Discrimination

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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​Many State and Federal laws cover whether if it is legal for an employer to fire an employee who is out of work due to medical reasons. The Family Medical Leave Act (FMLA) allows employees who are covered under the statute to have 12 weeks of unpaid sick/disability leave if they work for a covered employer. Whether or not the employer is one who must adhere to the FMLA, a “covered employer”, is dependent on a number of statutory factors including the number of employees. Even if the employer is a covered employer, not all employees who work for the employer and go out on medical leave, are “covered” employees who would otherwise be entitled to the 12 weeks of leave. But even if the FMLA does not apply in the case of an individual employee, there are other laws that might apply.

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What does the term "at-will employment" mean and is it always relevant?·

"At-will employment" refers to the fact that, under normal circumstances, in most jobs, an employer can terminate your employment at any time, for any cause except for illegal reasons, without any prior notice to the employee. This law is not as universally known as one might imagine, and many employees are startled to find out that their employment can be abruptly terminated for no apparent reason. There are laws protecting the employee when the employer has broken a labor law or violated his or her civil rights, but, in many cases, the employee has no legal recourse.

However, just because an employee is at-will, does not mean that he/she may not have a valid claim for illegal discrimination and wrongful termination. Most successful wrongful termination lawsuits are brought by at-will employees.

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What are my rights as a disabled worker?

It used to be the case that employers could discriminate against a potential or current employee due to a disability.  The Americans with Disabilities Act (ADA) passed in 1990 and various state laws enacted thereafter have outlawed this practice.  

If you are disabled you may qualify for protections under the ADA and similar state laws.  Certain types of long-term disabilities make one eligible for this protection.  Under the ADA a disability is defined as “a physical or mental impairment that substantially limits a major life activity including a major bodily function.

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