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151<article id="post-2379" class="entry post-2379 post type-post status-publish format-standard hentry category-business-law category-labor-and-employment category-labor-and-employment-law tag-new-jersey-employment-attorneys tag-new-jersey-sexual-harassment-lawyers tag-nj-workplace-investigations" itemprop="blogPost" itemtype="http://schema.org/BlogPosting" itemscope>
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164			<div class="published-date"><span class="published-date-label">Published on:</span> <time datetime="2026-08-30T17:31:13-04:00" class="post-date published" itemprop="datePublished" pubdate>August 30, 2026</time></div>
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167            <h2 class="entry-title" itemprop="name">                <a href="https://www.newjerseylawyersblog.com/new-jersey-employment-law-decision-examines-scope-of-attorney-client-privilege-in-workplace-investigations-of-sexual-harassment/" itemprop="url" title="Permalink to New Jersey Employment Law Decision Examines Scope of Attorney-Client Privilege in Workplace Investigations of Sexual Harassment" rel="bookmark">New Jersey Employment Law Decision Examines Scope of Attorney-Client Privilege in Workplace Investigations of Sexual Harassment</a>
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172			<div class="author vcard">by <span itemprop="author" itemtype="http://schema.org/Person" itemscope><a href="https://www.esqnj.com/maurice-w-mclaughlin.html" class="url fn author-esqnj-2 author-422 post-author-link" rel="author" target="_self" itemprop="url"><span itemprop="name">Maurice W. McLaughlin</span></a><meta itemprop="sameAs" content="https://www.linkedin.com/in/maurice" /><meta itemprop="sameAs" content="http://lawyers.justia.com/lawyer/maurice-mclaughlin-954007" /></span></div>
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181								<p>A key New Jersey employment law issue was recently examined by an appeals Court in the case of <a href="https://scholar.google.com/scholar_case?case=2918915995785815765&amp;q=C.S.+vs+Brick+Recycling+Company&amp;hl=en&amp;as_sdt=4,31">C.S. vs Brick Recycling Company</a>.  The Appellate Division of the New Jersey Superior Court examined when communications with attorneys are privileged when those attorneys are examining claims of sexual harassment or discrimination.<img fetchpriority="high" decoding="async" class="size-medium wp-image-2126 alignright" src="https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2023/11/4-225x300.jpg" alt="4-225x300" width="225" height="300" srcset="https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2023/11/4-225x300.jpg 225w, https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2023/11/4-768x1024.jpg 768w, https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2023/11/4-1152x1536.jpg 1152w, https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2023/11/4-1536x2048.jpg 1536w, https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2023/11/4-750x1000.jpg 750w, https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2023/11/4-90x120.jpg 90w, https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2023/11/4-scaled.jpg 1920w" sizes="(max-width: 225px) 100v
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182<h3><strong>C.S.’s Claims</strong></h3>
183<p>C.S. worked for Brick Recycling Company as a truck driver.  He made an internal complaint to Peter Decenzo, the company’s owner and president, that the corporate financial controller, M.R., made unwanted sexual advances toward him, improperly accessed his bank records, and improperly disclosed the information in those records to others..  While M.R. was  a company supervisor, she was not C.S.’s supervisor.  The following day, DeCenzo told C.S. and M.R. to have no have no further contact with each other.  M.R. left an angry note on C.S.’s car, for which DeCenzo admonished her.</p>
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244								<p>The New Jersey Law Against Discrimination is one of the strongest anti-discrimination employment laws in the country.  Under the Law Against Discrimination, discriminatory harassment which constitutes a “continuing violation” can be actionable even if it occurred before the two-year statute of limitations provided that it was a continuous course of conduct which only ended within the limitation period.  A New<img decoding="async" class="size-medium wp-image-2128 alignright" src="https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2023/11/6-300x225.jpg" alt="6-300x225" width="300" height="225" srcset="https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2023/11/6-300x225.jpg 300w, https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2023/11/6-1024x768.jpg 1024w, https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2023/11/6-768x576.jpg 768w, https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2023/11/6-1536x1152.jpg 1536w, https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2023/11/6-2048x1536.jpg 2048w, https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2023/11/6-1000x750.jpg 1000w, https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2023/11/6-160x120.jpg 160w" sizes="(max-width: 300px) 100v
