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The Supreme Court of New York, New York County recently denied an electrical contractor’s motion for summary judgment where that contractor failed to sufficiently establish that it did not cause or create the allegedly dangerous condition that caused the plaintiff’s fall. In Bernfeld v. CRC Assoc., Inc., 2023 N.Y. Misc. LEXIS 249 (January 17, 2023), plaintiff, Lawrence Bernfeld, exited his apartment building located on West 79th Street in Manhattan when he stepped out onto the sidewalk and slipped on a patch of ice next to a fire hydrant approximately 40 to 50 feet from the intersection of West 79th Street and Amsterdam Avenue. He would later testify that he did not see the icy condition prior to his fall, but that there was construction taking place on the roadway and sidewalk outside of his building. The porter and building superintendent at plaintiff’s building each offered testimony stating that a hose was attached to the fire hydrant at issue on the date of the accident by two unknown workers and that the hose and hydrant were actively leaking water.

Defendant, CRC Associates, Inc. (hereafter “CRC”) was hired by the Metropolitan Transit Authority to perform electric work related to the installation of fare collection machines, which would require CRC to lay wiring under the sidewalk for the fare machine installation. CRC’s owner testified that he subcontracted sidewalk demolition, excavation, restoration and site protection work to defendant, Primetime Excavating (hereafter “Primetime”). Primetime’s president testified that it did perform this concrete work and that it would have reason to use water at a job site to clean its tools. Primetime’s job site superintendent and safety coordinator testified that when Primetime had occasion to use water for its concrete saws, it had water tanks on its trucks, which left it with no reason to extract water from the fire hydrant on the date of the accident.

Given the testimony of its president and testimony offered by Primetime representatives, CRC moved for summary judgment arguing that it did not use the fire hydrant on the date of the accident and could not have created the allegedly dangerous condition that caused Plaintiff’s fall. The Supreme Court began its analysis of CRC’s motion by noting that “where a contractor working on a public sidewalk or roadway establishes that it did not cause or create the allegedly dangerous condition on which the plaintiff fell, summary judgment in favor of that contractor is appropriate.” see Camacho v. City of New York, 135 A.D.3d 482, 482 (1st Dept 2016); Levine v. City of New York, 101 A.D.3d 419, 420 (1st Dept 2012). CRC’s president specifically testified that CRC employees were working on Amsterdam Avenue on the date of the accident and its electricians would have no reason to use water in performing their work at this location. Primetime’s job site superintendent added that he was unaware of any need for CRC’s electricians to use water on the date of the accident.

However, the Court denied CRC’s motion for summary judgment without considering the opposition filings because it found that CRC failed to meet its burden of proof and triable issues of fact still existed. Specifically, the Court found that the testimony of CRC’s president was insufficient because he was not present at the job site on the date of the accident and lacked personal knowledge as to CRC’s actions or inactions. CRC did not offer any testimony from the two electricians on site on the date of the accident, each of which may have had personal knowledge superior to that of CRC’s president. Moreover, the Court found that Primetime’s superintendent could not definitively state whether CRC employees used the hydrant on the date of the accident, which was also insufficient to prove that CRC did not create the alleged dangerous condition. Moreover, the Court noted that even if CRC had met its burden of proof, the testimony of the porter and building superintendent for Plaintiff’s building, stating that they saw a hose dripping water from the fire hydrant on the date of the accident, created a triable issue of fact sufficient to defeat CRC’s motion for summary judgment.

Ultimately, the Court’s decision hinged on the sufficiency of the defendants’ collective testimony and the lack of personal knowledge supporting that testimony. Without even considering the opposition filings, the Court took a firm stance on the unreliable nature of evidence lacking personal knowledge and its use in dispositive motion practice.

