Current Events

If you are a New Jersey employee and your employer denied your request for a reasonable accommodation for your disability to allow you to keep working, you should contact this office immediately for a free consultation. We have locations in Northern, Central, Southern and Western NJ to meet with clients and accept cases from all over the state. This law firm has successfully represented numerous employees who had visible or hidden disabilities which were temporary, permanent, or intermittent, who had their rights violated, and was successful in obtaining for them the reasonable accommodations required to enable them to remain employed, recovered money for pain and suffering; and was successful in financial remuneration for lost wages, both past and future lost wages, in termination cases. DON’T SIT ON YOUR RIGHTS! Contact us today for a free consultation.

ACCOMMODATIONS ARE REQUIRED FOR PERMANENT, INTERMITTENT, OR TEMPORARY, VISIBLE OR HIDDEN DISABILITY.

Some employers will fire an employee before the beginning of the new year alleging the employee’s job was being eliminated in a “restructuring”. Devious employers, to mask their illegal discrimination in the firing decision, will sometimes choose the end of the year to terminate the employee, citing an alleged business restructure plan to take effect in January, for the sole purpose of bolstering their bogus allegation that the employee’s position is being eliminated for bone fide business reasons.

If you think your employer may have chosen you to terminate in a bogus “Job Elimination” because of an illegal bias, such as because of your age, race, disability etc., or because you complained at about what you believed to be the employer’s unsafe or illegal practices, you may be right. See

An employee who whistleblows on fraud committed against the Federal Government, such as a healthcare worker reporting Medicare fraud or an employee working for a contractor who contracts with the US government, possibly may be able to bring a claim under the False Claims Act,  and by filing a Qui Tam Complaint may be able to receive a percentage of the government’s recovered funds under what is known as the qui tam provisions of the False Claims Act (FCA), 31 U.S.C. §§ 3729 et seq. Non-employees who report such fraud on the Federal Government may also file Qui Tam Complaints.

When NJ employees think of whistleblower claims, they may commonly think of the claims filed under New Jersey Conscientious Protection Act. See New Jersey Whistleblower Laws Attorney. These arise when an employer retaliates against an employee reported or objected or refused to participate in any activity, policy or practice they believed to be illegal. To read more, see NJ Employment Attorney, Auditor Employees have Whistleblower Protection.

Employees and Non-Employees and the False Claims Act

However, employees who have knowledge their employer is committing fraud against the United States Government, such as Medicare fraud or contractors fraudulently billing the US government for work never done, possibly may bring a claim under the Federal False Claims Act (FCA), and receive a percentage of recovered funds under what is known as the qui tam provisions.

Civil rights statutes, originally conceived to end discrimination against descendants of enslaved persons, the African Americans, have not fully achieved their goals. Sadly, in spite of state and federal anti-discrimination laws, some employers discriminate in employment on the basis of race. This race-based disparity ranges from situations readily discernable, such as when African Americans hold identical job titles and are assigned the same job duties as their Caucasian co-workers, but the employer pays higher wages to the Caucasians. Other disparities may not be as easily detectible, such as when the workers are assigned different job titles yet the minority workers suffer a disparity in pay for doing essentially the same type of work. A broader basis for disparity against Black workers is the employer’s failure to promote.

As the year 2024 winds down, advocates for employee, consumer, environmental, healthcare, and civil rights are concerned that a 2024 US Supreme Court split 6/3 opinion could negatively affect employee workplace protections, environmental safety and many aspects of public safety in years to come. The US Supreme Court in Loper Bright Enters. v. Raimondo, 144 S. Ct.

Older workers with a disability are too frequently illegally discriminated against in employment. This happens due to a two-fold prejudice: ageism coupled with ableism. Ableism is a set of values or beliefs that devalue and discriminate against persons with disabilities based on the belief that persons without disabilities are more capable and valuable than persons with disabilities. Ageism is a predisposition and misconception that older employees are not as productive and possess less capability to take on new tasks or acquire new skills than their younger counterparts.

If you think you are being pushed out of your job because of your age and/or disability, you should contact this office immediately for a free consultation.

Employees may or may not be cognizant that their employer is pressuring them to resign. They often will not recognize the full brunt of the employer’s intention until their employer places them on a “Performance Improvement Plan, commonly referred to as a “PIP”. If the employer presents the PIP in good faith, a PIP can be a formal document with the intention of helping employees improve their performance at work. It outlines an employee's performance issues and sets goals to be achieved. It is presented as a means to help employees who aren't meeting job goals or expectations to perform better.

In a class action lawsuit, one or more “named plaintiffs” represent the entire class, a large group including class members who are not individually named, but who suffered similar harms caused by the same Defendant. This differs from a single lawsuit filed by numerous employees who each are the named co-plaintiffs.

If your employer is discriminating against you because you are a member of a protected class such as race, age, sex, etc., you should contact this office immediately for a free consultation. I am an experienced and successful employment discrimination attorney who can advise you as to your options and the best course of action for you.

Workers sometimes experience a disconnect between their voting rights and the status of their employment. Workers who vote, are choosing who will draft and pass legislation that maintains, restricts or expands their rights as employees and other civil rights.

When workers cast their ballots for the persons they want to have represent their interests in state and federal governments, they are voting for the representatives of their choice who have the power to ultimately draft, promote and vote on passing Federal and State laws that expand their rights as workers and other civil rights. Voting is serious business and is an opportunity that should not be passed up for any reason. A decision to refrain from voting for the federal and state representatives of your choosing may be giving a “pass” to future or current state or federal legislation that will restrict your rights.

Many civil rights and employee rights advocates were dismayed when a federal judge in Texas struck down the Biden administrations’ ban on worker non-compete agreements. This ban on employee non-compete agreements was to take effect nationwide in September 2024, and in doing so, it would have invalidated non-compete agreements affecting most US workers.

Non-compete agreements are widespread in all industries. An estimated 30 million employees, from craftsmen to executives, are bound by non-compete agreements. These non-compete agreements are contracts that restrict workers from switching employers within their industry.