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	<title>Schwartz Kelly, LLC</title>
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	<link>http://schwartzkellylawblog.com</link>
	<description>Employment and Business Law Blog</description>
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		<title>Schwartz Kelly, LLC</title>
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		<title>New Jersey Law Prevents Discrimination Against Unemployed</title>
		<link>http://schwartzkellylawblog.com/2011/11/15/new-jersey-law-prevents-discrimination-against-unemployed/</link>
		<comments>http://schwartzkellylawblog.com/2011/11/15/new-jersey-law-prevents-discrimination-against-unemployed/#comments</comments>
		<pubDate>Tue, 15 Nov 2011 15:47:36 +0000</pubDate>
		<dc:creator>Schwartz Kelly, LLC</dc:creator>
				<category><![CDATA[Employment]]></category>

		<guid isPermaLink="false">http://schwartzkellylawblog.com/?p=190</guid>
		<description><![CDATA[A New Jersey business was recently fined $1,000 for posting a hiring advertisement that stated job applicants “must be currently employed.”  The employer challenged the law complaining that the state did not provide sufficient notice of the new law.  The state &#8230; <a href="http://schwartzkellylawblog.com/2011/11/15/new-jersey-law-prevents-discrimination-against-unemployed/">Continue reading <span class="meta-nav">&#8594;</span></a><img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=schwartzkellylawblog.com&amp;blog=24371063&amp;post=190&amp;subd=schwartzkellylawblog&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
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			<media:title type="html">Must be currently employed</media:title>
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		<title>Company-Issued Smartphones May Lead To Unintended Overtime</title>
		<link>http://schwartzkellylawblog.com/2011/10/24/company-issued-smartphones-may-lead-to-unintended-overtime/</link>
		<comments>http://schwartzkellylawblog.com/2011/10/24/company-issued-smartphones-may-lead-to-unintended-overtime/#comments</comments>
		<pubDate>Mon, 24 Oct 2011 18:51:35 +0000</pubDate>
		<dc:creator>Schwartz Kelly, LLC</dc:creator>
				<category><![CDATA[Employment]]></category>

		<guid isPermaLink="false">http://schwartzkellylawblog.com/?p=184</guid>
		<description><![CDATA[As more employees continue to receive company-issued smartphones from their employers, questions arise concerning the Fair Labor Standards Act and other state wage and hour laws.  Employers should be aware that nonexempt employees using smartphones for work-related activities after normal &#8230; <a href="http://schwartzkellylawblog.com/2011/10/24/company-issued-smartphones-may-lead-to-unintended-overtime/">Continue reading <span class="meta-nav">&#8594;</span></a><img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=schwartzkellylawblog.com&amp;blog=24371063&amp;post=184&amp;subd=schwartzkellylawblog&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
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			<media:title type="html">Smartphones</media:title>
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		<item>
		<title>Employers Required to Post NLRA Notice</title>
		<link>http://schwartzkellylawblog.com/2011/10/17/employers-required-to-post-nlra-notice/</link>
		<comments>http://schwartzkellylawblog.com/2011/10/17/employers-required-to-post-nlra-notice/#comments</comments>
		<pubDate>Mon, 17 Oct 2011 19:34:35 +0000</pubDate>
		<dc:creator>Schwartz Kelly, LLC</dc:creator>
				<category><![CDATA[Employment]]></category>

		<guid isPermaLink="false">http://schwartzkellylawblog.com/?p=181</guid>
		<description><![CDATA[The National Labor Relations Board (NLRB) recently approved a final rule requiring certain private employers to post a notification informing employees of their rights under the National Labor Relations Act (NLRA).  The notice is required to be posted beginning January &#8230; <a href="http://schwartzkellylawblog.com/2011/10/17/employers-required-to-post-nlra-notice/">Continue reading <span class="meta-nav">&#8594;</span></a><img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=schwartzkellylawblog.com&amp;blog=24371063&amp;post=181&amp;subd=schwartzkellylawblog&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
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			<media:title type="html">Employee Rights Under NLRA</media:title>
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		<title>New Jersey Employers Required To Provide Form BC-10</title>
		<link>http://schwartzkellylawblog.com/2011/09/28/new-jersey-employers-required-to-provide-form-bc-10/</link>
		<comments>http://schwartzkellylawblog.com/2011/09/28/new-jersey-employers-required-to-provide-form-bc-10/#comments</comments>
		<pubDate>Wed, 28 Sep 2011 14:10:35 +0000</pubDate>
		<dc:creator>Schwartz Kelly, LLC</dc:creator>
				<category><![CDATA[Employment]]></category>