244w, 300px" /> Jersey appeals court recently examined when harassment does, and doesn’t, constitute a continuing violation in the case of <em>Michael Acey vs. City of Paterson, Manuel Ojeda and William Rodriguez</em>.</p>
245<h3><strong>Background: The Allegations</strong></h3>
246<p>According to the Appellate Division’s opinion, Michael Acey was hired by the City of Paterson in 1998 as a laborer in the Department of Public Works. He was promoted to supervisor in 2012.  In 2017 he was promoted to supervisor of the night shift at his own request so that he could work a second job.</p>
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293            <h2 class="entry-title" itemprop="name">                <a href="https://www.newjerseylawyersblog.com/appeals-court-examines-when-marijuana-use-by-new-jersey-law-enforcement-officers-can-justify-termination-and-when-it-cant/" itemprop="url" title="Permalink to Appeals Court Examines When Marijuana Use by New Jersey Law Enforcement Officers Can Justify Termination – and When it Can’t" rel="bookmark">Appeals Court Examines When Marijuana Use by New Jersey Law Enforcement Officers Can Justify Termination – and When it Can’t</a>
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307								<p>An appellate court recently issued two opinions in appeals from the New Jersey Civil Service Commission regarding the termination of three police officers sought by the Jersey City Police Department because the officers were positive for marijuana use in urinalysis tests.  In the decisions, the court set a line between when termination is allowed and when prohibited under New Jersey’s regulation of marijuana use.<img decoding="async" class="size-medium wp-image-1909 alignright" src="https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2022/01/joe-b-300x200.jpg" alt="joe-b-300x200" width="300" height="200" srcset="https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2022/01/joe-b-300x200.jpg 300w, https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2022/01/joe-b-180x120.jpg 180w, https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2022/01/joe-b.jpg 604w" sizes="(max-width: 300px) 100v
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308<h3><strong>Three Positive Urinalysis Tests </strong></h3>
309<p>The three officers, Norhan Mansour, Omar Polanco and Montavious Patten, all had positive results for marijuana from urinalysis tests.  In subsequent interviews with Jersey City Police Department Internal Affairs investigators, they admitted the use.  Officers Mansour said that he had purchased the marijuana at a legal dispensary and produced receipts.  Officer Polanco also stated that he had purchased the marijuana at a legal dispensary but did not have receipts.  Officer Patten purchased the marijuana from a friend named “Sal,” who told Patten that he had purchased it from a legal dispensary.  There was no allegation that the officers were under the influence of marijuana on the job.</p>
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326			<div class="published-date"><span class="published-date-label">Published on:</span> <time datetime="2026-07-09T15:12:47-04:00" class="post-date published" itemprop="datePublished" pubdate>July 9, 2026</time></div>			<div class="visuallyhidden">Updated:
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353			<div class="published-date"><span class="published-date-label">Published on:</span> <time datetime="2026-07-06T14:21:44-04:00" class="post-date published" itemprop="datePublished" pubdate>July 6, 2026</time></div>
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356            <h2 class="entry-title" itemprop="name">                <a href="https://www.newjerseylawyersblog.com/new-jersey-civil-service-list-removal-because-of-psychological-test-results-appeals-procedures-examined-by-appellate-court/" itemprop="url" title="Permalink to New Jersey Civil Service List Removal Because of Psychological Test Results Appeals Procedures Examined by Appellate Court" rel="bookmark">New Jersey Civil Service List Removal Because of Psychological Test Results Appeals Procedures Examined by Appellate Court</a>
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370								<h3><strong>New Jersey Civil Service List Removal Appeals</strong></h3>
