Richard Swartz has been named one of the best employment benefits attorney Richard Swartz, one of the partners at Swartz Swidler, LLC, has been named one of the South Jersey best employment benefits attorneys! For more information, please visit: https://sjmagazine.net/e-issue/2016/08/#page/64 Richard Swartz is an experienced attorney in the field of litigation. Since his first case
Pregnant Employees must be granted reasonable accommodations when the employer has provided similar accommodations to other individuals with similar limitations. The United States Supreme Court ruling is a victory for Peggy Young, a former driver for UPS who claimed the package company violated her rights under the Pregnancy Discrimination Act (PDA). She will now have
Equal Employment Opportunity Commission (EEOC) reaches settlement with Toys “R” Us in Employment Discrimination Lawsuit
The Equal Employment Opportunity Commission (EEOC) has reached a settlement with Toys “R” Us in an employment discrimination lawsuit. Toys “R” Us is one of the world’s largest retailers of toys and children’s products in the world, and has multiple retail locations in Pennsylvania, New Jersey, and all around the United States. The disability discrimination lawsuit filed at the Philadelphia EEOC district office against Toys “R” Us, Inc. has resulted in a $35,000 settlement and payment of significant equitable relief for employment discrimination. The settlement is one in a number of rising employment discrimination lawsuits settling in the EEOC district offices of New Jersey and Pennsylvania.
Legislature Considering Bill to Amend the New Jersey Law Against Discrimination to Expand the Rights of Pregnant Employees
On September 30, 2013, New Jersey (NJ) Senate proposed legislation requiring employers to make reasonable accommodation available for pregnancy-related needs when requested by the employees with the advice of their physician. Currently, under the New Jersey Law Against Discrimination (NJ LAD), there is no requirement that preferential leave be given to a pregnant employee, unless complications related to the pregnancy rise to the level of a disability under New Jersey discrimination law.
Religious discrimination in the workplace continues to rise in New Jersey and around the country. As the Wall Street Journal recently reported, reports of employment-based religious-discrimination are sky rocketing. The Equal Employment Opportunity Commission (EEOC) has reported a surge of wide-ranging employee claims of religious discrimination as expressions of faith have grown more diverse. The EEOC defines religious-discrimination as “treating a person (applicant or employee) unfavorably because of his or her religious beliefs. The law protects not only people who belong to traditional, organized religious … but also others who have sincerely held religious, ethical or moral beliefs. Religious discrimination can also involve treating someone differently because that person is married to (or associated with) an individual of a particular religion or because of his or her connection with a religious organization or group.”
A former Chili’s employee suffering from a rare medical disability who asserts that Chili’s discriminated against him and failed to accommodate his disability, in violation of the New Jersey Law Against Discrimination (NJ LAD) will not be required to arbitrate his claims despite having signed an arbitration agreement at the time of his hire.
Employment Law Firm Swartz Swidler, LLC files federal discrimination lawsuit alleging Disability Discrimination
On May 3, 2013, a former employee of Scientific Games, Corp. filed a federal lawsuit in Harrisburg, Pennsylvania, asserting that he was wrongfully discharged in violation of the Americans with Disabilities Act (“ADA”) and the Pennsylvania Human Relations Act (PHRA). New Jersey (NJ) and Pennsylvania wrongful termination attorneys, Swartz Swidler, LLC represents the employee in his fight.