Ramon E. Rivera
Partner
Chair of  Labor & Employment

About

Ramon Rivera focuses his practice on the representation of public employers and private corporations in traditional labor and employment matters. He is primarily responsible for the representation of numerous public entities and municipalities with regard to various labor and employment issues. Additionally, he specifically focuses on labor negotiations, interest arbitrations, grievance arbitrations and disciplinary hearings for public employers. Mr. Rivera also reviews and revises employee manuals and aids in conducting anti-harassment training for employees. Further, he has appeared before the federal, state and administrative courts on various labor and employment matters, including but not limited to, trials, settlement negotiations and motions. Mr. Rivera also has significant experience dealing with issues under federal and state statutes including, inter alia, Title VII, NJLAD, ADA, ADEA, FMLA and NJFLA. Mr. Rivera is a member of the Executive Committee of the Section on Labor & Employment of the New Jersey State Bar Association.

Mr. Rivera also practices in the areas of land use law. Mr. Rivera’s land use practice involves working with private corporations and developers with regard to development and redevelopment projects, including providing assistance with land use applications and related litigation. Mr. Rivera is currently working with several private entities in Essex County on land use matters.

Mr. Rivera is very active in the community. He volunteers on the resource development committee of La Casa De Don Pedro, a nonprofit entity that provides housing assistance, day care, credit union and senior citizen services to residents of Newark. He is a trustee of the Cerebral Palsy of North Jersey and serves on CPNJ’s Human Rights and Development Committees. He was just recently named Chair of CPNJ’s Governance Committee. Mr. Rivera is a member of the Steering Committee of the Newark Re-entry Legal Services Network, an initiative sponsored by Newark Mayor Cory Booker whose purpose is to provide free legal services to ex-offenders as they seek to re-enter society.

Mr. Rivera received his BA from Wesleyan University and his JD from Rutgers University School of Law, where he served as Articles Editor for the Rutgers Race & Law Review. Prior to joining private practice, he was a Law Clerk to the Honorable Edward W. Beglin Jr., Assignment Judge, Union County, New Jersey Supreme Court. Mr. Rivera is a Certified Court Mediator.

Mr. Rivera was chosen for inclusion in the “New Jersey Super Lawyers Rising Stars 2007″ list. The Rising Stars list includes the “top up-and-coming lawyers in the state” and is compiled by conducting a poll followed up by a detailed and independent research process that evaluates each candidate based on 12 indicators of peer recognition and professional achievement. The New Jersey Law Journal named Mr. Rivera to their “40 Under 40” list for 2007, an annual list that featured lawyers “worthy of attention due to what they have accomplished in their careers so far.” The Law Journal editors chose lawyers who have developed practice niches, demonstrated leadership potential by work in practice groups or committees and amassed a book of business and a solid record of trial, appellate or transactional work. They also looked for pro bono work and charitable, community and other volunteer activities.

Practices





















Education

Rutgers University Law School (JD, 2000)

Wesleyan University (BA, 1995)

Bar Admissions

New Jersey

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Blog

U.S. Supreme Court to Address Pregnancy Discrimination
Posted on Thursday August 28, 2014

The U.S. Supreme Court will consider yet another high-profile women’s health issue next term. In Young v. United Parcel Service, Inc., the justices will determine what types of accommodations employers must make for pregnant workers. As we discussed last week, the Pregnancy Discrimination Act (PDA) provides that “women affected by pregnancy, childbirth, or related medical conditions shall be treated the same for all employment-related purposes…as other persons not so affected but similar in their ability or inability to work.” However, the statute does not specifically address accommodations for pregnant workers. The Facts of the Case Peggy Young was employed as a […]

The post U.S. Supreme Court to Address Pregnancy Discrimination appeared first on businesslawnews.com.

Court Rules NJLAD Protects Divorcing Workers
Posted on Wednesday August 06, 2014

While you may lose your house or your dog when your marriage ends, you shouldn’t lose your job. In a recent decision, the Appellate Division of the New Jersey Superior Court ruled that the New Jersey Law Against Discrimination (NJLAD) protects employees who are going through a divorce. The Facts of the Case In Smith v. Millville Rescue Squad, Plaintiff Robert Smith alleged that he was terminated from his position as Director of Operations at Millville Rescue Squad (MRS) because management was concerned about the likelihood of an ugly or messy divorce. Smith and his wife, who was also employed […]

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NJ “Ban the Box” Bill Headed to Gov. Christie’s Desk
Posted on Tuesday July 22, 2014

New Jersey may soon be the latest state to “ban the box.” Late last month, the state legislature passed the Opportunity to Compete Act, which would restrict the use of criminal background checks by New Jersey employers. The bill now awaits Gov. Chris Christie’s signature. Six states—Hawaii, California, Connecticut, Massachusetts, Minnesota and New Mexico—have previously passed measures to remove barriers to employment for individuals with criminal records by restricting the use of criminal background checks by employers. These laws “ban the box” by eliminating the check box on many employment applications that requires applicants to disclose whether they have a […]

The post NJ “Ban the Box” Bill Headed to Gov. Christie’s Desk appeared first on businesslawnews.com.

Have You Translated Your Employee Policies?
Posted on Monday June 23, 2014

New York and New Jersey businesses should ensure that all of their employees understand (entender, comprendre, wakaru) their workplace policies. This includes those who are not native English speakers. In some cases, failing to translate key employee policies and legal notices can lead to costly liability. Translation Obligations in the U.S. To start, some laws require translation. For instance, Newark’s sick leave ordinance states that the required notice must be provided in English as well as the employee’s primary language if such language is the first language of at least 10 percent of the employer’s workforce. Under the Family and […]

The post Have You Translated Your Employee Policies? appeared first on businesslawnews.com.

Newark Sick Leave Ordinance to Take Effect
Posted on Thursday June 12, 2014

Newark employers are reminded that the city’s sick leave ordinance takes effect on June 21, 2014. It requires all private sector employers with 10 or more employees working in the City of Newark to provide up to five days of paid sick leave per year. Employers with fewer than 10 employees are only obligated to provide up to three days of paid sick leave per year. Under the Paid Sick Time Ordinance, an employee may use paid sick time in any of the following situations: The employee’s mental or physical illness, injury or health condition or need for medical diagnosis, […]

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