The Appellate Division affirmed an order granting summary judgment. Because the plaintiff was a “special employee,” the exclusive remedy for his workplace injury was workers’ compensation. Moreover, the defendant’s alleged conduct was not excepted from workers’ compensation because the conduct was not sufficiently egregious to rise to the level of intentional wrong.
The Supreme Court held that application of the Pennsylvania Human Relations Act (“PHRA”) to the judiciary and its employees infringes upon this Court’s ability to administer the courts, promulgate rules and policies, and supervise its employees, and, thus, violates separation of powers principles.
The New Jersey Supreme Court held that when the Federal Arbitration Act’s exempts a contract from arbitration, the state analog — the New Jersey Arbitration Act — may still apply and the FAA does not preempt the NJAA.
Harrison sued her former employer alleging Retaliation pursuant to Pennsylvania’s Whistleblower Law. The trial court dismissed the suit, holding that the claim was improperly filed, because, since Harrison was not a member of a protected class, the claim should have been filed pursuant to the Pennsylvania Human Relations Act (PHRA). The Superior Court disagreed, and the PA … Read more
The 3rd Circuit reversed the district court’s order granting defendant’s 12(b)(6) motion. Plaintiff alleged he was fired in violation of the Americans with Disabilities Act and further alleged that he was “regarded as” having a disability. Defendant responded that the disability was transitory and minor. The 3rd Circuit held that, though defendant adequately established that … Read more