371<p>Under New Jersey civil service law, employment decisions, including hiring, must be based solely on merit.  The civil service system therefore employs examinations which objectively test a candidate’s fitness.  Successful candidates are then placed on a hiring list in order of their scores, with certain preferences for veterans.  New employees must then be hired off the list in order of their placement, subject to the Rule of Three.  Candidates for positions as <a href="https://www.esqnj.com/practice-areas/employment-law_1/labor-employment-law-representing-public-sector-employees/police-and-law-enforcement-officers/">law enforcement officers</a> or fire <a href="https://www.esqnj.com/practice-areas/employment-law_1/labor-employment-law-representing-public-sector-employees/firefighters/">fighters</a> includes testing of their psychological fitness.  A candidate may be removed from<img loading="lazy" decoding="async" class="size-medium wp-image-2129 alignright" src="https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2023/11/7-300x225.jpg" alt="7-300x225" width="300" height="225" srcset="https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2023/11/7-300x225.jpg 300w, https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2023/11/7-1024x768.jpg 1024w, https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2023/11/7-768x576.jpg 768w, https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2023/11/7-1536x1152.jpg 1536w, https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2023/11/7-2048x1536.jpg 2048w, https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2023/11/7-1000x750.jpg 1000w, https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2023/11/7-160x120.jpg 160w" sizes="(max-width: 300px) 100v
371w, 300px" /> a hiring list for failure of these examinations.</p>
372<p>However, because New Jersey’s civil service laws are designed to ensure that employment decisions are based on merit and not because of favoritism, nepotism or discrimination, there is a robust due process procedure for list removal appeals.   The candidate first appeals his removal from the list with the New Jersey Civil Service Commission.  Thereafter, the unsuccessful party may appeal an unfavorable decision to the Appellate Division of the Superior Court, and then ultimately to the New Jersey <a href="https://www.njcourts.gov/courts/supreme">Supreme Court</a> (which only hears a small, select number of appeals).</p>
373<div class="read_more_link"><a href="https://www.newjerseylawyersblog.com/new-jersey-civil-service-list-removal-because-of-psychological-test-results-appeals-procedures-examined-by-appellate-court/"  title="Continue Reading New Jersey Civil Service List Removal Because of Psychological Test Results Appeals Procedures Examined by Appellate Court" class="more-link">Continue reading</a></div>
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389			<div class="published-date"><span class="published-date-label">Published on:</span> <time datetime="2026-07-06T14:21:44-04:00" class="post-date published" itemprop="datePublished" pubdate>July 6, 2026</time></div>			<div class="visuallyhidden">Updated:
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433								<p>McLaughlin &amp; Nardi, LLC is pleased to announce that Maurice McLaughlin was named to the “Top 100: New Jersey Super Lawyers” list in the 2026 edition of New Jersey Super Lawyers*.  Maurice has been included on the Super Lawyers list since 2012 before being named to the Top 100 list this year.  In addition, Pauline Young was included on the New Jersey Super Lawyers list from 2020-2025.<img loading="lazy" decoding="async" class="size-medium wp-image-2355 alignright" src="https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2026/06/law-firm-2-300x184.png" alt="law-firm-2-300x184" width="300" height="184" srcset="https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2026/06/law-firm-2-300x184.png 300w, https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2026/06/law-firm-2-768x471.png 768w, https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2026/06/law-firm-2-195x120.png 195w, https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2026/06/law-firm-2.png 896w" sizes="(max-width: 300px) 100v
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434<p>Super Lawyers’ selection criteria is as follows.  “Super Lawyers selects attorneys using a patented multiphase selection process. Peer nominations and evaluations are combined with independent research. Each candidate is evaluated on 12 indicators of peer recognition and professional achievement. Selections are made on an annual, state-by-state basis. The objective is to create a credible, comprehensive and diverse listing of outstanding attorneys that can be used as a resource for attorneys and consumers searching for legal counsel. Since Super Lawyers is intended to be used as an aid in selecting a lawyer, we limit the lawyer ratings to those who can be hired and retained by the public… The final published list represents the top 5 percent of lawyers in the state. The lists are published annually in state and regional editions of Super Lawyers magazines and in inserts and special advertising sections in leading city and regional magazines and newspapers. All attorneys selected for inclusion in Super Lawyers, regardless of year, can be found on SuperLawyers.com.”</p>
