NJ Discrimination Lawyer – Workplace Discrimination Laws

This article provides a list of Federal and New Jersey State Laws protecting individuals from discrimination in the workplace.

State Laws:

New Jersey Law Against Discrimination – This law prohibits companies and employers from discriminating in any job-related action, including recruiting, interviewing, hiring, promotions, termination, compensation and benefits based upon a protected characteristic (currently in New Jersey protected characteristics are race, creed, color, national origin, nationality, ancestry, age, sex/gender (including pregnancy and sexual harassment), marital status, domestic partnership status, affectional or sexual orientation, atypical hereditary cellular or blood trait, genetic information liability for military service, or mental or physical disability, including AIDS and HIV related illnesses. The New Jersey Law Against Discrimination prohibits intentional discrimination based on any of these characteristics.

Federal Laws:

Title VII of the Civil Rights Act of 1964 (Title VII), which prohibits employment discrimination based on race, color, religion, sex, or national origin;
The Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same establishment from sex-based wage discrimination;
The Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older;
Title I and Title V of the Americans with Disabilities Act of 1990, as amended (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments;
Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government;
Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and
The Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment discrimination.

Our Employment Lawyers can help evaluate your case and provide you with guidance regarding what type of claim you may have an advise you on the appropriate discrimination law.

Please contact us for a free and confidential consultation regarding your potential discrimination case.

Dated: April 21, 2010 – Castronovo & McKinney