- New Jersey Sexual Harassment Lawyer
- New Jersey Retaliation Lawyer
- New Jersey Family and Medical Leave Lawyer
- New Jersey Hostile Work Environment Lawyer
- New Jersey Equal Pay Lawyer
- New Jersey Employment Discrimination Lawyer
- New Jersey Unpaid Overtime or Wages Lawyer
- New Jersey Severance and Separation Lawyer
- New Jersey Whistleblower Retaliation Lawyer
- New Jersey Wrongful Termination Lawyer
- New Jersey Contract Review and Negotiation Attorney
EMPLOYMENT
WHEN YOU HAVE BEEN SUBJECT TO UNFAIR OR DISCRIMINATORY TREATMENT IN THE WORKPLACE
We Handle All Types of Employment Law Matters in Paramus
At the Law Offices of Usmaan Sleemi, our Paramus employment lawyer is a skilled, experienced, and solutions-focused advocate for clients. We represent people and small/mid-sized companies in the full range of employment law issues. If you have any questions about an employment law matter, we are here to help. Contact us today for a confidential consultation with a top-tier Paramus employment law attorney.
An Overview of Employment Law Cases We Handle in Paramus, New Jersey
The Law Offices of Usmaan Sleemi is a boutique employment law firm representing both individual employees and small and mid-sized businesses. We are proud to serve clients throughout Bergen County, including right here in Paramus. Our team provides solutions-focused legal services. No matter the specific nature of your case, we are prepared to invest time, resources, and attention to detail to ensure that everything is handled the right way. Our law firm has extensive experience helping clients with employment-related matters across Bergen County. Along with other types of cases, our Paramus employment lawyer has experience with:
- Sexual Harassment: Sexual harassment in the workplace is not acceptable. It comes in many forms, including unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature in the workplace. Sexual harassment creates a hostile/offensive work environment that can undermine an employee’s well-being. Employers have a responsibility to prevent and address sexual harassment. An affected employee may have a claim. If you have any questions about a workplace harassment case, our Paramus employment lawyer is here to help.
- Workplace Discrimination: The New Jersey Law Against Discrimination (LAD) and Title VII of the Civil Rights Act protect employees against discriminatory practices in the workplace. Employment discrimination occurs when an employee is treated unfavorably due to a protected characteristic. Examples include race, color, religion, sex, national origin, age, disability, or pregnancy. Discrimination can take many forms from failure to hire to denial of a promotion to unfavorable job assignments to termination. Workers facing unfair treatment deserve strong legal representation to hold employers accountable. Have questions about a workplace discrimination case? Contact our Paramus employment lawyer today.
- Wage and Hour Claims: Wage and hour laws protect employees by ensuring their right to receive full and fair pay. Employers must comply with all applicable wage and hour regulations from the Fair Labor Standards Act (FLSA) to New Jersey state law. Wage and hour cases include unpaid wages, failure to pay overtime, minimum wage violations, and misclassification of employees. Notably, the FLSA sets federal standards for minimum wage and overtime pay. New Jersey law offers some additional protections. Our law firm handles wage theft cases and other employment cases throughout Bergen County, helping workers recover the fair pay they have earned.
- Wrongful Termination: Wrongful termination refers to an employer illegally firing an employee in violation of federal law, state law, employment contracts, and/or public policy. Some of the most common examples of wrongful termination include discrimination, retaliation, or the refusal to engage in illegal activities. An employee who has been wrongfully discharged may bring a claim to hold an employer accountable.
- Retaliation Claims: An employee in Paramus should not be punished for engaging in a protected activity. Retaliation claims arise when an employer takes adverse action against an employee for engaging in legally protected activities. Some of the most common examples of protected activities include reporting discrimination, complaining about sexual harassment, and cooperating with a state in the investigation into alleged safety violations. Employees who face retaliation for reporting workplace misconduct have legal options to protect their workplace rights.
- Severance Agreements: Severance agreements are contracts outlining the terms under which an employee departs from a company. Severance is not guaranteed by New Jersey law. They are negotiated between companies and workers. In exchange for compensation through a severance agreement, an employee will generally be required to waive certain legal rights—such as the right to sue for wrongful termination.
- Contract Negotiation: Contract negotiation involves discussing and finalizing the terms of an employment contract, including salary, benefits, job responsibilities, non-compete clauses, and termination conditions. Our Paramus, NJ employment lawyer has the skills, knowledge, and experience to represent both employers and employees in contract negotiations. We also assist with non-compete agreements and other restrictive covenants that may affect your employment.