Photo by CHUTTERSNAP on Unsplash

The NJBPU recently released an updated version of a proposal to expand the New Jersey Electric Vehicles Infrastructure system. This updated Proposal expands upon its June 2021 Proposal which sought to address larger light-duty fleet charging, as well as the charging of medium and heavy-duty (MHD) vehicles. The NJBPU recognizes that the State needs to create a comprehensive EV charging system with public access on travel corridors and at workplaces. The reasons and objectives underlying the NJBPU Proposal include:

    1. Transportation sector accounts for 40% of the CO2 emission in NJ today, which is the largest single section of CO2 emissions. MHD vehicles make up 33% of those emissions. Therefore, BPU has stated electrification of the transportation sector is essential to meet NJ’s clean energy goals by 2050.
    2. Vehicle electrification reduces the cost of meeting NJ’s climate change goal of reducing CO2 emissions by 80% below 2006 levels by 2050. The BPU projects that failing to electrify vehicle fleets increases the cost of decarbonization from 2035 to 2050 by average of $1.6 billion per year.
    3. One of the state’s strategies is for the State to “[i]dentify regulatory, funding and financing mechanisms to convert the MHD vehicles to electric, renewable biodiesel and hydrogen fuel sources.”

The following relevant definitions, among others, are included in the Proposal:

    • “Demand Charges” are an existing feature of many rates whereby large users of electric systems pay for their contribution to the fixed costs of operating the electric system. In most cases, the Demand Charges are set at a customer’s peak annual usage.
    • “EDC” refers to an electric distribution company that the BPU regulates.
    • “EVSE” or “Electric Vehicle Service Equipment” means the equipment designed and used for the purpose of transferring energy from the electric supply system to a plug- EV, which may be deliver either alternating current (“AC”) or direct current (“DC”) electricity. “EVSE” is synonymous with a “Charging Station Infrastructure.”
    • “Make Ready” means the pre-wiring of electrical infrastructure at a parking space or spaces, to facilitate easy and cost-effective further installations of EVSE, including a Level Two EVSE and DC Fast Chargers. “Make Ready” may include expenses related to service panels, junction boxes, conduit, wiring etc., to make a particular location able to accommodate EVSE on a plug and play basis. “Make Ready” is synonymous with “Charge Ready”.
    • “Overburdened Municipality” is a municipality that has over 50% of its population living in an Overburden Community Census Block as defined by the NJDEP pursuant to the NJ’s Environmental Justice Law, N.J.S.A. 13:1D-157; and the municipality has either (1) 35% of its population living under 200% of the poverty level according the U.S. 2019 Census data; or (ii) the municipality is categorized as “distressed” according to the NJ Department of Community Affairs. (Please contact me if you wish to obtain a list of eligible Overburdened Municipalities.)

The Proposal seeks to address the following components of an MHD Charging Program:

    1. Roles and Responsibilities of Utilities and Non-Utilities: EDCs would be responsible for the wiring and backbone infrastructure necessary to enable a robust number of MHD Make-Ready locations throughout the State, serving publicly-accessible MHD charging depots, publicly accessible and/or public-serving fleets and Private Fleet Charging Depots located in or primarily operating in Overburdened Municipalities.
    2. Electric Vehicle Service Equipment (“EVSE”) Infrastructure Companies, site owners, and industries using private capital would be primarily responsible for installing, owning and/or operating, and marketing MHD EVSE to customers.
    3. An EDC-Industry working group would be created to address concerns regarding appropriate time varying rates, demand charges, and other technical assistance to address complicated interconnection, local generation and storage, potential wholesale market participation, and other technical issues as related to the MHD EV Eco System.

The Proposal seeks to attract private capital into the EV infrastructure sector by Proposal including the following additions to the June 2021 Proposal:

    1. The Proposal adds private fleet charging depots located in or primarily operating in Overburdened Municipalities to those eligible for Make-Ready Incentives;
    2. The Proposal adds technical and planning support for private entities that establish public fast charging sites that exceed 500kW in order to plan ahead for the roll-out of National Electric Vehicle Infrastructure (“NEVI”) funds and larger charging banks.
    3. Private Fleet Charging Depots eligible for Make-Ready funding would be required to meet stringent standards to ensure that they either are located in, or primarily operate in, at least one Overburdened Municipality.

I intend to monitor several technical panels and stakeholder meetings scheduled by the NJBPU Staff shortly after publication of the June 2021 Proposal. I will update this article as more relevant information is released by the NJBPU Staff.

