Proposed Termination-State of New Jersey
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We have an apartment complex in the state of New Jersey, where we have knowledge that an employee (maintenance man) had been dating and/or has been involved with one of the female tenants. We have no written policy on dating/fraternizing.
A couple of weeks ago, the employee and tenant got into a fight/argument in the tenants apartment, which the employee allegedly got physically violent with her (popped her in the eye-has a shiner). The employee left the tenants apartment, at which time the tenant called the police, filed a report and obtained a restraining order against the employee.
Employee called in sick a couple of days after the incident and requested time off. We at this point, suspended the employee pending investigation. The employee has since been detained and incarcerated until trial for a domestic violence charge.
We would like to terminate this employee for exposing the company to serious liability, as the tenant can sue the company. In the State of New Jersey is there any laws protecting an employee from losing their job in this type of scenario and reason for termination?
A couple of weeks ago, the employee and tenant got into a fight/argument in the tenants apartment, which the employee allegedly got physically violent with her (popped her in the eye-has a shiner). The employee left the tenants apartment, at which time the tenant called the police, filed a report and obtained a restraining order against the employee.
Employee called in sick a couple of days after the incident and requested time off. We at this point, suspended the employee pending investigation. The employee has since been detained and incarcerated until trial for a domestic violence charge.
We would like to terminate this employee for exposing the company to serious liability, as the tenant can sue the company. In the State of New Jersey is there any laws protecting an employee from losing their job in this type of scenario and reason for termination?
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Margaret Morford
theHRedge