A corporation in New Jersey must follow certain formalities in its formation and operation to maintain its status as a corporation with respect to protecting its shareholders from personal liability.

Protection Of A Corporation’s Shareholders From Individual Liability

In New Jersey, shareholders generally are not liable for claims against the corporation for amounts greater than their investment in the corporation.  N.J.S.A. § 14A:5-30(2) states: “Unless otherwise provided in the articles of incorporation, a shareholder of a corporation is not personally liable for the acts of the corporation, except that a shareholder may become personally liable by the reason of his own acts or conduct.”

Indeed, the New Jersey Supreme Court has recognized “that a primary reason for incorporation is the insulation of shareholders from the liabilities of the corporate enterprise.”  State Dep’t of Envtl. Prot. v. Ventron, 468 A.2d 150, 94 N.J. 473, 500 (N.J. 1983).  This separation of a corporation from the individual assets of its shareholders is termed a “corporate veil.”

Piercing Of The Corporate Veil

However, shareholders may still be held personally liable (that is, the corporate veil may be pierced) if (i) a statute — such as the New Jersey Consumer Fraud Act, which this author has discussed here — imposes such personal liability, (ii) the corporation is “used to defeat the ends of justice, to perpetrate fraud, to accomplish a crime, or otherwise to evade the law,” Ventron, 94 N.J. at 500, (iii) the shareholder uses a position of power to commit a tort directly or to breach a duty to other shareholders, or (iv) the corporation fails to follow certain formalities in its formation and operation, see Yacker v. Weiner, 263 A.2d 188, 109 N.J. 351, 360 (N.J. Super. Ct. Ch. Div. 1970), aff’d, 114 N.J. Super. 526 (N.J. App. Div. 1971).

How To Prevent Piercing Of The Corporate Veil

Among the corporate formalities which the shareholders of a corporation may need to observe in order to protect themselves from personal liability are the following:

  • Hold meetings and maintain minutes.
  • Act through officers who function in their proper corporate capacities.
  • Segregate corporate assets from personal assets and assets of other corporations.
  • File annual reports with the Office of the Treasurer of the State of New Jersey.  See N.J.S.A. § 14A:4-5(1).
  • Appropriately capitalize the business.  That is, make certain that the corporation has monies sufficient to pay its obligations.  See OTR Assocs. v. IBC Servs., 801 A.2d 407, 408-411, 353 N.J. Super. 48 (N.J. App. Div. 2002).
  • Make evident to people who do business with the corporation that it is the corporation, not the shareholders or a parent corporation, that is operating the business.  See OTR Assocs., 801 A.2d 407, 408-411.  Thus, for example, the corporation’s letterhead, business cards, and business signs should include the word “corporation,” “company,” “incorporated,” an abbreviation of one of these words, or “Ltd.,” as the case may be.  See N.J.S.A. § 14A:2-2(1), 14A:2-2(1)(d).  So, too, those who manage the entity should sign all agreements and documents in a corporate capacity indicating their corporate positions.

Failure to abide by these corporate formalities can result in shareholders, parent corporations, or affiliated corporations being held liable for the corporation’s debts and obligations.

If your company wants to bring, or needs a lawyer to defend it in, business litigation and you are located in the New York City area, call Attorney David S. Rich at (212) 209-3972.

{ 0 comments }

Yes.   A company located in New Jersey must keep its employees’ personnel files within the State of New Jersey.  This is the case for at least two reasons. 

First, the New Jersey State Wage and Hour Law, N.J.S.A. §§ 34:11-56a – 34:11-56a38, requires an employer to maintain true and accurate records of the name and address of each employee, the employee’s birth date if the employee is under the age of 18, the hours worked each day and each workweek, and the wages paid, including the regular hourly wage, gross to net amounts paid with itemized deductions, and the basis upon which wages are paid.  N.J.S.A. § 34:11-56a20; N.J.A.C. § 12:56-4.1. 

These wage and hour records must be kept at the place of employment or in a central office in New Jersey, except in unusual circumstances where it is not feasible to keep records in the State and an exception is obtained from the New Jersey Commissioner of Labor.   N.J.A.C. § 12:56-4.5(a), (b).

