New Jersey Law Protects Employees From Demotions Based on Discrimination

HNW Business Law, Employment Law

By Fredrick P. Niemann, Esq., a NJ Employment Law Attorney

New Jersey has specific laws in place that prevent discrimination by employers against employees. The New Jersey Law Against Discrimination applies to all different types of discrimination practices in the work environment, whether it be due to age, sex, race, or other instances. Just because you work for an employer does not give them the right to terminate or even demote you based on unlawful discrimination. You have rights under the NJ Law Against Discrimination and the New Jersey Courts will make sure the law is followed, even if you work for large companies.

The Courts recently heard a case against United Parcel Service (UPS), in which an employee claimed he was demoted from his managerial position as retaliation for him complaining about certain practices he observed in the work environment. The Employee cited the Law Against Discrimination as protection against his demotion, claiming that it was purely due to discrimination. The jury ruled in favor of the employee and the Court awarded the employee $200,000 for emotional distress and $500,000 in economic damages.

Big businesses often feel that since an employee works for them they are entitled to treat them however they please. Many people are not aware that discrimination involves more actions than simply firing someone. Demotion, skipping over someone for a promotion, and other actions can all be considered a violation of the Law Against Discrimination if discriminatory decisions take place in an employer’s actions. The State of New Jersey and the New Jersey Courts protect you and ensure these laws are followed.

If you have any questions regarding discriminatory practices in the workplace environment or employment law in general, please contact Fredrick P. Niemann, Esq. today. He can be reached at 732-863-9900 or by email at Mr. Niemann would be more than happy to answer any questions you may have.

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