435<p><a href="https://www.esqnj.com/lawyers/maurice-w-mclaughlin/">Maurice</a>, with <a href="https://www.esqnj.com/lawyers/frank-p-nardi/">Frank Nardi</a>, founded the law firm in 2002, and practices in employment, commercial and <a href="https://www.esqnj.com/practice-areas/business-services-practice/construction-law/">construction</a> litigation.  He is also a mediator appointed by the Superior Court to mediate civil litigation.  Maurice is the author of the book <em>New Jersey Public Employment Law</em> published by Gann Law Books, now in its 14<sup>th</sup> edition.  Maurice is admitted to the state bars in New Jersey, New York and Massachusetts, and the United States Supreme Court.</p>
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452			<div class="published-date"><span class="published-date-label">Published on:</span> <time datetime="2026-06-08T18:00:17-04:00" class="post-date published" itemprop="datePublished" pubdate>June 8, 2026</time></div>			<div class="visuallyhidden">Updated:
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466<article id="post-2351" class="entry post-2351 post type-post status-publish format-standard hentry category-business-law category-labor-and-employment category-labor-and-employment-law tag-new-jersey-whistleblower
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482            <h2 class="entry-title" itemprop="name">                <a href="https://www.newjerseylawyersblog.com/new-jersey-appeals-court-clarifies-identification-of-violated-regulations-required-under-whistleblower-law/" itemprop="url" title="Permalink to New Jersey Appeals Court Clarifies Identification of Violated Regulations Required under Whistleblower Law" rel="bookmark">New Jersey Appeals Court Clarifies Identification of Violated Regulations Required under Whistleblower Law</a>
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496								<h3></h3>
497<h3><strong>Background</strong></h3>
498<p>John Sloan was an employee of Cape Regional Medical Center and Cape Regional Health System, Inc. (collectively “Cape”), from February 2018 until October 2020, serving as director of plant operations.  His duties included making sure that the facility’s maintenance, repair and safety systems were in compliance with their legal requirements.</p>
499<p>Sloan made complaints to his supervisors that defendants had not complied with fire-safety regulations by failing to inspect fires extinguishers, exit lights and sprinkler systems (the “fire<img loading="lazy" decoding="async" class="size-medium wp-image-2128 alignright" src="https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2023/11/6-300x225.jpg" alt="6-300x225" width="300" height="225" srcset="https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2023/11/6-300x225.jpg 300w, https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2023/11/6-1024x768.jpg 1024w, https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2023/11/6-768x576.jpg 768w, https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2023/11/6-1536x1152.jpg 1536w, https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2023/11/6-2048x1536.jpg 2048w, https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2023/11/6-1000x750.jpg 1000w, https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2023/11/6-160x120.jpg 160w" sizes="(max-width: 300px) 100v
499w, 300px" /> complaints”), particularly during the increased patient load and decreased staffing caused by Covid.  He also complained about the temperature and humidity levels in the operating rooms and electrical work in the sewage ejector pit (“the safety complaints”).  He alleged that he was told to ignore the violations and threatened with discipline if he did not, and that he was yelled at and false accusations were made about his work performance.  Eventually he was fired on October 16, 2020.  He claimed that he was terminated in retaliation for his complaints about the defendants’ legal and regulatory violations.</p>
500<div class="read_more_link"><a href="https://www.newjerseylawyersblog.com/new-jersey-appeals-court-clarifies-identification-of-violated-regulations-required-under-whistleblower-law/"  title="Continue Reading New Jersey Appeals Court Clarifies Identification of Violated Regulations Required under Whistleblower Law" class="more-link">Continue reading</a></div>