- Whistleblower Cases: There are state and federal laws in place that allow all employees to report/disclose certain information to authorities. Whistleblower laws protect employees against retaliation. Employers generally cannot take any adverse action against an employee because that employee engaged in protected whistleblowing activity. The Conscientious Employee Protection Act (CEPA) is New Jersey’s main whistleblower law, protecting workers who report illegal or unsafe practices.
FILING A CLAIM WITH THE EEOC
An employee must file a charge with the EEOC if he or she is filing a lawsuit in federal court on the basis of discrimination for any of the following distinctions:
- Race
- Color
- Religion
- Sex (includes gender identity, pregnancy, and sexual orientation)
- National origin
- Age (over age 40)
- Disability
- Genetic information
- Retaliation
After filing a charge, the EEOC will open up an investigation. When the investigation is complete, the EEOC will provide the employee with a Notice of Right to Sue. This notice permits an employee to file a lawsuit against his or her employer in state or federal court. After receiving a Notice of Right to Sue, an employee has 90 days to file a lawsuit in court.
Employees who want to file a lawsuit before investigations are complete may request a Notice of Right to Sue. If 180 days have passed since the day a charge was filed, the EEOC is required to provide notice upon request. If an employee requests notice before 180 days have passed, the EEOC will only provide notice if the investigation cannot be completed in 180 days.
EXCEPTIONS TO EEOC REQUIREMENTS
There are two exceptions to the EEOC’s requirement that an employee file a charge before filing a lawsuit in court against an employer. These exceptions are:
- Equal Pay Lawsuits (EPA)
- Age Discrimination Lawsuits (ADEA)
Employees who want to file lawsuits under the Equal Pay Act do not have to file a charge with the EEOC first nor do they need to receive a Notice of Right to Sue before filing. An employee who is filing a lawsuit under the Equal Pay Act directly in court must file within 2 years from the time the pay discrimination took place. A claim can be filed within 3 years if the discrimination was willful. If you are filing under a sex discrimination charge for the payment of wages and benefits, you may file under Title VII in addition to the Equal Pay Act. To file a Title VII claim, you must first file a charge from the EEOC and receive a Notice of Right to Sue before filing a lawsuit.
If you are filing a claim on the basis of age discrimination, you must first file a charge with the EEOC. In these cases, you do not need to receive a Notice of Right to Sue before filing a lawsuit in court. You can file a lawsuit in court after 60 days have passed from the day you filed your charge with the EEOC. Age discrimination lawsuits cannot be filed later than 90 days after you receive notice that the EEOC has concluded its investigation.
Understanding Your Rights Under New Jersey Employment Law
New Jersey employment law provides strong protections for workers across Bergen County and throughout the state. New Jersey has some of the most worker-friendly laws in the country, often going beyond federal laws to protect employees from unfair treatment. Whether you work for small businesses or larger companies, you have the right to be treated fairly in your workplace.
Employment law covers many areas that affect your daily work life. From fair pay and minimum wage requirements to protections against employment discrimination based on gender identity, sexual orientation, marital status, or other characteristics, New Jersey law gives workers strong tools to fight back against employers who violate their rights. Our Paramus employment lawyers understand both state law and federal laws that apply to your situation.
Our law firm represents clients in employment matters ranging from wage theft to discrimination to wrongful termination. We help employees understand their options when facing workplace misconduct and guide them through the process of holding employers accountable. Each employment case is unique, and we take time to understand your specific circumstances before developing a strategy.
How We Help Resolve Employment Disputes in Bergen County
Resolving disputes between employers and employees requires knowledge of both New Jersey and federal employment law. Our Paramus employment lawyers work with clients throughout Bergen County to address employment matters through negotiation, mediation, or litigation when needed. We represent workers who need help with such matters as wage disputes, discrimination claims, and reporting workplace misconduct.
When you come to our law offices, we listen to your story and explain your options clearly. Our civil trial attorney has experience handling employment cases in both state and federal courts. We know how to build strong cases that hold employers accountable for violating employment law. Whether your case involves New Jersey wage and hour violations, age discrimination, or another issue, we fight for the best outcome for your situation.
