Readers of this blog are aware that earlier this year, the state Assembly introduced legislation to create employment rights under the New Jersey Workers’ Compensation Act for workers who reach maximum medical improvement but cannot perform their job any longer.
Many employers have written to say they were shocked that this bill was being introduced. This week, Gov. Phil Murphy signed into law A2617, which provides as follows:
“Following a work-related injury, an employer shall provide a hiring preference to an employee who has reached maximum medical improvement (MMI) and is unable to return to the position at which the employee was previously employed for any existing, unfilled position offered by the employer for which the employee can perform the essential functions of the position.”
The bill, which applies to employers with more than 50 employees, is notable for what it does not say and what it does not answer.
The law says nothing about remedies, penalties, counsel fees for violations, or procedures to enforce this provision. The timing of the law could not be more ironic: There are estimated to be 11 million unfilled jobs in the United States and hundreds of thousands of unfilled jobs in New Jersey. It has never been easier to find a job than it is right now.
This law does acknowledge that employers do not have to create a new position to accommodate an employee, but of course, that is nothing new, either. That statement simply reflects existing law under the NJLAD and the ADA.
For defense lawyers and workers’ compensation practitioners, this provision is worrisome because the preference language can be stretched in any direction. One must assume that legislators would not pass a soundbite law that added nothing to the existing law.
An amendment to the original draft was added late to state, “Nothing in this section shall be construed to impair or affect any right of an individual with a disability to a reasonable accommodation under the ‘Law Against Discrimination.’” But that ultimately raises questions: What rights does this law provide over and above those existing rights that employees already had under the ADA or NJLAD? What hole in the legal landscape was this provision designed to fill?
John H. Geaney is an attorney, executive committee member and shareholder with Capehart Scatchard, a defense law firm in New Jersey. This post appears with permission from Geaney's New Jersey Workers' Comp Blog.
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