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516			<div class="published-date"><span class="published-date-label">Published on:</span> <time datetime="2026-05-27T16:58:27-04:00" class="post-date published" itemprop="datePublished" pubdate>May 27, 2026</time></div>			<div class="visuallyhidden">Updated:
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543			<div class="published-date"><span class="published-date-label">Published on:</span> <time datetime="2026-03-18T13:32:56-04:00" class="post-date published" itemprop="datePublished" pubdate>March 18, 2026</time></div>
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546            <h2 class="entry-title" itemprop="name">                <a href="https://www.newjerseylawyersblog.com/appeals-court-strikes-down-background-circumstances-rule-in-reverse-discrimination-lawsuits-under-the-new-jersey-law-against-discrimination-in-federal-court/" itemprop="url" title="Permalink to Appeals Court Strikes Down Background Circumstances Rule in Reverse Discrimination Lawsuits Under the New Jersey Law Against Discrimination in Federal Court" rel="bookmark">Appeals Court Strikes Down Background Circumstances Rule in Reverse Discrimination Lawsuits Under the New Jersey Law Against Discrimination in Federal Court</a>
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560								<h3><strong>Background: Anti-Discrimination Statutes and the Background Circumstances Rule</strong></h3>
561<p>Title VII of the United States Civil Rights Act of 1964 and the New Jersey Law Against Discrimination both prohibit employers from illegally discriminating against their employees.  Normally the evaluation is straightforward under the <em><a href="https://scholar.google.com/scholar_case?case=14185226792508953727&amp;q=massey+v.+bergenfield&amp;hl=en&amp;as_sdt=3,31">McDonnell Douglas</a> </em>Test.  However, in the case of reverse discrimination, i.e., where an employer is accused of discriminating against an employee who is in the majority, New Jersey and<img loading="lazy" decoding="async" class="size-medium wp-image-2101 alignright" src="https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2023/09/paterson-pd-john-and-andrew-300x183.jpg" alt="paterson-pd-john-and-andrew-300x183" width="300" height="183" srcset="https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2023/09/paterson-pd-john-and-andrew-300x183.jpg 300w, https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2023/09/paterson-pd-john-and-andrew-1024x623.jpg 1024w, https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2023/09/paterson-pd-john-and-andrew-768x467.jpg 768w, https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2023/09/paterson-pd-john-and-andrew-1536x935.jpg 1536w, https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2023/09/paterson-pd-john-and-andrew-1000x609.jpg 1000w, https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2023/09/paterson-pd-john-and-andrew-197x120.jpg 197w, https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2023/09/paterson-pd-john-and-andrew.jpg 1903w" sizes="(max-width: 300px) 100v
561w, 300px" /> many Federal courts imposed a higher burden of proof on the employee.  In cases of reverse discrimination, employees in New Jersey state courts and many federal courts had to satisfy the “Background Circumstances Rule,” which requires that the employee prove that he “has been victimized by the unusual employer who discriminates against the majority.”  However, in 2025, the United States Supreme Court unanimously struck down the Background Circumstances Rule in <a href="https://www.eeoc.gov/statutes/title-vii-civil-rights-act-1964">Title VII</a> cases in the case of <a href="https://scholar.google.com/scholar_case?case=8185333361058795195&amp;q=Ames+v.+Ohio+Department+of+Youth+Services&amp;hl=en&amp;as_sdt=3,31">Ames v. Ohio Department of Youth Services</a>.</p>
562<h3><strong>The U.S. Supreme Court Steps In</strong></h3>
563<div class="read_more_link"><a href="https://www.newjerseylawyersblog.com/appeals-court-strikes-down-background-circumstances-rule-in-reverse-discrimination-lawsuits-under-the-new-jersey-law-against-discrimination-in-federal-court/"  title="Continue Reading Appeals Court Strikes Down Background Circumstances Rule in Reverse Discrimination Lawsuits Under the New Jersey Law Against Discrimination in Federal Court" class="more-link">Continue reading</a></div>
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609            <h2 class="entry-title" itemprop="name">                <a href="https://www.newjerseylawyersblog.com/new-jersey-appeals-court-rejects-argument-that-public-employees-subsequent-employment-relieves-employer-from-having-to-pay-amounts-in-separation-agreement/" itemprop="url" title="Permalink to New Jersey Appeals Court Rejects Argument that Public Employee’s Subsequent Employment Relieves Employer from Having to Pay Amounts in Separation Agreement" rel="bookmark">New Jersey Appeals Court Rejects Argument that Public Employee’s Subsequent Employment Relieves Employer from Having to Pay Amounts in Separation Agreement</a>
