New Jersey Employment Laws
Because there are both federal and state employment laws at play, it can be confusing to some people to figure out where an employment law claim should be filed. Different laws can apply to the same situation, and the filing locations will vary. Many states, including New Jersey, have their own laws that will provide additional protections above and beyond what the federal laws provide. One example is the express protections New Jersey has that prohibit employers from discriminating against an employee based on sexual orientation. State laws in New Jersey will apply no matter how many employees a business has, while federal laws may only apply when the business employs over a certain number of people.
Any claims for employment violations that relate specifically to New Jersey laws have to be filed with the New Jersey Division on Civil Rights (DCR), while federal employment law claims are filed with the U.S. Equal Employment Opportunity Commission (EEOC).
Some federal laws that govern employment law matters include, but are not limited to:
- Age Discrimination Act (ADEA)
- Whistleblower Protection Act of 1989
- Americans with Disabilities Act (ADA)
- Title VII of the Civil Rights Act of 1964
- Equal Pay Act of 1963
Some local New Jersey employment laws are:
- New Jersey Law Against Discrimination (LAD)
- Conscientious Employment Protection Act (CEPA)
- New Jersey Equal Pay Act (NJEPA)
Retaining a Bergenfield Employment Law Attorney
Because employment law claims can be complex, it’s important to speak with a knowledgeable Bergenfield employment law attorney who can explain what laws apply in your particular situation. Contact the Law Offices of Usmaan Sleemi today at 973-453-4060 to learn more about how we can assist.