What is the New Jersey law against Discrimination

Mark Law Firm are attorneys representing employees who are victims of workplace harassment and discrimination throughout Morristown, Morris Plains, and the Township of Morris.

In 1945, the legislation amended its current Civil Rights Acts to create the "Law Against Discrimination," initially protecting individual rights based upon a prohibition of discrimination due to one's race, creed or color, now expanded to protect national origin and ancestry. In 1956, the Law Against Discrimination also was expanded to eradicate discrimination in the workplace.

The New Jersey Law Against Discrimination has come a long way since 1945, but not far enough to protect the rights, beliefs and fundamental freedoms of people in New Jersey. The Law Against Discrimination now prohibits discrimination in places of public accommodation. It wasn't until 1972 did the Act protect those who are handicapped or disabled. In 1991, it was expanded to include prohibition of discrimination based upon one's "effectual or sexual orientation." As we move forward in the fight for individual rights, the New Jersey Law Against Discrimination currently protects employees from discrimination based on race, creed, color, national origin, ancestry, age, marital status, domestic partnership status, affectional or sexual orientation, genetic information, sex, disability or atypical hereditary cellular or blood trait, armed forces of the United States or refusal to submit to a genetic test.

How do I know if I have a lawsuit pursuant to the Protections of the New Jersey Law Against Discrimination ? Generally, there are a few preliminary questions you may ask yourself to find out if you are a victim of invidious employment discrimination. Take a quick moment and answer the below questions:

• Am I a member of one or more of the New Jersey Law Against Discrimination protected classes (race, creed, color, national origin, ancestry, age, marital status, domestic partnership status, affectional or sexual orientation, genetic information, sex, disability or atypical hereditary cellular or blood trait, armed forces of the United States or refusal to submit to a genetic test)?
• Was I treated in a way others were not (i.e., discrimination) because of my membership in the above class?
• As a result of the discrimination , did an adverse employment action occur (such as termination, suspension, transfer, loss of promotion, loss of pay, denial of a benefit of financial value, demotion or change in classification, to name a few)? 
  
  A few other questions that are also helpful to evaluate the value of your case:
• How much money have I lost due to the employer's (or supervisor's) discrimination against me?
• Do I have evidence to support my claims, such as:
• witnesses (names and contact information);
• documents (memos, letters, correspondence, e-mails, etc.);
• video or audio recordings;
• statistical evaluations or calculations; and,
• other information relevant to your claim.

If you feel that your employment environment is hostile to the point you are able to answer "yes," to questions 1-3 and have adequate evidence under 4-5, you may have a cause of action against your employer. If you can answer "yes" to these questions, you need to contact Mark Law Firm, LLC for your consultation and find out how we can fight for your rights! Contact us at 908-626-1001 or 973-440-2311, or by clicking the "contact us" page and telling us your story.