Employment

Women who are a racial or ethnic minority may experience employer discrimination based on their sex coupled with their race more then than any other demographic. Synergy is defined as the interaction of two or more characteristics or things that produce a combined effect greater than the sum of their separate effects. In common terms, when there is synergistic effect, one plus one does not equal two, but equals three or more. Workers who are women and who also are in a
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In current workplaces, racial and ethnic discrimination in employment can be subtle, particularly in office and other white collar professions,  or shockingly blatant.   People of color who are have higher education and hold state licensed certifications to legally provide highly skilled services, may be relegated to more menial tasks, which do not even require the expertise and knowledge that they acquired through their education and training. Discrimination based on

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Racial Discrimination is a continuing problem in high income earning managerial and professional positions as well as in blue-collar occupations. 

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New Jersey has one of the strongest state statutes prohibiting retaliation against employee whistleblowers. It is now well-settled law that even employees who are working as monitors for the employer, sometime known as employee “watchdogs”, whose paid job responsibilities are specifically to monitor, test, evaluate the duties, functions and products of employer, or to report wrongdoings or potential health or safety violations directly to the employer itself to prevent the employer from running afoul of the law, may bring a claim under New Jersey’s Whistleblower statute, the New Jersey Conscientious Employee Protection Act, N.J.S.A.
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Employees sometimes find themselves in work situations where they work long hours in excess of 40 hours a week without being paid overtime because the employer misclassified their job description under the Fair Labor Standards Act to avoid paying them overtime payments. This sometimes occurs along with racial discrimination. 

The Fair Labor Standards Act (FLSA) establishes the standards for an employee to be eligible for overtime pay and defines which employees are entitled to overtime pay.
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Under the  New Jersey Pregnant Worker's Fairness Act (PWFA), the New Jersey Legislature added "pregnancy" to the protected list of classes under the New Jersey Law Against Discrimination  (LAD).  An employer's adverse actions based on the pregnancy of employee became explicitly prohibited under the PWFA, New Jersey Law Against Discrimination pregnancy amendments. Prior to these amendments to the statute, female plaintiffs who brought employment discrimination cases based on pregnancy, had to rely upon other protected classes under the statute to bring their lawsuit, i.e., they had to allege discrimination based on the protected classes of disability, gender, or Read more . . .

Posting your profile on social media these days can be risky for job candidates, as well as for employees. Social media such as Facebook and Twitter is becoming a common reason for disqualifying otherwise acceptable job candidates.

According to one

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More than one alarm has presented an indication that workplace discrimination continues to be a problem in the United States. A November 2015 survey sponsored by the Henry J. Kaiser Family Foundation/CNN found that a third of Black Americans said they were the victims of

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Older workers may face many barriers in terms of their employers’ not treating them equally to younger counterparts. Discriminatory acts may cause the worker to fail, or to work poorly, resulting in negative performance evaluations after years of receiving good evaluations. This is true in all types of employment, in public and private sectors, from high level corporate positions to office workers to blue collar positions.

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 New Jersey transgendered persons and transsexuals are protected from employment discrimination under both statute and case law. Discrimination based on gender identity and gender expression is prohibited. 

Kroger, which is the largest U.

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In New Jersey, that depends on whether the employer is applying standards that illegally discriminate against a class of employees that is protected by law, such as based on sex, disability, pregnancy, etc.

The State Appeals Court of New Jersey ruled this week that an Atlantic City casino has the right to regulate the weight of its cocktail servers reasoning that the employer’s regulations were in keeping with industry standards and that they did not discriminate based on gender or

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