Kenneth and Catherine Ann Shea purchased a home on Columbia Turnpike in Florham Park, New Jersey in 2003.  The survey showed that their horseshoe shaped driveway, both ends of which connect to Columbia Turnpike, ran onto the edge of the neighboring property.  The Shea’s house was built in 1981, and aerial photographs show that the driveway was in use and going over the neighbor’s property since at least April 19, 1990.  It was originally gravel, but the Sheas paved it between 2005 and 2007.   They .used it until 2021 when their neighbors Romo and Dolores DiPopolo, sent a letter telling them to stop using it and then put a fence up barring their access.

The DiPopolos bought the neighboring property in 2001.  It vacant until they built a house there and moved into it in 2016.  The DiPopolos also owned the property behind it.  They developed that property in 2004 and 2005, using the disputed driveway – which ran on both properties – to move the construction equipment used in the development.

Three Positive Urinalysis Tests

The three officers, Norhan Mansour, Omar Polanco and Montavious Patten, all had positive results for marijuana from urinalysis tests.  In subsequent interviews with Jersey City Police Department Internal Affairs investigators, they admitted the use.  Officers Mansour said that he had purchased the marijuana at a legal dispensary and produced receipts.  Officer Polanco also stated that he had purchased the marijuana at a legal dispensary but did not have receipts.  Officer Patten purchased the marijuana from a friend named “Sal,” who told Patten that he had purchased it from a legal dispensary.  There was no allegation that the officers were under the influence of marijuana on the job.

Under New Jersey civil service law, employment decisions, including hiring, must be based solely on merit.  The civil service system therefore employs examinations which objectively test a candidate’s fitness.  Successful candidates are then placed on a hiring list in order of their scores, with certain preferences for veterans.  New employees must then be hired off the list in order of their placement, subject to the Rule of Three.  Candidates for positions as law enforcement officers or fire fighters includes testing of their psychological fitness.  A candidate may be removed from a hiring list for failure of these examinations.

However, because New Jersey’s civil service laws are designed to ensure that employment decisions are based on merit and not because of favoritism, nepotism or discrimination, there is a robust due process procedure for list removal appeals.   The candidate first appeals his removal from the list with the New Jersey Civil Service Commission.  Thereafter, the unsuccessful party may appeal an unfavorable decision to the Appellate Division of the Superior Court, and then ultimately to the New Jersey Supreme Court (which only hears a small, select number of appeals).

Super Lawyers’ selection criteria is as follows.  “Super Lawyers selects attorneys using a patented multiphase selection process. Peer nominations and evaluations are combined with independent research. Each candidate is evaluated on 12 indicators of peer recognition and professional achievement. Selections are made on an annual, state-by-state basis. The objective is to create a credible, comprehensive and diverse listing of outstanding attorneys that can be used as a resource for attorneys and consumers searching for legal counsel. Since Super Lawyers is intended to be used as an aid in selecting a lawyer, we limit the lawyer ratings to those who can be hired and retained by the public… The final published list represents the top 5 percent of lawyers in the state. The lists are published annually in state and regional editions of Super Lawyers magazines and in inserts and special advertising sections in leading city and regional magazines and newspapers. All attorneys selected for inclusion in Super Lawyers, regardless of year, can be found on SuperLawyers.com.”

Maurice, with Frank Nardi, founded the law firm in 2002, and practices in employment, commercial and construction litigation.  He is also a mediator appointed by the Superior Court to mediate civil litigation.  Maurice is the author of the book New Jersey Public Employment Law published by Gann Law Books, now in its 14^th edition.  Maurice is admitted to the state bars in New Jersey, New York and Massachusetts, and the United States Supreme Court.

Background

John Sloan was an employee of Cape Regional Medical Center and Cape Regional Health System, Inc. (collectively “Cape”), from February 2018 until October 2020, serving as director of plant operations.  His duties included making sure that the facility’s maintenance, repair and safety systems were in compliance with their legal requirements.

