When you work hard, you deserve to be treated fairly. If your employer is discriminating against you, you’ve been accused of breaking the terms of an employment-related contract, or you believe the terms of your compensation aren’t appropriate, New Jersey employment law attorney Frank Steinberg can help you protect your legal rights while ensuring this incident doesn’t derail any future career opportunities.
Employment Discrimination Claims
Some examples of behavior that might be considered discriminatory include:
Job advertisements
Recruitment practices that suggest only candidates with certain characteristics will be considered
No pay raise or receiving lower pays
Being passed over for a raise or receiving lower pay than colleagues with no justifiable professional reason
Job promotions
Being denied a promotion in favor of a less qualified candidate
Inadequate training
Being excluded from training opportunities due to personal characteristics
Taking time off
Being punished for taking leave due to pregnancy, illness, injury, or family responsibilities
Discrimination based on appearance
Being subjected to a hostile work environment centered around personal characteristics
Most states rely on federal anti-discrimination laws such as Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act, and the Americans With Disabilities Act to protect workers from discriminatory employment actions. However, New Jersey has its own law providing similar protections: the New Jersey Law Against Discrimination (commonly known as the NJLAD or LAD).
NJLAD offers several key benefits for workers when compared to its federal counterparts:
- The law applies to companies regardless of their size.
- NJLAD’s protections are broader in scope, so you may have a case even if federal laws don’t apply.
- Remedies for victims of discrimination are more favorable under NJLAD than those available under federal law.
- With NJLAD, you do not need to go through an administrative process before filing your case in court.
Contract Disputes
An employment contract defines the respective rights and obligations of both the employer and employee. The employee agrees to work under conditions that the company sets, and the employer agrees to provide the appropriate compensation. However, an employment contract doesn’t necessarily need to be in writing to be legally enforceable.
Employment contract disputes can involve a wide of issues. Our firm handles cases involving issues such as:
- Modifying an existing employment contract
- Alleged violations of non-disclosure agreements
- Alleged violations of confidentiality agreements
- Alleged violations of non-compete agreements
- Post-termination actions
- Wrongful termination involving a false or concocted reason for your dismissal.
- Termination violating whistleblower protections
Depending upon the specific issues involved, contract disputes can be settled in court, via a regulatory proceeding, by arbitration, or through mediation. Mediation or arbitration is usually the least costly and time-consuming option, but we are prepared to fight for your rights in court if necessary. If your case is taken to trial, the court can order your employer to reimburse you for the wages and benefits you’ve lost. Additional damages may also be available in cases involving discrimination or wrongful termination.
Compensation Issues
The law offers wage protections for full-time, part-time, and temporary workers as well as independent contractors. We can help ensure you receive full compensation for your work as required by law. We handle cases involving a wide range of compensation issues, including:
- Negotiating the terms of a severance agreement
- Obtaining payment of commissions for sales representatives
- Being paid for break time in accordance with federal law
- Determining whether or not you’re entitled to reimbursement for unused vacation time
Why a Steinberg Law, LLC Employment Law Attorney Is the Right Choice
When your future is at stake, you can’t afford to settle for subpar representation. With decades of experience, attorney Frank Steinberg provides personalized services designed to suit your unique needs. Instead of cookie-cutter solutions, you’ll get the help you need to determine the best way to resolve your complaint while protecting your professional reputation.
Steinberg Law, LLC has a statewide reach—although most of our current employment work is located in central New Jersey. Contact us today to request a free case review.
Employment Law Guidance
Facing an Employment Dispute in New Jersey?
Steinberg Law represents employees, professionals and businesses in complex employment matters. Every engagement begins with the facts, relevant documents, workplace history and the result the client needs to achieve.
- Wrongful termination and retaliation disputes
- Discrimination, compensation and contract claims
- Negotiation, mediation and employment litigation
Frequently Asked Questions
Questions About New Jersey Employment Law
These answers provide general information and are not a substitute for advice based on the specific facts and applicable deadlines.
Is every unfair workplace decision illegal?
No. A workplace decision can be unfair without violating a law. A legal claim generally requires facts showing a violation of an employment statute, contract, recognized public policy or another enforceable legal duty.
What does the New Jersey Law Against Discrimination protect?
The law prohibits employment discrimination and harassment based on protected characteristics such as race, national origin, religion, age, sex, pregnancy, disability, sexual orientation and gender identity or expression, among others.
What can qualify as unlawful workplace retaliation?
Retaliation may occur when an employer penalizes a worker for reporting or opposing legally protected conduct, participating in an investigation or exercising another protected workplace right.
How long do I have to bring an employment claim?
Deadlines depend on the type of claim, the forum and the facts. Some deadlines are substantially shorter than others, so a worker should seek advice promptly rather than assuming there is ample time.
What evidence is useful in an employment-law matter?
Useful evidence may include policies, evaluations, warnings, emails, text messages, pay records, schedules, complaint records, witness information and a dated chronology of important events.