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In many of today’s workplaces, it is increasingly rare for discrimination to occur out in the open. A lot of employers, aware of potential legal liability, have sought to eliminate blatant displays of discrimination. That’s not to say discrimination doesn’t still occur as often; it does. Only now, “pregnancy always makes women crazy” or “that’s a man’s job” is replaced by terminations and other discriminatory adverse actions encased in performance evaluation scores and human resources disciplinary policies.

One of the ways to succeed, even when you don’t have a “smoking gun,” is through something called “comparator evidence.” So, even without that “smoking gun” evidence (like your supervisor saying “old people just don’t have what it takes for this job”) you can still win by providing enough proof that you, as an older worker, got fired for a corporate policy violation, even though five younger co-workers violated the same rule and none of them were disciplined. To make sure that you have the proof your case needs for success, make sure you have a New Jersey employment attorney experienced in discrimination actions on your side.

A recent case from the federal courts provided some good news for workers seeking to win discrimination actions in federal court through the use of this “comparator” evidence. S.A., the plaintiff, worked in New Jersey for a chain of nutrition stores, serving as a store manager from 2001 until 2014. During his employment, S.A. received “numerous awards and accolades.” However, S.A. was fired in early 2014 and replaced by a new manager who was in his 20s. S.A. was 57.

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When you have been the victim of workplace discrimination and were constructively discharged in New Jersey, there are several things that you will need, in terms of evidence, in order to achieve a successful result. As one example, the law requires you to have done everything reasonable in your power to remain employed. If your employer has proof that seems to show you didn’t, you’re going to need sufficient proof to overcome that, or else you may not be able to get the compensation you need.

As with many cases, it comes down to having strong evidence that supports your position and effective proof that blunts what your employer is trying to assert. To make sure you have everything you need to prove the elements of your case, be sure one of the things you have is legal representation from a skilled New Jersey employment attorney.

C.L. was someone asserting a discrimination claim and a constructive discharge in New Jersey. During her first year as a medical resident, C.L. became pregnant. Late in her first year of residency, the resident miscarried and missed the final three months of that first year. Despite the absence, the program advanced C.L. to second-year resident status, including the corresponding raise in pay.

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When you’ve endured discrimination or sexual harassment at work, you’re probably feeling a lot of things – anxiety, anger, confusion and fear may be among them. Amidst all that stress, there’s also a harsh calculation many such victims must make: do I report or don’t I? What happens if I do report? Will I be ostracized, demoted, fired or blacklisted?

Of course, it is extraordinarily unfair that victims have to think this way, but retaliation is a terrible reality in the workplace. However, if you suffer reprisals after you decide to file a harassment or discrimination complaint, that retaliation is, in itself, a potential basis for a successful outcome in court. Whatever kind of misconduct you’ve been the victim of, you shouldn’t suffer in silence and you shouldn’t go it alone. Reach out to a knowledgeable New Jersey employment attorney who can help you carefully identify all of your options and assess which one is best for you.

One of the important things to know is that you don’t have to win your underlying discrimination or harassment case in order to win your retaliation case. S.M.’s lawsuit is a good example. S.M. worked for a New Jersey-based bank for 36 years. She received several promotions and rose to the rank of “First Vice President” in 2004.

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Police officers — and law enforcement agencies generally — have come under increased scrutiny in recent months and years. Major news sources have focused extensively on the misuse of deadly force in interacting with suspects.

While that problem affects members of the community generally, there is an additional very real problem that affects some of the service-minded people who work, or desire to work, in law enforcement. That problem is discrimination and sexual harassment, and it affects a wide swath of people who wear a badge or seek to do so, including women and LGBT people. If you’ve suffered illegal discrimination or harassment while working in law enforcement (or applying for a law enforcement position,) then you should act promptly to reach out to an experienced New Jersey sex / gender discrimination attorney about your legal options.

One group that is especially affected by the harassment and discrimination that goes on inside law enforcement is women. Even today, very few women are employed as police officers. Nationally, that number is somewhere between 10 and 15%. In many New Jersey cities and towns, that number is lower. For example, in North Brunswick, where one female officer recently sued for discrimination and sexual harassment, reported that only five of 85 officers (6%) were females.

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Non-disclosure obligations in cases involving sexual harassment have come under increasing scrutiny in recent months and years, and deservedly so. Some non-disclosure rules can potentially aid survivors by shielding their privacy. However, if written too broadly, these rules run the risk of harming, not helping, survivors of harassment. For example, under the current rules, if you’re a New Jersey state employee, you risk losing your job if you discuss a sexual harassment complaint – even if you were the victim. The state recently announced that it had re-drafted the rule in the hopes of avoiding creating a “chilling effect” on victims’ reporting their harassment, reported.

Whether you are a government employee or work in the private sector, if you’ve been sexually harassed at work, you may have various options to receive the compensation you deserve for the harm you suffered. Contact an experienced New Jersey sexual harassment attorney to find out more.

As an example of how the state employee rule, prior to its re-drafting, could hurt victims of sexual harassment consider the case of V.U., as reported by V.U. was a woman who worked as a procurement specialist for the state’s Department of Treasury for two years, from 2014-16. According to the specialist, her supervisor subjected her to “pervasive sexual harassment,” including stalking, unwelcome physical contact and sexual propositions.