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623								<p>The New Jersey Appellate Division examined a town’s termination of payments to its former employee under a separation agreement when the employee became employed by another town.</p>
624<h3><strong>Background<img loading="lazy" decoding="async" class="size-medium wp-image-2126 alignright" src="https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2023/11/4-225x300.jpg" alt="4-225x300" width="225" height="300" srcset="https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2023/11/4-225x300.jpg 225w, https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2023/11/4-768x1024.jpg 768w, https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2023/11/4-1152x1536.jpg 1152w, https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2023/11/4-1536x2048.jpg 1536w, https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2023/11/4-750x1000.jpg 750w, https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2023/11/4-90x120.jpg 90w, https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2023/11/4-scaled.jpg 1920w" sizes="(max-width: 225px) 100v
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625<p>Alberto Cabrera was the municipal clerk of the Town of Guttenberg, New Jersey.  As so often happens, the parties wished to terminate their relationship.  They entered into a Separation Agreement which provided that Cabrera would stop performing his duties and go on paid leave beginning on August 18, 2022, and the leave would terminate with his retirement on March 31, 2023.  He would be on the payroll and paid his regular salary by the Town through that day.  He would continue to get medical benefits through March 31, 2023.  The Town would also pay him his accrued but unused vacation, sick, compensatory and personal days for 2022 and 2023.  Cabrera agreed to submit a letter requesting this paid leave of absence, which he did the same day.  The Town’s Mayor and Council voted to approve the agreement.  Cabrera inquired about amending the agreement once, but it was never changed in any way.</p>
626<div class="read_more_link"><a href="https://www.newjerseylawyersblog.com/new-jersey-appeals-court-rejects-argument-that-public-employees-subsequent-employment-relieves-employer-from-having-to-pay-amounts-in-separation-agreement/"  title="Continue Reading New Jersey Appeals Court Rejects Argument that Public Employee’s Subsequent Employment Relieves Employer from Having to Pay Amounts in Separation Agreement" class="more-link">Continue reading</a></div>
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672            <h2 class="entry-title" itemprop="name">                <a href="https://www.newjerseylawyersblog.com/new-jersey-appeals-court-examines-the-effect-of-the-ending-forced-arbitration-of-sexual-assault-and-sexual-harassment-act-on-litigation-of-related-non-sexual-harassment-claims/" itemprop="url" title="Permalink to New Jersey Appeals Court Examines the Effect of the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act on Litigation of Related Non-Sexual Harassment Claims" rel="bookmark">New Jersey Appeals Court Examines the Effect of the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act on Litigation of Related Non-Sexual Harassment Claims</a>
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686								<h3><strong>The Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act</strong></h3>
687<p>The <a href="https://codes.findlaw.com/nj/title-2a-administration-of-civil-and-criminal-justice/nj-st-sect-2a-23b-23/">New Jersey Arbitration Act</a> and <a href="https://www.law.cornell.edu/uscode/text/9">Federal Arbitration Act</a> generally require enforcement of agreements to arbitrate disputes.  This extends to the enforcement of arbitration agreements in employment c
687ontracts.</p>
688<p>However, in response to the #MeToo Movement, Congress passed the <a href="https://www.congress.gov/bill/117th-congress/house-bill/4445/text">Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act of 2021</a>.  The EFAA provided:<img loading="lazy" decoding="async" class="size-medium wp-image-1498 alignright" src="https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2020/02/new-york-county-courthouse-1540991328RMS-300x200.jpg" alt="new-york-county-courthouse-1540991328RMS-300x200" width="300" height="200" srcset="https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2020/02/new-york-county-courthouse-1540991328RMS-300x200.jpg 300w, https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2020/02/new-york-county-courthouse-1540991328RMS-768x512.jpg 768w, https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2020/02/new-york-county-courthouse-1540991328RMS-1024x683.jpg 1024w, https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2020/02/new-york-county-courthouse-1540991328RMS-1000x667.jpg 1000w, https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2020/02/new-york-county-courthouse-1540991328RMS-180x120.jpg 180w, https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2020/02/new-york-county-courthouse-1540991328RMS.jpg 1920w" sizes="(max-width: 300px) 100vw, 300px" /></p>
