Employment Lawyers in New Jersey

NJ Employment Lawyer

In need of an experienced NJ employment lawyer? Whether it’s for wrongful termination, discrimination, or contractual advice, we are here to help.

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How NJ Emploment Lawyers Help

Key Takeaways

  • New Jersey employment attorneys provide comprehensive services including advocacy in wrongful terminations, fighting discrimination, and navigating contractual complexities to protect employee rights.
  • These lawyers play a pivotal role in labor law matters, including union representation, collective bargaining, and ensuring compliance with OSHA standards to maintain a safe and equitable working environment.
  • Employment lawyers are instrumental in protecting employee rights under federal and state laws, such as the Fair Labor Standards Act and the Americans with Disabilities Act, as well as providing support for harassment, hostile work environment claims, and family and medical leave entitlements. 

Navigating New Jersey Employment Law with Expert Attorneys

Employment law encompasses a wide range of legal services provided by highly experienced attorneys in New Jersey. These professionals assist with various aspects of the employment relationship, including workplace restructuring, employee relations management and termination negotiations.

Wrongful Termination: Advocacy When You're Unjustly Dismissed

Although it is unfortunate, wrongful termination can happen to many employees. In these situations, the expertise of an attorney becomes crucial. According to New Jersey Employment Law, if an employer fires someone for discriminatory reasons or against public policy guidelines, it can be considered as wrongful termination.

A competent lawyer will assess whether there has been a violation of public policy and help their client file a claim in such cases where federal and state regulations have been breached.

Wrongful termination has a different meaning than what most people think. Wrongful termination means that your employer fired you for any illegal reasons. That could be your race, gender, disability, age, religion, national origin, ect.

It does not mean, however, that you can sue simply because you do not like the reason your boss ended your employment. We can help you tell the difference between a lawful termination and a wrongful termination.

Fighting Discrimination in the Workplace

Workplace discrimination is a concern that can greatly impact an individual’s job satisfaction, performance, and overall well-being. It occurs when an employee is treated differently in employment decisions due to their membership in a protected class such as race, gender or disability.

In New Jersey, the New Jersey Law Against Discrimination aims to prevent this type of behavior with the support of experienced employment lawyers.

New Jersey has some of the country’s best employment laws. You need attorneys that know and understand those laws. We are here to help.

Navigating Contractual Complexities

Sometimes employees are lucky enough to have employment contracts. Employment contracts often have terms and conditions that help keep you job safe.

Employment contracts can often be complicated and full of legal terminology that is difficult for the average person to comprehend. In these situations, it is crucial to have an employment attorney on your side.

We review employment contracts, ranging from employment agreements to severance agreements. Having a competent attorney review these documents is crucial. 

Employment contracts become complex very quickly. Securities laws, regulatory compliance concerns, ERISA (Employee Retirement Income Security Act) guidelines taxes, and accounting principles are all areas of concern in employment contracts. 

We also handle executive compensation packages while ensuring adherence to all legal requirements, which is challenging. 

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The best employment representation for you.

The Role of New Jersey Employment Lawyers in Labor Law Matters

The services of employment lawyers in New Jersey are crucial for ensuring a fair and harmonious relationship between employers and employees. These legal professionals play an important role by offering representation and guidance on various aspects such as union negotiations, workplace safety compliance, OSHA standards adherence, implementation of safety procedures, equipment maintenance, record-keeping practices, and employee training to promote a safe working environment.

Apart from labor law matters, hiring the expertise of these attorneys also benefits businesses with:

  • The resolution of employment disputes that cover diverse legal issues concerning workers
  • Drafting, reviewing, and negotiating contracts related to workforce management
  • Assisting in dispute resolution through alternative methods
  • Representation during litigation involving labor-related cases.

Ensuring Compliance with OSHA Standards

The safety of the workplace is a top priority for employers and employees alike. New Jersey’s private sector businesses are subject to OSHA standards, which serve as vital measures in reducing hazards by implementing federal regulations effectively.

Employment lawyers with expertise in OSHA can offer valuable advice to companies on how best to comply with these complex guidelines. This may involve helping develop or update safety policies, conducting external safety audits, advising on reporting requirements, and ensuring overall adherence to OSHA standards.

