Are the email addresses of community members who email municipal officials or employees required to be disclosed under OPRA? The answer is not a simple yes or no, but two recently decided cases provide some additional guidance.
Battle over Second Amendment continues in NJ
Depending upon legislative intent, and the context within which the words are used, there can be a big difference between the word “shall” and the word “may.”
In a 6-3 decision, the Supreme Court reinstituted the stay blocking OSHA from enforcing its vaccine ETS on employers of 100 of more workers through the pendent litigation before the Sixth Circuit Court of Appeals.
Recently, the New Jersey Economic Development Authority (“NJEDA”) announced the launch of the new Brownfields Impact Fund, a new program offering loans and sub-grants to eligible applicants across New Jersey to promote remediation of contaminated sites.
After determining that a facility is subject to the Environmental Justice Law, N.J.S.A. 13:1D-157, et seq., a facility must comply with the provisions of the Environmental Justice Law before the Department of Environmental Protection ("DEP") will complete the review process for an application for a new permit for a facility; an application for the expansion of a facility; or a renewal application for a major source permit.
In 2020, Governor Murphy signed New Jersey’s landmark Environmental Justice Law, N.J.S.A. 13:1D-157, et seq., which requires the Department of Environmental Protection ("DEP") to consider whether certain facilities seeking specific types of permits will contribute to existing environmental and public health stressors in overburdened communities.
On November 16, 2021, the New Jersey Board of Public Utilities (BPU) announced a redesigned Community Energy Plan Grant Program, which significantly simplifies the application process and places a greater emphasis on equity and environmental justice.
On October 25, 2021 and October 28, 2021, the Equal Employment Opportunity Commission (EEOC) provided updated guidance to help employers with the influx of religious accommodations from job applicants and employees pertaining to COVID-19 vaccine mandates, masking requirements, and testing requirements.