Severance pay in New Jersey is often provided for layoffs or restructuring but is generally not mandatory unless required by a contract or the NJ WARN Act. This law mandates severance for mass layoffs at large companies, calculated as one week’s pay per year of service. Severance is taxable and may include negotiated benefits like health coverage.
Learning to recognize retaliation, understanding your rights, and knowing how to respond are vital steps to protect yourself after reporting harassment or discrimination. Take action to ensure a fair and respectful workplace.
Anti-Asian discrimination in U.S. workplaces has risen sharply since the onset of COVID-19, with AAPI employees facing verbal harassment, stereotyping, exclusion from opportunities, and retaliation for reporting bias. Legal protections under Title VII of the Civil Rights Act and state-specific laws empower employees to address these challenges through documentation, internal reporting, and formal complaints to agencies like the EEOC. Combating this issue requires collective action—employees advocating for their rights and employers fostering respect, accountability, and inclusivity to create equitable workplaces for all.
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New whistleblower protections in 2024 strengthen support for employees reporting workplace misconduct. Federal updates expand the types of protected activities, boost financial incentives, and streamline retaliation complaint processes. States like California, New Jersey, Colorado, and New York have added sector-specific protections, safeguarding whistleblowers in healthcare, education, and more. These updates aim to promote transparency and ensure employees can report wrongdoing without fear of retaliation.
Reporting harassment or discrimination at work is a courageous step towards creating a safe, respectful environment. However, retaliation can still be a harsh reality. If you’ve faced adverse actions after filing a complaint, it’s essential to recognize the signs of retaliation and know your legal rights.
