Employment Discrimination Lawyer Fighting to Put an End to Discrimination
Federal, state, and local laws forbid employers from discriminating on the basis of an employee’s membership in a protected class, such as race, color, national origin, religion, sex, disability, or age. New Jersey has its own anti-discrimination statute, the New Jersey Law Against Discrimination (“NJLAD”).
Under the NJLAD, it is unlawful for an employer to take adverse action against an employee due to their membership in a protected class. It is also unlawful for a business to refuse to contract with an independent contractor because the individual belongs to a protected class. The NJLAD also protects those individuals who are not members of a protected class but are treated as such due to their association with members of that class or the employer’s mistaken perception that the individual belongs to the protected class.
Discrimination is unlawful. If you have suffered discrimination due to your membership to any of the below classes, your rights have been violated:
- Race or Color
- Disability or Perceived Disability
- Pregnancy
- National Origin
- Religion
- Failure to Accommodate
- Gender
- Ancestry
- Domestic Partnership Status
- Sexual Orientation
- Member of the Armed Forces
- Age
- Marital status
- Nationality
- LGBTQ
Additional articles by employment discrimination lawyer Arykah Trabosh
Some Important Information About the Temporary Workers’ Bill of Rights
New Jersey is among the states that take protecting workers’ rights seriously. In New Jersey, workers are protected from, among other things, being underpaid, discriminated against, and retaliated against. However, for a long time, some vulnerable workers whose employment arrangements do not meet the legal definition of “employment” have had no legal recourse in the…
Can You Sue for Disability Discrimination if You Have Not Suffered an Adverse Employment Action?
Like other claims under the New Jersey Law Against Discrimination, disability discrimination claims, including claims that an employer failed to accommodate your disability reasonably, usually require you to prove that you suffered an “adverse employment action.” Adverse employment actions include being terminated, demoted, or denied a promotion. In other words, it is usually not enough…
Debunking Four Common Myths About the Americans with Disabilities Act and Workplace Accommodations
The Americans with Disabilities Act requires employers to provide workers and applicants with reasonable accommodations so they can have an equal chance to get jobs and do their work. Some accommodations generally considered include changing job tasks, improving accessibility in a work area, changing the presentation of tests and training materials, and allowing a flexible…