Employers in the State of New Jersey are required to follow state and federal employment laws that are designed to protect employees from mistreatment. These laws are not always followed by employers, creating the need for employees to enlist the help of an experienced employment law attorney. Our seasoned wrongful termination lawyers have made sure that employers are held accountable for retaliatory behavior.
Employers are not permitted to discriminate or retaliate against their employees. This can include: Wrongful Termination; Constructive Discharge; Failure to Promote; Failure to Hire; Wrongful Demotion; Transfer Employees to a Less Desirable Position; and Harassment. The State of New Jersey protects employees with several employment laws that protect employees against these adverse employment actions, however they are not always followed. The New Jersey Law Against Discrimination protects employees against different treatment because of an employee’s gender identity, sexual orientation, sex, national origin, domestic partnership status, marital status, disability, creed, color, military service, ancestry, and age.
Given our firm handles injury cases of all kinds, our employment law attorneys often find that clients injured on the job face retaliation from their employer. Employers are not allowed to retaliate against employees for pursuing workers’ compensation benefits or requesting family leave time off. Many times, our wrongful termination attorneys see that an employer’s official reason for firing an employee is a pretext to cover for the true, and wrongful, reason for firing.
What is wrongful termination?
Wrongful termination occurs when an employer unlawfully fires an employee for reasons that violate state or federal laws. In New Jersey, there are various laws that protect employees from wrongful termination, including those related to discrimination, retaliation, and whistleblowing.
Discrimination-based wrongful termination occurs when an employer fires an employee based on their age, gender, race, religion, sexual orientation, or other protected characteristic. New Jersey law prohibits employers from discriminating against employees on these grounds.
Retaliation-based wrongful termination occurs when an employer fires an employee for engaging in legally protected activity, such as filing a complaint with a government agency or reporting unlawful activity in the workplace. Employers cannot take adverse actions against employees for exercising their legal rights.
Whistleblower-based wrongful termination occurs when an employer fires an employee for reporting illegal or unethical behavior in the workplace. New Jersey law protects whistleblowers from retaliation by their employers.
If you believe you have been wrongfully terminated from your job in New Jersey, it is important to speak with an experienced personal injury lawyer as soon as possible. Our law firm has a team of skilled attorneys who are well-versed in New Jersey’s employment laws and can help you understand your legal rights and options.
We will work tirelessly to gather evidence, build a strong case, and advocate for your interests. Our goal is to help you recover the compensation you deserve, including lost wages, benefits, and other damages resulting from the wrongful termination.
Don’t let your employer get away with wrongful termination. Contact our personal injury law firm today to schedule a consultation with one of our experienced attorneys. We are here to fight for your rights and help you achieve justice.
If you believe you have experienced wrongful termination, it is important that you gather as much proof as possible. The more evidence you have, the better your wrongful termination lawyers can help you with your case. Important items to bring to your attorney are any communications (emails, texts, letters, voice messages) and any documents (reports, performance reviews, employment contract, employee manual, employer policies and procedure) related to your employment. It is important you speak to a wrongful termination attorney as soon as possible, so they can begin assessing your potential claim.
