Since the passage of Title VII of the Civil Rights Act of 1964, many additional anti-discrimination laws have been enacted at both the state and federal levels. Among other things, the state and federal discrimination laws prohibit discrimination against applicants and employees based on their protected characteristics. Without workplace discrimination laws, employers would be allowed
In the U.S. and New Jersey, multiple laws cover the employer-employee relationship. Employers must follow the laws that apply to them, and when they violate these laws and the rights of their employees, they may be liable and have to pay damages. Violations of certain employment laws might also result in steep fines and penalties,
New Jersey employers are required to comply with numerous federal and state employment laws. If you are an employer and violate one of these laws, you could face substantial fines, penalties, and potential legal liability. There are more than 180 employment laws at the federal level alone, and New Jersey has its own statutes and
While most people know that employees have rights, many are not aware of what they are. There is a knowledge gap between the rights employees have under state and federal law and what they understand that they have. Applicants and employees need to understand their rights so that they can protect them. Here is some
Workers in New Jersey and across the U.S. are protected under labor laws. Labor laws cover the employer-employee relationship when employees organize or unionize to collectively negotiate the terms of their employment. Labor laws are types of employment laws, and labor attorneys represent employees, unions, or employers during and after the collective bargaining process. Here
One federal law that protects employee rights in the workplace that is relatively unknown by most workers is the Genetic Information Nondiscrimination Act or GINA. This law was enacted in 2008 and signed into law by former President George W. Bush. It protects employees against genetic discrimination in employment and in their health insurance. Under
While some workplace discrimination is overt or direct, illegal discrimination also includes instances of indirect or disparate impact discrimination. This type of discrimination can be more difficult to identify and address because it is frequently facially neutral but still has an indirect discriminatory impact against specific protected classes of applicants or employees. Here is some
Employment and labor law covers a broad range of laws and regulations affecting the relationships between employers and employees. Major areas covered by these laws include labor disputes, labor-management relations, labor litigation, employment discrimination, wrongful termination, unfair competition, wage and hour litigation, and more. Employees who are dealing with any employment or labor law issue
Employees are sometimes subjected to poor treatment at their jobs. While these types of treatment might be unfair, they are not always illegal. Employment law claims can be complex because of the subtleties that might be involved. In many cases, it can be difficult to determine whether adverse action was simply unfair or whether the
Passed in 1970, the Occupational Safety and Health Act or OSH Act is designed to protect the health and safety of employees working within the U.S. and its territories. This law was passed to establish safety standards within the workplace to help prevent workplace injuries and deaths. The Occupational Safety and Health Administration is the