The COVID-19 pandemic has had major impacts on the economy and public health. While companies and employees have experienced struggles because of the pandemic, employers are still required to comply with federal and state anti-discrimination laws. Employers must not discriminate against or harass employees based on their protected characteristics, including race, color, gender, national origin,
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The COVID-19 pandemic has changed the way people work, socialize with each other, and entertain themselves. While life has undergone drastic changes, the pandemic has not changed the federal and state anti-discrimination laws. Multiple laws protect members of protected classes from workplace discrimination, and these protections remain despite the pandemic. During the current environment, discrimination
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When you have an employment dispute and want to get legal advice, knowing what to ask a prospective attorney is important. Many lawyers offer free consultations, so you can make a shortlist of attorneys to speak with to make a better-informed decision. Below are some questions the attorneys at Swartz Swidler think you should ask
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Rumors in the workplace are a constant issue. When rumors and gossip about an employee are spread, they can harm the victim’s reputation and potentially lead to an unfair job loss. Salacious rumors and gossip in the workplace can quickly spread and have unforeseen consequences both for the victim and the employer. When employers take
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Gender bias directed towards women has been an issue for hundreds of years. In the workplace, gender discrimination has been a known issue since women began working outside of the home. Women who have tried to build successful careers have had to deal with less opportunity for advancement, lower wages, and unfair perceptions that they
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Lesbian, gay, bisexual, transgender, and queer employees have faced workplace discrimination for decades based on their sexuality. This type of discrimination is harmful and illegal. Discrimination based on sexual orientation has been illegal in New Jersey since 1991, and the state amended the New Jersey Law Against Discrimination in 2006 to also prohibit discrimination based
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Workplace sexual harassment has both hidden and overt costs for both businesses and harassment victims. While most workplaces have policies in place to prevent sexual harassment from occurring on the job, it remains a pervasive problem at companies across New Jersey and the U.S. The costs of sexual harassment should encourage businesses to do more
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Under the federal Equal Pay Act, employers in New Jersey are required to pay men and women who have substantially similar jobs equally. This law covers all types of compensation, including salaries, stock options, insurance benefits, commissions, and bonuses. However, many employers fail to pay male and female employees equally, and women continue to earn
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The Age Discrimination in Employment Act or ADEA prohibits discrimination against workers over 40 based on their ages for employers with 20 or more employees. In New Jersey, the New Jersey Law Against Discrimination or NJLAD provides more expansive protection to workers against age discrimination and protects adult workers of all ages. Despite the existence
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Under the federal Family and Medical Leave Act or FMLA, eligible employees who work for covered employers have the right to take up to 12 weeks of unpaid, job-protected leave for several reasons. The primary reasons why people take FMLA leave are to deal with their own serious medical issues or to care for their
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