If you require guidance to participate in the New Jersey Electric Vehicles Infrastructure programs, please contact me at afox@capehart.com.

MedMen, a publicly traded, multi-state cannabis company, is being sued by its former landlord in federal court over allegations of a broken lease of an Illinois-based property. The landlord, 942 Fulton Street, LLC (“Thor”), now claims that MedMen owes at least $950,960.02 in unpaid rent.

In a move that could have outsized effects on interstate cannabis contracts, MedMen filed a motion for summary judgment arguing that the federal court cannot enforce the lease and make MedMen pay back rent because cannabis is federally illegal, making the underlying lease invalid and unenforceable under federal law.

Federal courts do not enforce contracts that involve illegal activities as such contracts are considered to run counter to public policy. For example, one cannot sue an assassin for a broken contract, as enforcing said contract would go against the public policy against murders. Similarly to a contract for murder by an assassin, a federal court will not enforce a contract for the sale and purchase of illegal drugs because doing so would contradict public policy by encouraging illegal activity.

Using this theory rooted in public policy, MedMen’s argument is that the lease with Thor was explicitly for property intended only to be used as a cannabis dispensary because MedMen’s primary business is selling Cannabis. MedMen argues that Thor would then be collecting rent based on selling a federally illegal drug. (While Cannabis is legal in many states, including Illinois and New Jersey, it is still federally illegal. See 21 U.S.C. § 812(c)(10)(listing marijuana/cannabis as a Schedule I controlled substance).) Therefore, if the Court were to enforce the lease and force MedMen to pay back rent, the Court would be endorsing illegal activity; which MedMen asserts the Court cannot do. Thus, MedMen asserts the Court cannot force MedMen to pay back rent.

Even MedMen acknowledges that this is a grey area for federal courts. While federal courts have refused to enforce cannabis related contracts in the past, there are no controlling or appellate decisions squarely addressing this topic. Therefore, the Court’s decision could cause a significant impact on the future operations of cannabis companies.

Should the Court choose to enforce the lease, it would be a strong sign of the federal government loosening its stance on Cannabis and a signal to Cannabis companies that they cannot evade their contractual commitments in federal court.

On the other hand, should the Court choose not to enforce the lease, it would force cannabis companies and those seeking to contract with them to be even more proactive and diligent. Cannabis companies would have to consider the potential downside of entering into a contract with an out-of-state entity that could end up in federal court. Additionally, non-cannabis companies such as real-estate companies or general suppliers would most likely be more reticent to contract with out-of-state companies or cannabis companies in general due to a fear that they could renege on their commitments.

Regardless of the outcome in this case, contracts involving cannabis or cannabis businesses should have a choice of law clause requiring any dispute to be litigated in the Court of a state with legalized Cannabis where the contract would not be considered against public policy. This will prevent the uncertainty of litigating a cannabis involved contract in federal court where enforceability is unclear.

If you have any questions about how you can protect your business, please contact a member of the firm’s Cannabis Law Group.

On October 6, 2022, the New Jersey Senate Environment and Energy Committee advanced legislation sponsored by Senator Bob Smith and Senator Richard Codey that would require home sellers and landlords to notify prospective buyers and renters if a property is at risk of being affected by flooding. The bill (S-3110) would require the Department of Community Affairs (“DCA”) to create a form used by sellers and landlords to notify prospective buyers or renters of flooding risks to the property before they become obligated under any contract. The form would indicate if any of the property is located in a Federal Emergency Management Agency designated floodplain, a Special Flood Hazard Area or a Risk Flood Hazard Area and if the property has ever experienced any flood damage in the past. This bill appears to be a response to the devastating damage caused by Hurricane Ian, and since New Jersey is vulnerable to sea level rise, flooding events and saltwater intrusion.

All notification pursuant to this Bill would be required to be provided to a purchaser or tenant in writing before the purchaser or tenant becomes obligated under any contract for the purchase or lease of the property. The Bill requires the DCA to create a form containing questions and space for the landlord to answer concerning certain flooding risks to the property. For example, one question requires the seller or landlord to disclose “[h]as the property experienced any flood damage, water seepage, or pooled water due to a natural flood event, such as heavy rainfall, coastal storm surge, tidal inundation or river overflow”. If the answer is yes, the seller or landlord must disclose how many times such damage occurred. Seasonal renting of less than 120 days will be exempt from this required notification.

