Workplace discrimination is a significant issue affecting employees in New Jersey, with both federal and state laws offering protections. New Jersey's Law Against Discrimination (LAD) extends beyond federal law, covering additional characteristics such as sexual orientation and gender identity. Discrimination can manifest in hiring, pay disparities, or hostile work environments. Victims of discrimination can file complaints with agencies like the DCR or EEOC, and employers can ensure compliance through training and clear policies to foster an inclusive workplace.
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.
Coded language, like “not a good fit” or “too aggressive,” subtly reflects workplace bias, often based on race, gender, or age. Recognizing and documenting these phrases can help employees build a strong case against discrimination.
FTC bans most noncompete clauses, boosting job mobility and requiring contract revisions in NY and NJ.
The Pregnant Workers Fairness Act (PWFA) mandates reasonable accommodations for pregnant workers. Effective June 18, 2024, it enhances protections in New York and New Jersey, providing additional clarity and support for pregnant employees.
