(732) 741-3900
People practices newsroom others
Showing 3 of 10
Employment

Giordano, Halleran & Ciesla, P.C. offers exceptional career opportunities to lawyers, aspiring graduates and business support professionals in an environment that is challenging and rewarding. Our continued success depends on our most important asset – our people – which is why we take care in recruiting and retaining the best. We look for candidates with academic excellence, proven commitment and self-motivation.

As a forward-thinking and client-oriented law firm, Giordano, Halleran & Ciesla is continually seeking out new talent to join our team. We look for team players possessing the ability to work individually and as a part of our departmental teams.

If interested, we encourage you to submit a cover letter and resume directly to James D'Arcy, via email to info@ghclaw.com or via fax to (732) 224-6599.

[ learn More ]
    • linkedin
    • twitter
    • facebook

    NJ Pay Transparency Act - New Law Alert

    • Ari G. Burd

    May 19, 2025

    Beginning June 1, 2025, all New Jersey employers with 10 or more employees will be subject to the NJ Wage Transparency Act. It is unclear if to meet this requirement, the employer must have 10 employees working in New Jersey, or simply 10 employees in total.

    For all jobs that are posted internally or externally, the law will require employers to disclose the hourly wage or salary (or range) and a description of any other benefits and compensation programs that the employee will be eligible for. Nothing, however, stops the employer from reasonably increasing the compensation and benefits beyond what is posted. Additionally, reasonable efforts must be taken to alert existing employees regarding opportunities for promotion in their department that are advertised internally or externally. Notably the internal announcement requirement does not apply to the promotion of current employees based on length of experience or performance. Put simply, you will not be required to post a position simply because you are considering promoting a high performing employee. Additionally, the law should not be read to prevent employers from quickly promoting an employee as a result of emergent or unforeseen circumstances.

    If you have any questions, please reach out to Ari Burd, Jeri Abrams, Jay Becker or Nicholas Rollo in the GH&C Labor Employment Law Group.

    Posted in: Labor & Employment