		<guid isPermaLink="false">http://schwartzkellylawblog.com/?p=177</guid>
		<description><![CDATA[Under a newly enacted law (L. 2011, c 87), the New Jersey Department of Labor recently revised Form BC-10 which is used to provide terminated employees with information on how to file a claim for unemployment benefits.  As indicated on &#8230; <a href="http://schwartzkellylawblog.com/2011/09/28/new-jersey-employers-required-to-provide-form-bc-10/">Continue reading <span class="meta-nav">&#8594;</span></a><img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=schwartzkellylawblog.com&amp;blog=24371063&amp;post=177&amp;subd=schwartzkellylawblog&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
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			<media:title type="html">Unemployment</media:title>
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		<title>Amnesty Program For Employers Who Improperly Classify Workers</title>
		<link>http://schwartzkellylawblog.com/2011/09/22/amnesty-program-for-employers-who-improperly-classify-workers/</link>
		<comments>http://schwartzkellylawblog.com/2011/09/22/amnesty-program-for-employers-who-improperly-classify-workers/#comments</comments>
		<pubDate>Thu, 22 Sep 2011 17:08:54 +0000</pubDate>
		<dc:creator>Schwartz Kelly, LLC</dc:creator>
				<category><![CDATA[Employment]]></category>

		<guid isPermaLink="false">http://schwartzkellylawblog.com/?p=172</guid>
		<description><![CDATA[The IRS recently announced an amnesty program whereby employers who improperly classified workers as independent contractors may re-classify workers as employees and make a small payment towards back taxes that are consequently due.  Employers sometimes classify workers as independent contractors &#8230; <a href="http://schwartzkellylawblog.com/2011/09/22/amnesty-program-for-employers-who-improperly-classify-workers/">Continue reading <span class="meta-nav">&#8594;</span></a><img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=schwartzkellylawblog.com&amp;blog=24371063&amp;post=172&amp;subd=schwartzkellylawblog&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
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			<media:title type="html">W2 vs. 1099</media:title>
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		<item>
		<title>Surveillance: A Violation Of Your Privacy Rights?</title>
		<link>http://schwartzkellylawblog.com/2011/08/16/surveillance-a-violation-of-your-privacy-rights/</link>
		<comments>http://schwartzkellylawblog.com/2011/08/16/surveillance-a-violation-of-your-privacy-rights/#comments</comments>
		<pubDate>Tue, 16 Aug 2011 14:12:09 +0000</pubDate>
		<dc:creator>Schwartz Kelly, LLC</dc:creator>
				<category><![CDATA[Employment]]></category>

		<guid isPermaLink="false">http://schwartzkellylawblog.com/?p=164</guid>
		<description><![CDATA[The New Jersey Appellate Division recently affirmed a case involving privacy rights in favor of defendants-respondents Innovative Investigations, Inc. and its principal Richard Leonard.  In Kenneth Villanova v. Innovative Investigations, Inc., et. al., Mr. Villanova brought suit against Innovative Investigations, &#8230; <a href="http://schwartzkellylawblog.com/2011/08/16/surveillance-a-violation-of-your-privacy-rights/">Continue reading <span class="meta-nav">&#8594;</span></a><img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=schwartzkellylawblog.com&amp;blog=24371063&amp;post=164&amp;subd=schwartzkellylawblog&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
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			<media:title type="html">Surveillance</media:title>
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		<item>
		<title>Using A Credit Score During The Hiring Process</title>
		<link>http://schwartzkellylawblog.com/2011/08/11/using-a-credit-score-during-the-hiring-process/</link>
		<comments>http://schwartzkellylawblog.com/2011/08/11/using-a-credit-score-during-the-hiring-process/#comments</comments>
		<pubDate>Thu, 11 Aug 2011 20:10:18 +0000</pubDate>
		<dc:creator>Schwartz Kelly, LLC</dc:creator>
				<category><![CDATA[Employment]]></category>

