Workplace intimidation can make workplaces very toxic to employees. When employers or coworkers bully others or subject them to coercive actions, the victims may be left feeling that they have no other choice than to resign. Workplace intimidation or bullying is problematic for businesses in New Jersey and Pennsylvania. When bullying at work is pervasive,
If you are terminated from your job, it can be difficult to deal with and to understand. You might struggle with being fired despite knowing that your job might be in trouble. It can be even more painful if your boss fires you in an impersonal manner such as over the telephone. While it would
Workers in Pennsylvania and New Jersey are protected under federal and state anti-discrimination laws. While you might understand that you are protected against harassment and discrimination based on your protected status, you might be unaware that these laws also protect you from retaliation. The attorneys at Swartz Swidler are able to review what has happened
If you are like most people, you probably understand that there are laws protecting you as an employee from harassment and discrimination. You might not know that the law also protects you from retaliation from your employer. The anti-retaliation laws protect you from your employer punishing you for complaining about discrimination or harassment in the
On June 26, 2015, the Supreme Court ruled in favor of plaintiffs in Obergefell et al vs. Hodges, Director, Ohio Department of Health, et al, (No. 14-556), allowing same sex couples to marry in every state. The landmark decision, authored by Justice Kennedy, held that the plaintiffs, who were seeking “equal dignity in the eyes
Sexual harassment is a specific type of workplace discrimination based on sex . It includes: unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature in which submission to or rejection of such conduct explicitly or implicitly affects and individual’s work or creates an intimidating, hostile, or offensive
An Equal Employment Opportunity Commission (“EEOC”) conference highlighting employment discrimination due to national origin was held in Washington, D.C. on November 13, 2013.
Discrimination on the basis of national origin is prohibited by Title VII of the Civil Rights Act of 1964. This protection can be broadly applied not only to discrimination resulting merely from a persons place of birth or ancestry. Also applicable would be discrimination on the basis of cultural or linguistic characteristic, such as accents and clothing. The law thus protects, for example, an Indian man’s right to wear a turban, or a Czech’s heavy accent.
New Jersey employees had reason to rejoice this summer, as the New Jersey legislature passed two pieces of legislation on August 27th that strengthens employee privacy and prohibit certain types of discrimination based on private matters.
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.
Swartz Swidler files Sexual Harasment and Wrongful Termination Employment Lawsuit in Philadelphia, Pennsylvania
On May 6, 2013, New Jersey (NJ) and Pennsylvania (PA) employment attorneys Swartz Swidler, LLC, on behalf of a former female employee of Tosoh Bioscience, LLC filed a federal lawsuit in Philadelphia asserting that the employee was subjected to severe sexual harasment and fired for complaining of same, in violation of Title VII of the Civil Rights Act of 1964 and the Pennsylvania Human Relations Act. (“PHRA”).