Treated unfairly at work because of your sex, gender, gender identity, or gender expression? The Lacy Employment Law Firm helps New Jersey employees understand their rights and take action against workplace discrimination.
Gender discrimination can affect hiring, compensation, promotions, job assignments, discipline, and termination. It can involve an openly biased decision or a pattern of unequal treatment that becomes clear only after comparing how employees are treated.
Some workers are overlooked for leadership roles because of gender stereotypes. Others are paid less, disciplined more harshly, excluded from opportunities, or subjected to offensive comments about how they should look or behave.
The Lacy Employment Law Firm represents employees throughout northern, central, and southern New Jersey. We can review what happened, explain which laws may apply, and help you determine the next step.
NEW JERSEY PRACTICE AREAS
Federal law prohibits workplace discrimination because of sex. These protections can apply to decisions involving hiring, pay, promotions, benefits, job assignments, discipline, layoffs, and termination.
The New Jersey Law Against Discrimination also protects employees and job applicants from discrimination based on sex, gender identity, gender expression, and other protected characteristics.
These laws may also prohibit gender-based harassment and retaliation against an employee who reports discrimination, supports a coworker’s complaint, or participates in an investigation.
Disability discrimination can be overt or subtle. Common examples include:
Employers are required to explore reasonable accommodations unless doing so would cause undue hardship.
Examples of possible gender discrimination include:
One incident may not reveal the entire problem. Emails, performance reviews, compensation records, promotion decisions, and the treatment of comparable coworkers can help show whether a broader pattern exists.
Our employment lawyers can help you:
Every workplace dispute is different. The right strategy depends on what happened, what evidence is available, and what outcome you are seeking.
Consider speaking with a gender discrimination lawyer if:
Employment claims can be subject to filing deadlines. Waiting too long may limit your options, even when the underlying treatment was unlawful.
Do not remove confidential company information or records you are not legally entitled to possess. An attorney can help you determine which materials may be preserved and used.
Gender discrimination may occur when an employer treats an applicant or employee unfavorably because of sex, gender, gender identity, gender expression, or gender-based stereotypes. It can affect hiring, pay, promotions, assignments, discipline, benefits, layoffs, or termination.
Yes. Workplace protections against gender and sex discrimination are not limited to women. A person of any gender may have a claim if an employer makes an employment decision because of sex, gender, or an associated stereotype.
It can be. Repeated insults, offensive jokes, unwanted comments, intimidation, or other conduct connected to sex or gender may create a legally actionable workplace problem. An employer’s response after learning about the conduct can also be important.
Employers generally cannot punish employees for making a good-faith discrimination complaint, participating in an investigation, or supporting another employee’s complaint. Retaliation may include termination, demotion, reduced hours, undesirable assignments, threats, or increased scrutiny.