The Bill provides that if a landlord violates this notification requirement and a tenant suffers “substantial loss or damage to the tenant’s personal property” as a result of flooding, the tenant will have the right to terminate the lease and may pursue legal remedies against the landlord to recover damages due the landlord’s failure to “disclose critical information.” The term “substantial loss of or damage to personal property” is defined to mean “if the total cost of repairs to or replacement of the personal property is 50 percent or more of the personal property’s market value on the date the flooding occurred.” It is worth noting the Bill does not expressly provide a remedy against a realtor if the realtor (acting as the agent for landlord or seller) fails to comply with the proposed required notification.

Termination of the lease is defined to become effective after the tenant delivers written notice of termination no later than 30 days after the date the loss or damage occurs, and is effective when the tenant surrenders possession of the dwelling. The Landlord is required to refund the tenant all rents and other amounts paid in advance under the lease after the effective date of termination, but no later than 30 days after the effective date of termination.

The Bill was released from the committee by a vote of 5-0.

For more information about this new legislation, please contact Alan P. Fox, Esq.

The Supreme Court of New York, New York County recently reaffirmed the purpose and scope of pre-discovery disclosure in a petition to disclose surveillance footage. In Villani v. Rite Aid of NY, Inc., 2022 NY Slip Op 32949 (September 2, 2022), petitioner, Joanna Villani, received a COVID-19 booster shot at a Rite Aid location in Manhattan. Villani, who had a history of vasovagal, requested to sit in the vaccination room so as to avoid standing and fainting, but she claimed that the Rite Aid pharmacy staff informed her that the area was too busy and that she would need to take a seat in the nearby “alcove area.” Thereafter, Villani claims that she began to feel faint and called out for help to no avail before standing up, passing out, and hitting her head on the pharmacy counter. As a result of the fall, she claimed to have suffer severe facial and eye injuries.

Villani filed a petition seeking disclosure of the in-store surveillance video capturing the incident prior to filing her complaint so that she could better frame the facts of her complaint. Specifically, Villani sought to identify which Rite Aid staff members were present at the time of the incident in order to name those staff members as defendants responsible for her injuries.

In response, Rite Aid of NY, Inc. argued that Villani’s request was an inappropriate pre-discovery disclosure request because Plaintiff’s complaint could adequately allege enough facts to initiate legal action without the need for the surveillance video prior to discovery.

The Supreme Court agreed with Rite Aid of NY, Inc. and denied Villani’s petition. In so ruling, the Court cited Holzman v. Manhattan and Bronx Surface Tr. Operating Auth., 271 A.D.2d 346, 347 (1st Dept. 2000) for the proposition that pre-action disclosure is not appropriate where a plaintiff already has sufficient information to frame a meritorious complaint. The Court specifically noted, “pre-action discovery is not permissible as a fishing expedition to ascertain whether a cause of action exists and is only available where a petitioner demonstrates that he or she has a meritorious cause of action and that the information sought is material and necessary to the actionable wrong…” Bishop v. Stevenson Commons Assocs., L.P., 74 A.D.3d 640, 641 (1st Dept. 2010).

The Court reasoned that Villani had all the information needed to file a meritorious complaint, including when the incident happened, where it happened and what details led to the incident taking place. Villani knew which defendant she would name in a complaint and which cause of action she would use to pursue her claims. Villani’s desire to identify specific Rite Aid employees would be better served through a plenary action for the disclosure of those names rather than the production of the surveillance video, which would be an inefficient means to identify those potential defendants. The Court noted that Villani’s request for the surveillance footage was nothing more than a normal discovery request that may, at most, require a letter to Rite Aid of NY, Inc. requesting that the video be preserved for later production in discovery.

Ultimately, the Court reaffirmed the purpose and scope of pre-action disclosure and petitions seeking the same as a means to identify facts and causes of action that will lead to a meritorious complaint when those facts and causes of action are not already known to a potential plaintiff. When those facts giving rise to a potential complaint and the causes of action to be used are already clear to a plaintiff, pre-action disclosure is neither necessary nor appropriate.

