Healthcare providers in New Jersey operate in one of the most highly regulated environments in the state, where employment law changes can directly affect daily operations, compliance obligations, and risk exposure. New legislation expanding employee leave and job-protection rights requires healthcare employers to reassess existing policies and practices to ensure they align with evolving state requirements. With expanded coverage thresholds and earlier employee eligibility, these changes may impact a wide range of healthcare organizations, making early awareness and preparation essential.

Read more in our latest Client Alert about the significant changes to Family Leave and job-protection obligations that take effect July 17, 2026.

Tags: Family Leave, job-protection obligations
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Photo of Maja M. Obradovic Maja M. Obradovic

Partner / Co-Chair Employment Law

Maja concentrates her litigation practice primarily in the representation of public and private employers in employment related disputes at both the state and federal level. She also provides broad-based strategic employment counseling services to management personnel and human…

Partner / Co-Chair Employment Law

Maja concentrates her litigation practice primarily in the representation of public and private employers in employment related disputes at both the state and federal level. She also provides broad-based strategic employment counseling services to management personnel and human resources professionals. She serves as Co-Chair of the firm’s Employment Law Department.

Maja has represented clients in the defense of employment claims under both New Jersey state and federal statutes, including the New Jersey Law Against Discrimination (NJLAD), the Conscientious-Employee Protection Act (CEPA), Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act (ADA), and the Family Medical Leave Act (FMLA). These cases have included claims involving employment discrimination based on age or other factors, sexual harassment, wrongful termination, whistleblower retaliation, wage and hour disputes, hostile work environment, contract issues, social media and privacy matters, and the enforcement and/or violation of employment agreements including restrictive covenants and non-compete provisions. Maja represents clients in the manufacturing, higher education, retail, healthcare, food and beverage, financial and other industries in state and federal courts, as well as before the U.S. Equal Employment Opportunity Commission (EEOC), the New Jersey Division on Civil Rights (DCR) and other agencies.

In the area of employment counseling and risk avoidance, Maja advises clients on workplace policies and day-to-day issues including the hiring, discharge and proper classification of employees. In addition, she assists clients in conducting internal employment-related investigations and performs independent workplace investigations of claims made against her corporate clients or their employees. She provides practical guidance and training to ensure compliance with federal and state laws and regulations. Her work includes the negotiation and drafting of employment agreements, employee handbooks and employment policies.

Maja has additional experience in bankruptcy reorganization matters, including Chapter 11 reorganizations and Chapter 7 and Chapter 13 filings. She has also played an integral role in the mediation of various disputes, including the drafting of formal written opinions involving complex commercial matters and the support of attorneys serving as Special Masters in complex discovery disputes.

Results may vary depending on your particular facts and legal circumstances.

Contact information:

mobradovic@greenbaumlaw.com | 732.476.2454 | vCard

For more information visit the Greenbaum, Rowe, Smith & Davis LLP website.

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