Hire Best Gender Discrimination Lawyers in New Jersey

Hire Best Gender Discrimination Lawyers in
New Jersey

In New Jersey, federal protection is not as important on account of the strong
State measures to eradicate the cancer of discrimination in the workplace. This is
mostly included in the New Jersey Law Against Discrimination. In New York,
where the State law is not as strong, employees generally look to federal law for
protection. The skilled team of gender discrimination lawyers at Brandon J.
Broderick, Attorney at Law handles all the claims in the surrounding areas in New
Jersey. The significant distinctions between the employment laws of New York
and New Jersey are included in the Garber published article.

Title VII prohibits employment discrimination based on race, color, religion, sex
(gender) and national origin. This also includes pregnancy discrimination which is
considered discrimination based on sex. It also includes sexual harassment which
is also considered discrimination based on sex. It does not cover any other form of
discrimination including, but not limited to, sexual orientation.

While this issue has been discussed, both legislatively and judicially, sexual
orientation, under the federal law, is not considered a protected class. Title VII is
applicable to businesses with 15 or more employees and the damages, for
compensatory and punitive damages combined, max out at $300,000.00.
Compensatory damages include damages which are more difficult to quantify,
i.e., emotional distress, pain and suffering. The cap of $300,000.00 is for
employers which employ 500 or more employees. Caps of $50,000.00,
$100,000.00 and $200,000.00 are applicable to employers which employ 15-100
employees, 101-200 employees and 201-500 employees, respectively. Back pay
(money owed to employees from the date of termination to the date of
judgment) is not capped. Neither is front pay. However, both can be limited or
eliminated as an award all together, if an employer can demonstrate that the
employee failed to mitigate his/her damages.

In plain English, mitigation of damages means that if an employee believes he/she
has been terminated from employment on account of discrimination, the
employee victim must make an effort to find employment elsewhere. The law
does not mandate that the victimized employee locate a job. The law mandates
that the victimized employee make a reasonable effort to find a job.

For more detail or free consultation, visit https://www.brandonjbroderick.com