Sloan made complaints to his supervisors that defendants had not complied with fire-safety regulations by failing to inspect fires extinguishers, exit lights and sprinkler systems (the “fire complaints”), particularly during the increased patient load and decreased staffing caused by Covid.  He also complained about the temperature and humidity levels in the operating rooms and electrical work in the sewage ejector pit (“the safety complaints”).  He alleged that he was told to ignore the violations and threatened with discipline if he did not, and that he was yelled at and false accusations were made about his work performance.  Eventually he was fired on October 16, 2020.  He claimed that he was terminated in retaliation for his complaints about the defendants’ legal and regulatory violations.

Background

The Borough of Caldwell contracted with Cozzarelli Cirminiello Architects, LLC for architectural services including design, construction and rehabilitation of Borough-owned facilities.  CCA’s invoices were approved by municipal officials before being submitted to and approved by the Council before they were paid.  After a new Council was elected, the Borough terminated its contracts with CCA.  Caldwell then sued CCA in the Law Division of the Superior Court of New Jersey in Essex County for breach of contract, unjust enrichment and violation of the New Jersey Consumer Fraud Act. Caldwell claimed that CCA failed to perform its services, failed to produce “products,” failed to support the Borough on construction bids, failed to produce construction documents, double billed the Borough, and billed it above the agreed upon rate.

Title VII of the United States Civil Rights Act of 1964 and the New Jersey Law Against Discrimination both prohibit employers from illegally discriminating against their employees.  Normally the evaluation is straightforward under the McDonnell Douglas Test.  However, in the case of reverse discrimination, i.e., where an employer is accused of discriminating against an employee who is in the majority, New Jersey and many Federal courts imposed a higher burden of proof on the employee.  In cases of reverse discrimination, employees in New Jersey state courts and many federal courts had to satisfy the “Background Circumstances Rule,” which requires that the employee prove that he “has been victimized by the unusual employer who discriminates against the majority.”  However, in 2025, the United States Supreme Court unanimously struck down the Background Circumstances Rule in Title VII cases in the case of Ames v. Ohio Department of Youth Services.

The U.S. Supreme Court Steps In

Background

Alberto Cabrera was the municipal clerk of the Town of Guttenberg, New Jersey.  As so often happens, the parties wished to terminate their relationship.  They entered into a Separation Agreement which provided that Cabrera would stop performing his duties and go on paid leave beginning on August 18, 2022, and the leave would terminate with his retirement on March 31, 2023.  He would be on the payroll and paid his regular salary by the Town through that day.  He would continue to get medical benefits through March 31, 2023.  The Town would also pay him his accrued but unused vacation, sick, compensatory and personal days for 2022 and 2023.  Cabrera agreed to submit a letter requesting this paid leave of absence, which he did the same day.  The Town’s Mayor and Council voted to approve the agreement.  Cabrera inquired about amending the agreement once, but it was never changed in any way.

The New Jersey Arbitration Act and Federal Arbitration Act generally require enforcement of agreements to arbitrate disputes.  This extends to the enforcement of arbitration agreements in employment contracts.

However, in response to the #MeToo Movement, Congress passed the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act of 2021.  The EFAA provided:

Judge Boggia served on the Superior Court bench for more than twenty years in the Civil Division, both as trial judge and acting presiding civil judge, handling complex trials, including class actions, product liability, medical malpractice and serious personal injury claims.  He also helped settle hundreds of civil cases before trial, and instituted the first mediation program in the Bergen County Superior Court.

Prior to his appointment to the Superior Court bench, Judge Boggia served as Law Clerk to the Honorable Arthur J. O’Dea in the New Jersey Superior Court, and as an assistant prosecutor in Bergen County, handling serious criminal cases. He was House Counsel for Liberty Mutual Insurance Company, and in that position tried hundreds of cases and earned the distinction of Certified Trial Attorney.  Judge Boggia sat concurrently as Municipal Judge in the Bergen County communities of Little Ferry, Leonia, Maywood, Bogota, and Fairview, New Jersey.