblowers

Published on: November 23, 2021 | by Kathleen M. Connelly

New York has long lagged behind New Jersey in according protection to employees who blow the whistle on unlawful or unsafe conditions in the workplace. Unlike its sister state, New York employees had a higher bar for achieving protected whistleblower status under section 740 of the New York Labor Law (NYLL), and employers had viable defenses that could undermine an employee’s claim.

On October 29, 2021 Gov. Hochul signed into law amendments to NYLL Section 740 that significantly expand the rights of employees in ways that bring it line with the expansive protections accorded New Jersey employees. These amendments go into effect January 26, 2022.

Expanded definition of “employee”: The definition of “employee” was amended to include not only current employees, but former employees as well as independent contractors providing services to an employer.

The 5th Circuit and OSHA Put the Brakes on OSHA’s Emergency Temporary Standard

Published on: November 15, 2021 | by Kathleen M. Connelly

No sooner did OSHA issue its Emergency Temporary Standard (ETS) on November 4, 2021, to implement mandatory vaccination or testing programs for large employers, it was challenged in 11 of the 12 United States Courts of Appeals as an unconstitutional overreach by the agency. Last Friday the 5th Circuit Court of Appeals (covering most of Louisiana, Mississippi and Texas) confirmed its November 6th temporary stay of the ETS, stating that the rule “grossly exceeds OSHA’s” statutory authority.” The Court also held that the COVID-19 virus was not a proper subject of emergency administrative action by OSHA. Under the court’s ruling, the stay will remain in place until a further order that will come from the appeals court assigned by the U S. Judicial Panel on Multidistrict Litigation to hear the consolidated Circuit Court petitions.

In the face of these legal challenges, OSHA suspended the implementation and enforcement of the ETS pending the ongoing litigation. However, OSHA stated that it remains confident that the ETS will ultimately be withheld.

What should large employers covered by the ETS do? In light of the 5th Circuit ruling, employers of 100 or more no longer need meet the looming December 6th and January 4th deadlines imposed by OSHA to implement vaccination verification, weekly testing, and other requirements of the ETS.

Commercial Leases and Flood Zones: The Hidden Notice Requirement

Published on: November 10, 2021 | by Robert S. Burney and Eric B. Levine

On September 1, 2021, the remnants of Hurricane Ida struck New Jersey. Heavy rain and flooding ensued throughout the area, with many homes and businesses suffering significant damage as a result. Tenants of rental properties were particularly affected, as many were unaware their leased premises were located in a flood zone. Many commercial tenants suffered flood damage to their equipment, inventory, and other assets and incurred loss of business revenue but carried no flood insurance because they were unaware of its availability. This unfortunate circumstance raises questions about a commercial landlord’s obligation to inform its tenants about the flood zone status of their leased premises and its potential liability for failing to do so.

Many commercial landlords are unaware that New Jersey’s Truth in Renting Act (“TRA”), which is more commonly associated with residential tenancies, specifically addresses a commercial landlord’s obligation to advise tenants of the flood zone status of their leased premises. While the term “landlord” in the TRA is generally defined as one who leases “dwelling units,” see N.J.S.A 46:8-44(a), the “Tenant Notification of Flood Zone Location” provision, which requires landlords to notify tenants when a property is located in a flood area, expressly references lessors of commercial space. N.J.S.A. 46:8-50.

Many commercial landlords believe that the requirements under the TRA apply solely to residential leases. Yet, legislative history suggests the drafters of the TRA considered the damage caused by storms such as Hurricane Ida when determining flood zone notice requirements. The New Jersey Senate’s Community and Urban Affairs Committee reported favorably on the bill for the Truth in Rending Act, stating that “during the heavy flooding which occurred during the fall of 1999, many tenants discovered that the apartments or businesses which they rented were located in flood zones.” Notice to tenants was important because “had they been apprised of this information earlier, these tenants may have determined to purchase flood insurance, or to rent elsewhere.” Therefore, the plain language of N.J.S.A. 46:8-50 makes it clear that the flood zone notice provision of the TRA applies to commercial spaces, notwithstanding that the rest of the Act is limited to residential leased premises.

