In a landmark decision, the New Jersey Supreme Court recently ruled in Musker v. Suuchi, Inc. that commissions earned by employees must be treated as wages under New Jersey’s Wage Payment Law (WPL). This ruling clarifies that employers cannot classify earned commissions as “supplementary incentives” to avoid legal obligations related to wage payments.
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The Hidden Risk in Wage and Hour Policies
Most construction business owners assume they’re handling payroll correctly—until an audit, lawsuit, or government investigation proves otherwise. Wage and hour compliance isn’t just about paying employees on time; it’s about following strict federal and New Jersey laws that dictate everything from overtime calculations to worker classifications. A single misstep can trigger…
The New Jersey Division on Civil Rights (DCR) recently issued new guidance clarifying how the New Jersey Law Against Discrimination (LAD) applies to algorithmic decision-making and artificial intelligence (AI). Businesses and employers using AI-driven tools for hiring, promotions, credit decisions, and other automated processes must ensure compliance with state anti-discrimination laws or risk legal consequences.
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Retaliation lawsuits are one of the biggest hidden threats to small businesses. Many employers believe that as long as they follow basic workplace laws, they are safe. But what happens when an employee files a complaint—whether it’s about discrimination, harassment, or wage violations—and then claims they were punished for speaking up? This is where small businesses are most vulnerable.…
Introduction
Failing to update sexual harassment training isn’t just a legal risk—it’s a financial, operational, and reputational threat many businesses underestimate. Compliance isn’t static; what was sufficient last year may now be outdated, ineffective, or even legally indefensible. In 2025, businesses that neglect to modernize their training programs could face costly lawsuits, state-imposed penalties, and irreparable damage to workplace culture.…
On November 18, 2024, New Jersey Governor Phil Murphy signed legislation setting new pay transparency requirements for employers. New Jersey’s Pay Transparency law requires that employers disclose specific compensation and benefit details in job postings and provide notice of promotional opportunities to current employees. The law is set to take effect on June 1, 2025.
Key Provisions of New Jersey’s…
Introduction
The start of a new year brings fresh business goals and a critical need for updated workplace policies. Compliance isn’t just about following the law—it’s about protecting the business from costly mistakes that could lead to lawsuits, fines, and damaged employee relations. In 2025, workplace policies must keep up with new employment laws, evolving workforce expectations, and emerging compliance risks that…
Introduction
Imagine this: a seemingly harmless employee handbook, handed out to new hires during onboarding, ends up being the root cause of costly legal battles. In 2025, the stakes for employee handbook compliance are higher than ever. Many business owners fail to realize that outdated or poorly constructed policies are not just administrative oversights—they’re legal landmines waiting to explode.
The…
Running a business in New York comes with its share of challenges, and staying compliant with employment laws is one of the most important. If your business operates in the retail space, there’s a new regulation you need to understand: the NY Retail Worker Violence Safety Act.
This law, effective on March 3, 2025, is designed to protect retail…
As 2025 approaches, employers in New Jersey and New York must take action to meet their year-end human resources compliance obligations and prepare for upcoming changes, including 2025 minimum wage increases and updates to required notices. Staying compliant not only ensures smoother operations but also protects your business from potential penalties and expensive lawsuits.
2025 Minimum Wage Increases
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