Employment Lawyer : Plaintiff Side Employment Law

New Jersey law prohibits discrimination based on race, color, national origin, ancestry, creed, sex, sexual orientation, gender identity or expression, disability, marital status, domestic partnership status, familial status, atypical hereditary cellular or blood trait, genetic information, and military service. Employers cannot discriminate in hiring, promotion, compensation, termination, or any other term or condition of employment. If you believe you have been discriminated against, an employment lawyer in New Jersey can help you file a complaint with the New Jersey Division on Civil Rights or pursue a civil lawsuit. Many cases involve multiple forms of discrimination or retaliation, which can strengthen your claim and increase potential damages.

New Jersey requires employers to pay at least the state minimum wage, which is currently higher than the federal minimum wage. Employers must also pay overtime compensation at one and one-half times the regular rate for all hours worked over forty hours per week. Misclassification of employees as independent contractors, failure to pay for all hours worked, improper deductions from paychecks, and denial of meal breaks are common wage violations. An employment lawyer in New Jersey can calculate the full amount of wages owed, including back pay and penalties, and pursue recovery through litigation or settlement negotiations.

New Jersey recognizes a wrongful termination claim when an employee is fired in violation of public policy, such as termination for reporting illegal activity, serving on jury duty, or exercising a legal right. Retaliation claims arise when an employer takes adverse action against an employee for complaining about discrimination, harassment, safety violations, or wage violations. These claims are particularly serious because they discourage employees from reporting misconduct. An employment lawyer in New Jersey can gather evidence of the employer's discriminatory or retaliatory intent and demonstrate that the stated reason for termination was pretextual. Remedies may include reinstatement, back pay, front pay, emotional distress damages, and punitive damages in cases involving malice or reckless disregard.

Employers have a legal duty to maintain a workplace free from sexual harassment and hostile conduct based on protected characteristics. Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature that affects employment or creates an intimidating, hostile, or offensive work environment. Harassment does not need to be sexual in nature; it can be based on any protected characteristic. If an employer fails to investigate complaints or take corrective action, liability extends to the employer itself. An employment lawyer in New Jersey can document the pattern of harassment, identify witnesses, and pursue claims for compensatory damages, punitive damages, and attorney fees.

Most discrimination and harassment claims must first be filed with the New Jersey Division on Civil Rights, which operates under the New Jersey Law Against Discrimination. You generally must file a complaint within 180 days of the discriminatory conduct, although this deadline may be extended in certain circumstances. The Division investigates the complaint and attempts to conciliate the dispute. If conciliation fails, the case may proceed to an administrative hearing before an administrative law judge. You have the right to be represented by an attorney at all stages of the administrative process. If you are dissatisfied with the Division decision, you can appeal to the New Jersey Superior Court, Appellate Division. An employment lawyer in New Jersey can represent you throughout the administrative process and prepare for potential litigation in state court.

Some employment claims, such as breach of contract or common law wrongful termination, proceed directly to New Jersey Superior Court without exhausting administrative remedies. Federal employment claims under Title VII, the Americans with Disabilities Act, the Age Discrimination in Employment Act, and other federal statutes can be filed in the United States District Court for the District of New Jersey. Federal claims require filing a charge with the Equal Employment Opportunity Commission before litigation, and the EEOC must issue a Right to Sue letter. An employment lawyer in New Jersey can coordinate filings with both state and federal agencies to maximize your legal options. The following table outlines the key differences between state and federal forums.

Compensatory damages in employment cases include back pay, front pay, lost benefits, emotional distress, damage to reputation, and other economic and non-economic losses. New Jersey law allows punitive damages when an employer acts with malice or reckless disregard for employee rights. Federal law under Title VII caps compensatory and punitive damages based on employer size, ranging from $50,000 to $300,000. However, back pay and front pay are not subject to these caps. In cases involving intentional discrimination or retaliation, courts may award substantial damages to reflect the severity of the conduct. An employment lawyer in New Jersey can present evidence of your losses and argue for the maximum recovery available under law.

Beyond monetary damages, courts can issue injunctions requiring the employer to cease discriminatory conduct, implement anti-discrimination policies, provide training, or reinstate the employee. Attorney fees and costs are recoverable in employment cases, meaning the employer may be ordered to pay your legal expenses. This provision makes it possible for employees to pursue claims even when individual damages may be modest, because the employer must cover the cost of litigation. If your case involves financial hardship and you cannot afford an attorney, some employment lawyers work on a contingency fee basis, meaning they are paid only if you recover. An employment lawyer in New Jersey can explain all available remedies and work to maximize your recovery.

The strength of an employment case depends heavily on documentary evidence. Key documents include emails, text messages, performance reviews, disciplinary records, payroll records, job descriptions, company policies, and any written complaints or reports made to human resources. Witness testimony is also critical; coworkers who observed discriminatory conduct or harassment can provide powerful corroboration. An employment lawyer in New Jersey will conduct thorough discovery to obtain documents from the employer and develop a timeline of events. Contemporaneous notes and records created at the time of the alleged misconduct are particularly credible and persuasive to judges and juries.

Complex employment cases often require expert testimony on issues such as industry standards, compensation practices, causation of emotional distress, or calculation of lost wages and benefits. Economic experts can calculate the full scope of financial damages, including lost income, retirement contributions, health insurance costs, and diminished earning capacity. An employment lawyer in New Jersey will retain qualified experts and prepare them to testify clearly and persuasively. The following checklist outlines key steps in preparing a plaintiff side employment case.

• Gather all documents related to employment, discipline, and termination
• Obtain copies of company policies, employee handbooks, and training materials
• Identify and interview witnesses with knowledge of the relevant events
• Request payroll records and benefits information from the employer
• Preserve all communications, including emails and text messages
• Document any physical or emotional effects of the employment misconduct
• Consult with economic or medical experts as needed
• File administrative complaints with appropriate agencies within required timeframes
• Evaluate settlement opportunities while preparing for trial