Employment contracts can be complex, and many workers don’t fully understand their rights and obligations under these agreements. We review employment contracts, non compete agreements, and severance packages to make sure you know what you’re signing. Our employment lawyer helps clients understand their legal rights before making important decisions about their employment. We also assist employers in Bergen County with drafting fair employment contracts that comply with New Jersey employment law.
Many employees worry about retaliation when they speak up about problems at work. New Jersey law and federal laws protect workers who engage in legally protected activities like complaining about discrimination or reporting workplace misconduct. If you’ve been punished for standing up for your rights, our law firm can help you take action. We understand the path forward can seem unclear when you’re dealing with employment-related matters, but you don’t have to face these challenges alone.
Why Trust Paramus Employment Lawyer Usmaan Sleemi
Employment law is complicated. Our founding attorney Usmaan Sleemi has extensive experience representing both employees and employees across a wide range of matters. Personally taught by the General Counsel of the Equal Employment Opportunity Commission (EEOC) under President Reagan, Attorney Sleemi draws on a vast range of knowledge and experience to help clients get the best outcome in the specific situation. Our case results tell the story best. We are proactive. Along with other things, our Paramus employment law attorney is prepared to:
- Hear what you have to say and answer your questions;
- Investigate the care—gathering relevant documents and records;
- Represent you in any employment law settlement negotiations; and
- Develop a comprehensive strategy to protect your rights and your interests.
Contact Our Paramus Employment Lawyer for a Confidential Consultation
At the Law Offices of Usmaan Sleemi, our Paramus employment law attorney is standing by, ready to help you find the best path forward. If you have any questions or concerns about an employment law matter, please do not hesitate to contact us today for a completely confidential, no obligation consultation. We provide solutions-focused employment law representation in Paramus and throughout the surrounding region in Bergen County.
Employment Law in Paramus, NJ: Frequently Asked Questions (FAQs)
What Does it Means that New Jersey is an At-Will Employment State?
New Jersey operates under an at-will employment standard. Unless there is a valid employment contract stating otherwise, the relationship between an employer and employee in our state is fully voluntary. That means that either party—company or worker—can end the relationship for any time and for any reason. Notice is not required by law. However, employers in Paramus cannot terminate employment for illegal reasons such as discrimination or retaliation.
What is the New Jersey Law Against Discrimination (LAD)?
The New Jersey Law Against Discrimination (LAD) is a state statute that prohibits discrimination in employment, housing, and places of public accommodation based on numerous protected characteristics, including race, color, national origin, age, marital status, familial status, sex, gender, and disability status. LAD is the primary anti-discrimination law for employment in New Jersey. Notably, it provides comprehensive coverage. All employers, regardless of size, are covered by the LAD. A worker subject to discrimination can file a claim through the LAD.
Is Employment Law State Law or Federal Law?
Both. Employment law is governed by both state law and federal law. As a general rule, federal law sets minimum mandatory standards for employment. State law may provide some additional, more comprehensive protection. There are many laws in New Jersey that are more employer-friendly than the federal law. If you have any questions about either state law or federal law, our Paramus employment lawyer is standing by, ready to help.
How is Sexual Harassment Defined?
Under both New Jersey law and federal law, sexual harassment is defined as unwelcome/unwanted conduct of a sexual nature. There are two broad categories of sexual harassment in the workplace:
- Quid pro quo sexual harassment; and
- Hostile work environment sexual harassment.
Quid pro quo sexual harassment is a form of sexual harassment where job benefits are conditioned on sexual favors. For example, a supervisor may unlawfully offer a promotion in exchange for sexual favors. Hostile work environment sexual harassment occurs when the conduct creates an offensive working atmosphere.
What Are Reasonable Accommodations Under New Jersey Law?
Reasonable accommodations are changes or adjustments to a job or work environment that allow qualified employees with disabilities to perform their job duties. Employers in New Jersey must provide reasonable accommodations unless doing so would cause undue hardship to the business. Examples include modified work schedules, accessible facilities, or assistive technology.
Can I Be Fired for Any Reason in New Jersey?
While New Jersey is an at-will employment state, employers cannot fire workers for illegal reasons. You cannot be terminated because of your race, age, disability, gender identity, sexual orientation, or other protected characteristic. You also cannot be fired for engaging in a protected activity like complaining about discrimination or wage theft. If you believe you were treated unfairly or fired for an illegal reason, contact our Paramus employment lawyers to discuss your options.