Eric Pollack

Managing employees in 2026? 👩‍💼 Dawn Lanouette, Chair of our Labor & Employment Practice Group, shares a quick look at some of the state and federal labor law changes employers should have on their radar this year: • Updates to NYS minimum wage and exempt salary thresholds • Changes impacting paid family leave • Evolving youth employment rules • Union and organized labor regulations One thing is certain in 2026: the rules keep changing. Staying proactive can make all the difference. Dawn and our Labor & Employment team regularly help employers review policies, train managers, and navigate compliance as the landscape continues to shift.

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NJ Transit has suspended its CHRO pending an independent investigation into alleged conduct that may have breached corporate policies and ethics. The agency is working with external counsel to ensure an impartial review while prioritizing workforce safety and integrity. Stay tuned for updates on this developing story. 🔍🚆 #HRNews #CorporateEthics #NJTransit Follow our page for more HR news stories. https://lnkd.in/eAYndrz8

Did you know New Jersey has one of the strongest whistleblower laws in the country? Click here to read about the Conscientious Employee Protection Act (CEPA) in the latest issue of the Employment Newsletter: https://lnkd.in/dp5biREP

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📣 Important Update for NJ Employers: Expanded Family Leave Act Takes Effect New Jersey has significantly expanded the New Jersey Family Leave Act (NJFLA) — and employers must be prepared. Thanks to the recent legislation signed by Governor Murphy, coverage is extending into much smaller workforces and eligibility rules are becoming more employee-friendly. Key takeaways for HR and business leaders: 🔹 Lower coverage thresholds: NJFLA now applies to employers with far fewer employees, bringing many small businesses into scope. 🔹 Faster eligibility: Employees may qualify sooner under the revised hours and tenure requirements. 🔹 Reinstatement and coordination: Job protection is now more closely integrated with paid leave systems like TDI and FLI — meaning employers should rethink how leave policies interact. 🔹 Comprehensive compliance: Now is the time to audit leave policies, update handbooks, and train managers in proper leave administration. Thanks to Eric B. Meyer at Pierson Ferdinand for breaking this down and outlining what employers need to do next. #HR #FamilyLeave #HRCompliance https://lnkd.in/gap5DcEQ

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The NJ Department of Labor has issued proposed regs for the NJ Pay & Benefit Transparency Act which would impact how employers must disclose pay ranges & benefits in job postings & promotions under the law. Employment Attorney Weston Kulick breaks down what this might mean for compliance & penalties in Porzio’s Employment Law Monthly. Read the full article: https://bit.ly/46QxM2l #EmploymentLaw #Employers #Benefits #PayTransparency

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‼️Attention Connecticut employers with at least 11 employees‼️ January 1, 2026 is right around the corner, which means you will need to make sure you’re in compliance with Connecticut’s paid sick leave law. Review Rose Kallor, LLP’s update about it here: https://lnkd.in/ete2r8pM And if you’re an employer with at least 25 employees, this was effective for you this year, so you’re likely already in compliance.

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NJ Employer Update: New Unemployment Reporting Mandate Attention New Jersey employers, under a new state mandate, all NJ employers must now: 🔹 Report employee separations within 7 days, even before a claim is filed 🔹 Use the Employer Access Portal to submit separation details 🔹 Participate in e-Adjudication (online fact-finding) when notified This change ensures the NJ Dept. of Labor uses complete information when deciding unemployment benefit claims. Don’t wait for mailed forms. Register and respond promptly to protect your interests and avoid adverse determinations. Learn more at https://bit.ly/3KYpXk6 and if you have any further questions, reach out to an Abacus Payroll specialist today. #AbacusPayroll #NJBusiness #HR #UnemploymentInsurance #EmployerCompliance

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