		<guid isPermaLink="false">http://schwartzkellylawblog.com/?p=159</guid>
		<description><![CDATA[A new amendment to the Fair Credit Reporting Act (FCRA) went into effect on July 21, 2011.  The changes require employers that use credit scores during the hiring process to disclose to the job applicant that a credit score was &#8230; <a href="http://schwartzkellylawblog.com/2011/08/11/using-a-credit-score-during-the-hiring-process/">Continue reading <span class="meta-nav">&#8594;</span></a><img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=schwartzkellylawblog.com&amp;blog=24371063&amp;post=159&amp;subd=schwartzkellylawblog&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
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		<media:content url="http://schwartzkellylawblog.files.wordpress.com/2011/08/credit-report.jpg?w=300" medium="image">
			<media:title type="html">Credit Report</media:title>
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		<title>Employers Beware Of Inflexible Attendance Policy</title>
		<link>http://schwartzkellylawblog.com/2011/07/15/employers-beware-of-inflexible-attendance-policy/</link>
		<comments>http://schwartzkellylawblog.com/2011/07/15/employers-beware-of-inflexible-attendance-policy/#comments</comments>
		<pubDate>Fri, 15 Jul 2011 16:19:03 +0000</pubDate>
		<dc:creator>Schwartz Kelly, LLC</dc:creator>
				<category><![CDATA[Employment]]></category>

		<guid isPermaLink="false">http://schwartzkellylawblog.com/?p=153</guid>
		<description><![CDATA[On July 6, 2011, Verizon Communications offered to pay $20 million to settle a class action disability discrimination lawsuit filed by the Equal Employment Opportunity Commission (EEOC).  The settlement proposal is currently being considered by the court. The lawsuit argues that &#8230; <a href="http://schwartzkellylawblog.com/2011/07/15/employers-beware-of-inflexible-attendance-policy/">Continue reading <span class="meta-nav">&#8594;</span></a><img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=schwartzkellylawblog.com&amp;blog=24371063&amp;post=153&amp;subd=schwartzkellylawblog&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
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		<media:content url="http://schwartzkellylawblog.files.wordpress.com/2011/07/absenteeism-in-the-workplace.jpg?w=269" medium="image">
			<media:title type="html">Absenteeism in the Workplace</media:title>
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		<item>
		<title>Business Owners May Be Found Personally Liable</title>
		<link>http://schwartzkellylawblog.com/2011/07/12/business-owners-may-be-found-personally-liable/</link>
		<comments>http://schwartzkellylawblog.com/2011/07/12/business-owners-may-be-found-personally-liable/#comments</comments>
		<pubDate>Tue, 12 Jul 2011 16:18:38 +0000</pubDate>
		<dc:creator>Schwartz Kelly, LLC</dc:creator>
				<category><![CDATA[Business]]></category>

		<guid isPermaLink="false">http://schwartzkellylawblog.wordpress.com/?p=141</guid>
		<description><![CDATA[One of the main reasons business owners choose to incorporate their business is to limit their individual liability and protect their personal assets.  In most instances, the law will protect the individual from personal liability because of that corporate protection.  &#8230; <a href="http://schwartzkellylawblog.com/2011/07/12/business-owners-may-be-found-personally-liable/">Continue reading <span class="meta-nav">&#8594;</span></a><img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=schwartzkellylawblog.com&amp;blog=24371063&amp;post=141&amp;subd=schwartzkellylawblog&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
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			<media:title type="html">Businessman Overwhelmed with Paperwork</media:title>
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		<title>Unemployment Benefits Denied</title>
		<link>http://schwartzkellylawblog.com/2011/07/08/unemployment-benefits-denied/</link>
		<comments>http://schwartzkellylawblog.com/2011/07/08/unemployment-benefits-denied/#comments</comments>
		<pubDate>Fri, 08 Jul 2011 16:04:16 +0000</pubDate>
		<dc:creator>Schwartz Kelly, LLC</dc:creator>
				<category><![CDATA[Employment]]></category>

		<guid isPermaLink="false">http://schwartzkellylawblog.wordpress.com/?p=129</guid>
		<description><![CDATA[The New Jersey Appellate Division affirmed a final decision of the Board of Review finding that an employee and unemployment claimant (Paolini) was correctly disqualified for unemployment benefits for having left work voluntarily without good cause attributable to the work. &#8230; <a href="http://schwartzkellylawblog.com/2011/07/08/unemployment-benefits-denied/">Continue reading <span class="meta-nav">&#8594;</span></a><img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=schwartzkellylawblog.com&amp;blog=24371063&amp;post=129&amp;subd=schwartzkellylawblog&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
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			<media:title type="html">Unemployment Benefits Rejected</media:title>
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