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Protecting Employee Rights Under Federal and State Employment Laws

Employment lawyers play a vital role in safeguarding employee rights under both federal and state laws. The Fair Labor Standards Act (FLSA) outlines regulations for minimum wage, overtime compensation, documentation requirements, and child labor restrictions at the federal level. According to this act, employees are entitled to receive one and a half times their regular pay rate for every hour of overtime worked.

Employers who intentionally violate FLSA guidelines by failing to provide proper wages or overtime may face severe consequences including legal fees and penalties that could amount up to $1,894 for violations prior January 13th, 2017. Additionally, the Americans with Disabilities Act (ADA) offers protection against discrimination based on disabilities and requires employers to make reasonable accommodations for qualified individuals with disabilities.

Aside from federal laws like FLSA and ADA, some states have implemented additional protections through their own employment legislation. For instance, state laws might dictate higher minimum wages than the ones set federally. 

Employees must be aware of such state-specific provisions so they can ensure their rights are being upheld. Furthermore, the ADA ensures fair treatment of disabled individuals in workplaces and calls upon employers to make necessary accommodations that will enable these employees to perform essential job functions without any obstacles.

Wage and Hour Claims: Ensuring Fair Compensation

In the state of New Jersey, the majority of employees are entitled to receive at least minimum wage. Those who do not fall under exempt categories must be paid overtime if they work more than 40 hours in a week. The rate for overtime pay should be one and a half times their regular hourly wage. If an employer violates these regulations, workers have the right to file a claim seeking unpaid wages and may also request additional damages such as reimbursement for legal fees.

To initiate a complaint regarding wages or working hours in New Jersey, individuals can submit either MW-31A (English) or MW-31S (Spanish) forms by mail. Once received, claims will go through investigation procedures carried out on-site or through correspondence with field investigators. Alternatively, they may be referred to court proceedings aimed specifically at collecting owed compensation.

Disability Accommodation in the Workplace

Attorneys specializing in employment law play a crucial role in helping individuals with disabilities obtain reasonable accommodations at their workplace. These attorneys ensure that employers comply with federal laws, such as the Americans with Disabilities Act (ADA), which prohibits disability discrimination and promotes inclusivity and equal opportunities for all employees. In New Jersey specifically, it is also mandated by state law to provide necessary accommodations for those who may require them due to a disability.

Accordingly, if an employee requests accommodation from their employer due to a disability, they are entitled to engage in an interactive process where appropriate accommodations can be considered. Should the employer unfairly deny or refuse these reasonable accommodations, the employee has legal options available as recourse under both federal and New Jersey laws.

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Legal Support for Harassment and Hostile Work Environment Claims

Workplace harassment and a hostile work environment can significantly impact an individual’s job satisfaction, performance, and overall well-being. According to the New Jersey Law Against Discrimination, this type of environment is defined as one where someone experiences harassment based on protected characteristics such as race, color, religion, sexual orientation, gender identity or expression disability age national origin or any other similar factor.

In addressing claims related to workplace harassment and hostile environments in New Jersey specifically lawyers have important responsibilities including protecting the victim’s rights, promoting positivity and support within the workplace, and holding employers accountable for allowing these situations to continue unresolved.

If someone has experienced workplace harassment, they may seek guidance from a lawyer who can assist them with lodging a complaint against their employer and pursuing legal action to address the issue effectively. It is crucial that individuals do not suffer silently when faced with discrimination at work, but instead take proactive steps towards finding resolution through appropriate channels.

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Addressing Sexual Harassment Allegations

Sexual harassment is a serious problem that must be promptly and effectively dealt with in the workplace, as outlined by New Jersey regulations. It can take various forms such as verbal, physical or visual abuse and falls under two main categories: quid pro quo and hostile environment. To defend a client facing sexual harassment allegations, lawyers are required to follow crucial steps including providing legal advice and assistance, conducting thorough investigations, gathering evidence for potential liability assessment, negotiating settlements, or pursuing litigation if necessary while ensuring their client’s rights are protected throughout the entire process.