Second, under the New Jersey Temporary Disability Benefits Law (the “TDB Law”), N.J.S.A. §§ 43:21-25 – 43:21-56, employers (other than governmental entities or nonprofit organizations) are automatically included in a state plan which provides temporary disability benefits to the employers’ workers.   Under the TDB Law, an employer must maintain accurate employment records and make them available for inspection by the New Jersey Department of Labor’s Division of Temporary Disability Insurance (the “Division”) or the Division’s authorized representative during ordinary business hours.  N.J.S.A. § 43:21-52(a).

In sum, both the New Jersey State Wage and Hour Law and the New Jersey Temporary Disability Law require a business situated in New Jersey to maintain, within the State of New Jersey, the records of the business’s employees.

If your company needs assistance or guidance on a labor or employment law issue and your company is located in the New York City area, call Attorney David S. Rich at (212) 209-3972.

{ 2 comments }

What Is My Business In New Jersey Required To Do To Avoid Hiring Illegal Immigrants?

July 27, 2010

In the last 10 months, immigration officers have imposed almost $640,000 in fines on 13 employers in New Jersey who failed to make certain that their employees were authorized to work in the United States.  That amount is about 14 times the fines imposed on employers in New Jersey in all 12 months of fiscal [...]

Read the full article →

Will A Lawyer In New York Anonymously Assist Me In Drafting Pleadings Which I Sign And File With The Court Pro Se?

July 21, 2010

Periodically, a litigant who is representing himself or herself in court in New York State contacts this author, states that he or she can’t afford to retain an attorney to represent him or her throughout the lawsuit, and asks whether this author, without entering an appearance as counsel of record, will draft or edit certain [...]

Read the full article →

New York State Senate And Assembly Each Pass Domestic Workers’ Bill of Rights; Governor Promises To Sign The Bill Into Law

July 15, 2010

On  July 1, 2010, the New York State Senate passed, by a 35-26 vote, the so-called Domestic Workers Bill of Rights, Bill S2311E.  On the same date, the New York State Assembly passed, by a 90-38 tally, a Domestic Workers Bill of Rights, Bill A01470B, paralleling the State Senate’s version.  New York State Governor David [...]

Read the full article →

Must My Company In New York Consider Hiring The Unemployed?

July 8, 2010

According to a June 2009 CNNMoney article, some companies and recruiters are publishing, or posting online, job advertisements stating that “unemployed candidates will not be considered,” that applicants “must currently be employed,” or the like. For example, a South Carolina recruiter, Latro Consulting, recently posted numerous listings, specifying that the unemployed need not apply, for [...]

Read the full article →

Owners May Be Personally Liable For Company’s Violation Of Consumer Fraud Regulations, New Jersey Appeals Court Holds

June 29, 2010

Last week, in Allen v. V & A Brothers, Inc., No. A-4427-08 (N.J. App. Div. June 23, 2010), New Jersey’s Appellate Division held that when a company violates regulations issued under the New Jersey Consumer Fraud Act, N.J.S.A. §§ 56:8-1 – 56:8-184 (the “Consumer Fraud Act” or the “NJCFA”),  “individuals who were principals or employees [...]

Read the full article →

Can My Company In New York Require Its Employees To Speak Only English In The Workplace?

June 18, 2010

An employer in New York “may have a rule requiring that employees speak only in English at certain times where the employer can show that the rule is justified by business necessity.”  29 C.F.R. § 1606.7.  However, absent a demonstrable business necessity for a business’s rule requiring its workers to speak only English (rather than [...]

Read the full article →

New Jersey Appeals Court Says Convicted Drunk Drivers Can Sue The Bars And Restaurants Which Served Them Alcohol

June 9, 2010

In April 2010, in Voss v. Tranquilino, App. Div. Docket No. A-5431-08T1 (N.J. App. Div. Apr. 28, 2010), New Jersey’s Appellate Division held that “a driver of a motor vehicle who is convicted of or pleads guilty to driving while intoxicated (DWI), N.J.S.A. [§] 39:4-50(a),” may bring a lawsuit for damages under New Jersey’s dram [...]

Read the full article →

Can My Company Successfully Sue A Customer Or Client In New York For Criticizing My Company Online?

June 5, 2010

For a company to prevail in a lawsuit in New York against a customer or client for posting, on an internet site, comments criticizing the company, the company must prove falsity, malice and special damages.  In practice, lawsuits by a business against a person for posting, online, negative comments about the business usually fail, either [...]

Read the full article →