The New Jersey Appellate Division recently addressed the accrual of causes of action in the context of a Plaintiff seeking to invoke the Discovery Rule as a means to toll applicable limitations periods. In Caprio v. Nutley Park ShopRite, Inc., No. A-0156-21 (App. Div. Sep. 21, 2022), Plaintiff, Gino Caprio alleged that in mid-November 2018, while he was present at Shoprite in Nutley Park, New Jersey, he was advised to leave the premises by ShopRite manager John Purcaro. Purcaro explained that this ShopRite location’s parent company, Wakefern Food Corp., received emails from a female patron lodging complaints about Plaintiff’s inappropriate conduct in her presence and while on the ShopRite premises. Plaintiff alleged that Purcaro then forcibly removed him from the ShopRite in the presence of other patrons who knew the Plaintiff.  Plaintiff described the event as “humiliating and embarrassing” which caused him “physical and mental distress.”

Plaintiff did not take immediate legal action following these alleged events. Instead, he attempted to obtain copies of the referenced email complaints from ShopRite. In May 2020, Plaintiff received written notification from ShopRite that, after a search of both the Wakefern and ShopRite databases, no such email complaint was ever received. Plaintiff filed a complaint nearly one year later in May 2021, asserting claims of infliction of emotional distress, defamation and a violation of the New Jersey Civil Rights Act.

Defendants ShopRite and Purcaro moved to dismiss the Complaint by arguing that each of the applicable statutes of limitation for each of Plaintiff’s claims had expired since the November 2018 incident. Plaintiff argued in opposition that the motion was premature and that he was entitled to discovery given that he had received an undated letter from ShopRite in May 2020 explaining that there were no complaints filed against him, which Plaintiff argued would toll the limitations period pursuant to the Discovery Rule.

The trial court granted the Defendants’ motion to dismiss the Complaint and asserted that all of Plaintiff’s causes of action were time-barred by applicable statutes of limitation and that Plaintiff failed to establish any basis for invocation of the “Discovery Rule.”

On appeal, the Appellate Division agreed with the motion court’s finding that every cause of action accrued in mid-November 2018 when Plaintiff was removed from the ShopRite. In so deciding, the court explained that a defamation claim must be filed within one year of the publication of an actionable writing or utterance and that the statute of limitations for a New Jersey Civil Rights Act claim will accrue beginning from the date of the negligent act or omission that caused the Plaintiff’s harm to occur. The Court explained that each of Plaintiff’s claims accrued in mid-November 2018 as that was the date the alleged harms were caused.

Plaintiff argued on appeal that since he received the redacted letter from ShopRite explaining that no complaints were filed against him in May 2020, the Discovery Rule would allow for the tolling of the applicable statutes of limitation. Plaintiff argued that a claim does not accrue until the plaintiff discovers, or by an exercise of reasonable diligence and intelligence, should have discovered that he may have a basis for an actionable claim. However, the Court rejected this argument as irrelevant because the actionable harms occurred in November 2018 and Plaintiff did not “discover” that he suffered harm in May 2020 for the purposes of invoking the Discovery Rule.

Ultimately, the Appellate Division affirmed the State’s understanding of when tort claims are said to accrue for the purpose of tolling of the statute of limitations for a particular claim. The Discovery Rule may not be used as a mechanism for a Plaintiff to toll the applicable limitations period merely because more evidence of an actionable harm came to light at some date after the actual harm serving as the basis for a claim took place.

On August 1, 2022, the United States Department of Justice announced a settlement with Southeastern Pennsylvania Transportation Authority (SEPTA), a regional public transit company based in Philadelphia, Pennsylvania that will require SEPTA to overhaul its anti-racism policies and pay for damages caused as a result of employment inequities.