In New Jersey, state law goes beyond federal provisions by holding not only employers but also any individual responsible for their involvement in acts of sexual harassment accountable before aggrieved workers may seek legal action against them. Additionally, in contrast with federal laws which apply only to employees. Independent contractors enjoy protection against all types of sexual misconduct according to local legislation applicable within this particular region.

Remedying Hostile Work Environment Situations

In order to make a hostile work environment claim under the New Jersey Law Against Discrimination, it is typically necessary for an employee to demonstrate that they were exposed to conduct which was severe or pervasive enough to significantly impact their working conditions and create a hostile or abusive atmosphere.

Lawyers play a vital role in addressing cases of hostile work environments. They offer advice and assistance to clients, ensuring that they are treated fairly and respectfully by their employers. If an employer fails to take appropriate measures in response, they may be held accountable.

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Guidance on Family and Medical Leave Entitlements

Navigating family and medical leave entitlements can be a source of confusion for many employees. Both federal law, specifically the Family and Medical Leave Act (FMLA), and state law in New Jersey through the New Jersey Family Leave Act (NJFLA) govern these benefits. While FMLA provides time off for an employee’s own health condition, NJFLA focuses primarily on granting leave for reasons related to one’s family.

To qualify for FMLA leave, employees must meet specific requirements outlined by federal regulations. Eligibility under NJFLA only requires 1,000 hours worked within the previous year. Those who are eligible have access to protected job-protected time off under both laws in situations involving their own or certain familial healthcare needs as defined by each respective statute.

Understanding FMLA Rights and Protections

The Family and Medical Leave Act (FMLA) grants qualified employees of covered employers the right to take unpaid, job-protected leave for specific reasons related to family or medical issues. This law ensures that eligible workers can receive up to 12 weeks of unpaid, protected time off per year while also requiring their employers to continue providing group health benefits during this period.

To be considered eligible for FMLA leave, an employee must:

  • Have worked with a covered employer for at least one year.
  • Have completed at least 1,250 hours of service within the previous 12 months before taking leave.
  • Be employed by a company where there are at least 50 other employees within a radius of 75 miles from their designated workplace location.

Navigating NJFLA Regulations

To be eligible for NJFLA, one must fulfill the following criteria: being employed by a government agency or organization with at least 30 employees, completing 12 months of employment with said employer, and working a minimum of 1,000 hours during that time. The amount received through NJFLA is calculated as 85% of the individual’s average weekly wage up to the maximum benefit rate set for that year.

Under NJFLA guidelines, individuals can take up to twelve weeks off from work within a twenty-four-month period while keeping their job protected. Any intermittent leave must be taken in increments no less than one week long. To apply for Family Leave Insurance benefits under this policy, an online claim submission form can be completed along with options such as mailing it in or sending via fax, all detailed on the application instructions.

It is recommended to submit your request for leave formally through written communication at least thirty days before you intend on beginning your requested absence date.


As we’ve seen, the landscape of New Jersey employment law is complex and multifaceted. Whether it’s navigating the intricacies of employment contracts, fighting against workplace discrimination, ensuring compliance with OSHA standards, or understanding family and medical leave entitlements, expert attorneys are invaluable in safeguarding employee rights and resolving workplace disputes. By providing robust legal representation and guidance, these professionals ensure that both employers and employees are protected and treated fairly under the law.

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Frequently Asked Questions

Unjust dismissal in New Jersey refers to the act of being terminated in defiance of employment laws, which may occur when someone is fired based on personal attributes like their gender, race, age, disability or marital status. Any form of discriminatory termination is considered against the law in New Jersey.

Yes, it’s possible to take your employer to court for unfair dismissal in New Jersey if they violate state or federal law.

It’s best to consult with a wrongful termination attorney to assess your case.

A lawyer specializing in employment law is capable of aiding companies in maintaining OSHA compliance. They can assist in the creation of safety policies, conduct thorough safety inspections, offer guidance on reporting responsibilities and guarantee adherence to all OSHA regulations.

Employees can take up to 12 weeks of unpaid leave per year under the Family and Medical Leave Act (FMLA) while still keeping their job. During this time, employers are required to continue providing group health benefits.

These provisions offer valuable assistance for employees during difficult circumstances.

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