OSHA’s Emergency Temporary Standards for Mandatory COVID-19 Vaccinations; What Employers Need to Know

Published on: November 8, 2021 | by Kathleen M. Connelly

As part of President Biden’s plan for battling the COVID-19 pandemic, the Occupational Safety and Health Administration (OSHA) has issued the anxiously awaited emergency temporary standard (ETS) “to protect unvaccinated employees of large employers (100 or more employees) from the risk of contracting COVID-19 by strongly encouraging vaccination.” Consistent with the President’s plan, the ETS requires large employers to adopt policies mandating COVID-19 vaccination or alternatively, policies requiring employees to choose between vaccination or undergoing regular COVID-19 testing.

The ETS is expected to apply to two-thirds of private sector workers. While the ETS does not apply to state and local governments in states without OSHA-approved occupational safety and health programs (“State Plans”), jurisdictions with State Plans (such as New Jersey) must comply with the ETS. Although the ETS does not currently apply to small employers, OSHA cautions that it needs time to assess the capacity of small employers to meet the administrative burdens of the ETS and is seeking comment to help the agency make that determination.

We have distilled the 490-page ETS to provide an overview of the requirements that will be imposed upon large employers under the ETS.

THEY’RE HERE! OSHA Releases ETS Addressing Vaccination and Testing Mandates for Large Employers

Published on: November 4, 2021 | by Kathleen M. Connelly

On September 9, 2021, President Biden announced that large employers of 100 or more must mandate that their employees show proof of being fully vaccinated for COVID-19 or wear a mask and undergo weekly COVID-19 testing. These mandates were not slated to go into effect until the Occupational Safety and Health Administration (OSHA) developed an Emergency Temporary Standard (ETS) addressing the requirements employers must follow when implementing the vaccination and testing mandate.

On November 4, 2021, OSHA issued the highly anticipated ETS. The Lindabury team is currently wading through the 490-page ETS and will provide a more detailed analysis of the requirements in the near future. In the interim, here are only some of the ETS details employers have been anxiously waiting for:

The ETS is effective November 5, 2021, and will be in effect for 6 months

Emotional Distress Damages and the Rehabilitation Act

Published on: November 3, 2021 | by Lindabury, McCormick, Estabrook & Cooper, P.C.

Can an individual get damages for the emotional distress suffered as a result of violations under the Rehabilitation Act (29 U.S.C.A. §701 to 796 (1973))? What if that is the only harm suffered and they have no financial losses? Can an organization still be liable? In New Jersey, the answer to these questions is likely yes.

The Rehabilitation Act (the “RA”) provides that individuals with a disability cannot be “excluded from, denied the benefits of, or be subjected to discrimination under” programs that receive federal funding. Individuals who believe they were discriminated against may sue an organization under the RA, alleging a violation. There is a split among Circuit Courts, however, as to whether emotional distress damages are an available remedy under the Act. For example, the Fifth Circuit Court has found that emotional distress damages are not warranted. In Cummings v. Premier Rehab, a deaf and legally blind patient filed suit against a physical therapy provider that refused to provide her with an American Sign Language (ASL) interpreter. The plaintiff sought emotional distress damages only. The Fifth Circuit dismissed the plaintiff’s claims, and held that because emotional distress damages are not available under a “breach of contract” case, they are not available under the RA.

Conversely, the Eleventh Circuit Court in Sheely v. MRI Radiology Network, P.A., found that emotional distress damages were warranted where a deaf plaintiff and her service dog were prohibited from accompanying her minor son into his MRI. The Court explained that even where only emotional distress was suffered by the plaintiff, it was nonetheless sufficient to award damages, noting that it was “the only available remedy to make good the wrong done.” Importantly, the plaintiff did not need to show physical symptoms of her emotional distress in order to recover damages.