As the weather grows cooler, the holidays are right around the corner. Many employers and workers are confused about what kind of holiday decorations, displays, and celebrations are legally allowed in the workplace.
Mental illness is a disability affecting nearly 1 in 5 U.S. adults, costing America $193.2 billion in lost earning per year. These shocking statistics are exacerbated by the fact that mental illness is often publicly stigmatized, preventing a genuine discussion about mental illness from ever occurring.
As such, it is little wonder that many New Jersey residents are left wondering whether mental illness is a protected disability under the New Jersey Law Against Discrimination (NJLAD). Here is what New Jersey law has to say regarding mental illness discrimination in the workplace.
The Islamic Society of Basking Ridge (ISBR) and the U.S. Justice Department both filed discrimination lawsuits in 2016 after the ISBR was denied its plan to build a mosque in the area. Nearly half a year after the Justice Department's lawsuit was filed in 2016, the Bernards Township Committee voted to accept proposed settlements in both the Justice Department lawsuit and the lawsuit filed by the ISBR.
Topics: Discrimination & Harassment
Workplace incivility has become, essentially, a fact of life. Studies have shown that the vast majority of workers report having experienced incivility as work, many as often as once a week. But at what point does bullying, abuse, and unfairness rise to the level of an illegal “hostile work environment”? The answer may surprise you.
Political discussions and arguments haven’t subsided following the election, and protests have continued across the country. Employers who want to keep their workers happy and prevent workplace arguments, hostilities, and even violence may wonder if they can just completely ban political discussions. Is it legal for an employer to prohibit employees from discussion politics in the workplace or during work hours? And what about attempting to police what employees do in their spare time related to politics, protests, or political organizations, or taking adverse employment actions against employees based on their personal social media posts? Is this a violation of your free speech protections, or is it allowable treatment of at-will employees?
With election day right around the corner, it’s a good time to address politics as it relates to the workplace. Here are some answers to the most frequently asked questions about voting and political issues in the workplace.
If you’ve suffered an on-the-job injury, you may worry about more than your physical recovery—you may worry that you won’t be able to return to work. A lot of factors play into whether you will be able to go back to your job after an injury. Knowing the laws and requirements can help you focus on your recovery rather than worrying about your employment.
Recently the New Jersey Supreme Court concluded that protected “marital status” is not only limited to the state of being single or married. Employers have never been able to hire or fire someone for being married or unmarried, but the court’s ruling stated that “marital status” should be read broadly to include people “in transition.” That includes those who are preparing to get married as well as those who are going through a divorce.
Going through a divorce can be extremely difficult – especially if it’s accompanied by the loss of your job. But a new ruling from the New Jersey Supreme Court might help protect your job: the Court recently ruled that the protection of New Jersey Law Against Discrimination (NJLAD) forbids all kinds of discrimination based on marital status, including whether a person is in the process of getting a divorce.