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In some workplaces, employers may be very hesitant to fire employees. Sometimes, the employer may try to goad certain employees into resigning by making the job so unpleasant or unsatisfying that the employee quits. These employers hope that, by securing a resignation as opposed to issuing a termination, they’re dodging certain types of legal exposure, including liability for employment discrimination or harassment.

However, just because you resigned your job as opposed to being fired, that doesn’t automatically mean that you cannot win a discrimination case using the circumstances of your exit as the required “adverse employment action.” Sometimes, an employment setting may be so horrible that a reasonable person would see quitting as the right way forward. When that happens, that’s called a “constructive discharge,” and, as one recent case showed, it potentially can be just as effective in helping you win your discrimination case as if you’d been fired. To learn more about all the options you may have if you’ve suffered workplace discrimination, be sure to contact an experienced New Jersey employment discrimination attorney about your situation.

What does constructive discharge look like? The U.S. Supreme Court said in 2004 that constructive discharge occurs when the employees has proof that “the abusive working environment became so intolerable that … resignation qualified as a fitting response.”

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In this space (and likely in others,) you’ve read discussion of many of the various forms of employment discrimination that exist. Some of them are fairly overt. If, for example, you discover an email where your supervisor says that you should be fired because pregnant employees are too costly for the company, then you have a straightforward case of pregnancy discrimination. Others are less direct and more subtle. For example, when employers ask a job candidate’s salary history, those employers often end up perpetuating the underpayment of employees who have been historically been underpaid in the past. In that way, these salary history questions help perpetuate the gender wage gap.

In other words, discrimination can come in many variations and shades. It doesn’t have to be something overt or obvious. If you think you’ve been harmed by discriminatory employment practices, you owe it to yourself to contact a knowledgeable New Jersey employment attorney.

When it comes to the troubles connected to salary history questions, that problem is about to become less common in New Jersey. Last year, Gov. Murphy signed into law a bill that banned salary history questions in all aspects of state government hiring. Now, the state has a law on the books that says that any employer who asks salary history questions has violated the law, has reported.

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Muslims in this country face many challenges, including at work. One hurdle that Muslims of Middle Eastern origin should not, but too often do, have to face is discrimination because of their religion and/or national origin. Too many face workplace jokes and taunts where they are labeled as close associates of terrorists or terrorists themselves just because of where they originate and what they believe.

If you are someone who has found yourself victimized by employment discrimination due to your religion (whether it’s Islam or some other faith) or due to your national origin, then you may be entitled to sue and to recover compensation under the Law Against Discrimination. To ensure you’re pursuing your case in the most effective way possible, be sure you have representation from an experienced New Jersey employment attorney.

One New Jersey worker who allegedly experienced this kind of discrimination was A.M., a cook who worked at a country club a half-hour west of Newark. A.M. was Egyptian and a Muslim.

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In recent years, lawmakers have started to address a subtle, but nevertheless insidious, form of race discrimination. That discrimination occurs when employers, as part of their dress and grooming policies, forbid the wearing of certain hairstyles that represent “natural” hairstyles of African-Americans. Complying with these rules can be not only emotionally stressful, but also physically painful and financially expensive for some African-American workers.

Lawmakers in New York and California have begun debate on ending this practice. Now, New Jersey is taking steps to follow suit. A bill is pending in the New Jersey Senate that would include discrimination based on these types of hairstyles among the forms of illegal discrimination barred by the Law Against Discrimination, has reported. Whether or not you are someone who potentially faces this kind of discrimination, the introduction of this bill is a reminder of the importance of having an experienced New Jersey employment attorney on your side who is up-to-date on all the most recent changes and evolutions of discrimination law in the Garden State.

The senate bill, as it is currently written, would ban discrimination based upon “traits historically associated with race, including, but not limited to, hair texture, hair type, and protective hairstyles.” (A “protective” hairstyle refers to any hairdo that preserves hair from damage. For African-Americans, that can mean many styles, including twists, braids, Afros and Bantu knots, among others.)

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Today, in business news, one hears a lot about the “global economy.” That can mean a lot of things, from a remote employee who telecommutes halfway across the country to an on-site worker who is employed by a corporate conglomerate based several states away.

How and why does all that matter when you’re the victim of employment discrimination or workplace harassment? It matters because the laws in each state are different and some states, such as New Jersey, offer greater protection to workers than others do. This means that pursuing your case in New Jersey could very possibly be more beneficial than going to court elsewhere and could be the difference between success and defeat. To find out all about seeking compensation under the Law Against Discrimination, be sure you consult an experienced New Jersey employment attorney about your options.

The most recent example of this type of boundary-crossing employment law issue was the case of D.C. D.C. lived in Quincy, Illinois and worked for a Quincy-based company as a vice president of marketing. D.C. also allegedly was the victim of workplace association discrimination. His employer allegedly discriminated against him because of his wife’s disability. (The wife had terminal breast cancer.) That discrimination took the form, first, of a failure to promote and then, later, a wrongful termination, according to D.C.’s lawsuit.

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