In an action captioned United States of America v. Southeastern Pennsylvania Transportation Authority, No. 2:22-CV-03004-KSM, the United States filed a claim under Title VII of the Civil Rights Act of 1964, 42 U.S.C. § 2000e, et seq., alleging that several SEPTA employees were subject to a hostile work environment and the basis of race and religion. The complaint is based on charges of discrimination filed with the Equal Employment Opportunity Commission’s (EEOC)’s Philadelphia District Office on October 21, 2019, which were investigated. The investigated discrimination was directed at three (3) officers from the SEPTA Police Department. After investigation, the EEOC found reasonable cause that SEPTA violated Title VII of the Civil Rights Act of 1964, which prohibits employment discrimination on the basis of race, color, national origin, sex and religion, and prohibits retaliation against employees for opposing employment practices that are discriminatory under Title VII.

The EEOC was not able to resolve the matter between the parties, so the EEOC referred the charges to the Justice Department. The United States thereafter filed a complaint regarding these charges against SEPTA in the Eastern District of Pennsylvania. Specifically, the officers alleged that they were subjected to hostile work environment by their supervisor and subsequently experienced retaliation when they opposed this harassment. The hostile work environment claims originated from the officers’ supervisor repeatedly harassing them with racial slurs and derogatory comments about Black people and Muslims, threatening the officers and physically assaulting them.  The complaint further alleges that the Police Chief retaliated against the officers for opposing the harassment. The Police Chief and the Officers’ supervisor are no longer employed by SEPTA.

While SEPTA has denied any discriminatory conduct in violation of the Civil Rights Act, it has entered into a consent decree with the United States in an attempt to avoid further costs and litigation. The decree, initially filed August 1, 2022 and thereafter amended on August 25, 2022, required SEPTA to cease any discriminatory conduct immediately, namely, cease all conduct that has been alleged to have created a hostile work environment on the basis of race and religion. SEPTA also agreed to cease any actions that would otherwise violate the Civil Rights of any of its employees. In addition, SEPTA is charged with drafting and implementing, subject to United States approval, new anti-discrimination and anti-retaliation procedures for reporting any conduct in violation of those new procedures. These polices would be specific to Transit Police and would clearly lay out a prohibition on race and religion based discrimination, a prohibition against retaliation for reporting discriminatory conduct, appropriate descriptions of prohibited conduct, identification of employees to whom complaints can be submitted, a description of the investigation process into alleged discrimination and implementation of these procedures among several other requirements. Transit Police would be required to attend additional and specific trainings to avoid discriminatory conduct.

In addition to the need to overhaul its policies as a result of this legal action, SEPTA will also pay the complaining officers a total of $496,000 in compensatory damages. The Department of Justice explained that the decree would seek “the full and fair enforcement of Title VII” and this goal “is a top priority of the Justice Department’s Employment Litigation Section of the Civil Rights Division.”

The New Jersey Cannabis Regulatory Commission (“NJ-CRC”) recently released much anticipated workplace guidance for how employers can and should handle workplace impairment.

The guidance released by the NJ-CRC applies to all employers, whether operating in the cannabis industry or otherwise. The guidance first and foremost reiterates that an employee cannot be subject to any adverse employment actions due to a positive drug test for cannabis alone under New Jersey law.   For an employer to take an adverse employment action against an employee, a positive drug test AND “evidence based documentation” that the employee is impaired during working hours is needed.

The long anticipated guidance does not create the scheme for certifying workplace impairment recognition experts as many had hoped. However, it does note that employers can still use reasonable suspicion testing with “evidence based documentation” in order to show an employee is intoxicated on the job and ultimately to take adverse actions against an employee.

The question becomes, what is “evidence based documentation” that an employee is impaired, and who can provide it? The NJ-CRC notes that, employers can use “established protocols” for developing reasonable suspicion that an employee is impaired on the job. This means that employers can designate an interim staff member or third-party contractor to help determine that an employee may be impaired on the job. The interim staff member or third-party contractor would also be responsible for filling out the appropriate documentation.

Signs of employee impairment that can be documented include behavioral indicators such as slurred speech or impaired judgment, physical manifestations which include flushed skin or bloodshot eyes, or other evidence such as odor or diminished performance. The NJ-CRC drafted a sample form that can be used to document impairment which can be found here.

Additionally, if an employer chooses, they can use a cognitive impairment test or eye scans to help determine if an employee is impaired on the job. Once documentation showing reasonable suspicion an employee is impaired on the job is combined with a positive drug screen, an employer can take adverse employment actions against an employee – including firing.