689<div class="read_more_link"><a href="https://www.newjerseylawyersblog.com/new-jersey-appeals-court-examines-the-effect-of-the-ending-forced-arbitration-of-sexual-assault-and-sexual-harassment-act-on-litigation-of-related-non-sexual-harassment-claims/"  title="Continue Reading New Jersey Appeals Court Examines the Effect of the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act on Litigation of Related Non-Sexual Harassment Claims" class="more-link">Continue reading</a></div>
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732			<div class="published-date"><span class="published-date-label">Published on:</span> <time datetime="2026-01-27T16:28:56-05:00" class="post-date published" itemprop="datePublished" pubdate>January 27, 2026</time></div>
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735            <h2 class="entry-title" itemprop="name">                <a href="https://www.newjerseylawyersblog.com/new-jersey-state-board-of-examiners-authority-to-revoke-or-suspend-teaching-certificates-examined-by-supreme-court/" itemprop="url" title="Permalink to New Jersey State Board of Examiners Authority to Revoke or Suspend Teaching Certificates Examined by Supreme Court" rel="bookmark">New Jersey State Board of Examiners Authority to Revoke or Suspend Teaching Certificates Examined by Supreme Court</a>
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740			<div class="author vcard">by <span itemprop="author" itemtype="http://schema.org/Person" itemscope><a href="https://www.esqnj.com/maurice-w-mclaughlin.html" class="url fn author-esqnj-2 author-422 post-author-link" rel="author" target="_self" itemprop="url"><span itemprop="name">Maurice W. McLaughlin</span></a><meta itemprop="sameAs" content="https://www.linkedin.com/in/maurice" /><meta itemprop="sameAs" content="http://lawyers.justia.com/lawyer/maurice-mclaughlin-954007" /></span></div>
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749								<p>The State Board of Examiners, which operates within the New Jersey Department of Education, is the agency charged with licensing New Jersey educators.  It determines educator fitness and issues certifications required for New Jersey teachers and other teaching staff members.  It also has the authority to revoke or suspend certificates in appropriate circumstances.  The New Jersey Supreme Court recently examined the limits of the Board’s authority in the case of <em>In the Matter of the Certificates of Nicholas Cilento, State Board of Examiners, New Jersey Department of<img loading="lazy" decoding="async" class="size-medium wp-image-2212 alignright" src="https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2024/09/tess-225x300.jpg" alt="tess-225x300" width="225" height="300" srcset="https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2024/09/tess-225x300.jpg 225w, https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2024/09/tess-768x1024.jpg 768w, https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2024/09/tess-1152x1536.jpg 1152w, https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2024/09/tess-1536x2048.jpg 1536w, https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2024/09/tess-750x1000.jpg 750w, https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2024/09/tess-90x120.jpg 90w, https://www.newjerseylawyersblog.com/wp-content/uploads/sites/195/2024/09/tess-scaled.jpg 1920w" sizes="(max-width: 225px) 100v
749w, 225px" /> Education</em>.</p>
750<p><strong>Background</strong></p>
751<p>Nicholas Cilento was a special education teacher with the Woodbridge Township School District.  On May 21, 2019, he was relieved of his teaching responsibilities because it was alleged that he consumed alcohol on school grounds.  <a href="https://www.esqnj.com/practice-areas/employment-law_1/labor-employment-law-representing-public-sector-employees/teachers-principals-superintendents-administrators-and-other-edu/tenure-for-teachers-principals-school-nurses-and-other-teaching/">Tenure</a> charges were filed in November 2019.  Cilento appealed the charges and after an evidentiary hearing in which Cilento admitted struggling with alcoholism and consuming alcohol on school grounds, an arbitrator upheld charges of conduct unbecoming, violations of state and municipal law, violations of District policy.  The arbitrator imposed a three-month unpaid suspension and reinstatement on a “last chance” basis.</p>
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