Therefore, the guidance recommends that employers first establish and document reasonable suspicion that an employee is impaired on the job and then drug test the employee to verify that the employee has used the intoxicating substance.

Overall, this guidance, while offering broad protections for employee off-the-clock cannabis usage, empowers employers to fire employees they believe show signs of impairment on the clock. It further gives employers a wide range of tools to document said impairment.

These protections do not apply to everyone, however. If an employer has federal contracts, it still may take adverse employment actions against an employee based on a positive drug test alone.

If you have any questions about this new guidance, please contact a member of the firm’s Cannabis Law Group.

On September 21, 2022, Governor Phil Murphy signed Executive Order No. 307, increasing New Jersey’s offshore wind goal by nearly 50 percent to 11,000 megawatts (MW) by 2040. The Executive Order increases the state’s current goal of 7,500 MW and also directs the New Jersey Board of Public Utilities to study the feasibility of increasing the target further.

In February 2021, Governor Murphy announced the creation of The New Jersey Council on the Green Economy. This Council was tasked with delivering a report defining the pathways for green job creations, development of workforce capacity and for innovation.

Governor Murphy also announced the release of the Green Jobs for a Sustainable Future report dated September 2022, created by the New Jersey Council on the Green Economy in partnership with the Governor’s Office of Climate Action and the Green Economy. The report outlines recommendations for growing an inclusive green workforce as New Jersey pursues its clean energy future.

This report finds that currently New Jersey’s green economy primarily consists of environmental infrastructure and energy efficiency jobs. Currently, total environmental infrastructure sector accounts for 35,700 jobs (ranked #14 nationally), which grew by about 5% from 2016 to 2019. The energy efficiency sector employs 32,900 jobs (rank #23 nationally), which grew by about 20% from 2016 to 2019. New Jersey ranks #15 nationally in renewable energy and fuel jobs, which accounts for about 15,000 jobs. This report forecasts adding 314,888 (net) new jobs over the next 10 years due to the green polices and New Jersey’s investments in clean energy. This report forecasts a net increase of 95,313 jobs in the Offshore Wind sector and 86,746 net increase in jobs for the Solar sector for the period between 2019 and 2031. New Jersey has the opportunity to make future green jobs growth a driving force for its economy.

Over the next twelve months, the New Jersey Office of Climate Action and the Green Economy will coordinate and direct a four-part initiative designed to launch, establish and respond to this Council’s recommendations. I will be monitoring this development.

The Offshore Wind Workforce and Skills Development Grant Challenge is a competitive grant program that will award grants to launch or expand workforce development and skills training programs focused on strengthening and diversifying the New Jersey offshore wind workforce. A total of $3.725 million will be available through this program. Individual awards can range from $100,000 to a maximum of $1,000,000. Priority for grants will be given to applicants that propose initiatives supporting training and job access for residents of Overburdened Communities. Grants are available for programs that will aid in launching or expanding innovative workforce training and skills programs focused on strengthening and diversifying New Jersey’s offshore wind workforce.

The Grant Challenge will be open to entities that can design and execute workforce and skills training programs. Such entities may include, but are not limited to, community-based organizations, workforce training organizations, labor unions, workforce placement intermediaries, technical high schools, community colleges, universities, non-profits, regional workforce development boards, and private companies.

Please contact Capehart Scatchard Renewable Energy Department Chair Alan P. Fox, Esq. if you are seeking assistance with an application for the Grant Challenge.

The New Jersey Board of Public Utilities (NJBPU) recently launched its Energy Manager Training Program for state employees. Every state agency is now required to have an Energy Manager to manage its energy use and costs.

The Energy Manager is responsible for developing an energy plan for its agency. The goal is to reduce the effects of climate change by increasing efficiency and reducing demand. This program is part of the Murphy Administration commitment through the Clean Energy Act, the Energy Master Plan and other major clean energy initiatives to make New Jersey a national clean energy leader.

Please contact Capehart Scatchard Renewable Energy Department Chair, Alan P. Fox, Esq. with any questions.

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