Green Savits Employment Law Blog

Employment Attorneys Serving Northern and Central New Jersey

October 07, 2019

Your employer has a legal obligation to provide you with a safe workplace free of hostility and abuse. If you have been subjected to a hostile work environment because of harassment based on your membership in a protected class, you may be able to sue your employer.

However, proving such a claim is complicated because the plaintiff must prove not only that the harassment occurred, but that it was "severe or pervasive" enough to create a hostile work environment. This blog from the experienced employment attorneys at Green Savits, LLC  explains how the severe or pervasive standard works and how courts apply it.

What is Workplace... Read More
August 28, 2019

Sexual harassment is never tolerable, but it is unfortunately common in many workplaces. Despite federal and state laws against discrimination, including sexual harassment, and the policies many employers implement to prevent it, people are still harassed by their coworkers and supervisors.

At Green Savits, LLC, we find this unacceptable. If you have dealt with sexual harassment, our experienced employment attorneys will fight to bring you justice. This blog explains how workplace sexual harassment is defined and how to file a claim against your harasser and your employer.

What is Sexual Harassment?

Sexual harassment is...

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July 30, 2019

No form of workplace discrimination is acceptable, but discriminatory practices are unfortunately more common than they should be. Age discrimination is one often-overlooked type that can have a drastic effect on someone's ability to earn a living or comfortably retire. In fact, a recent New York Times article found that more than half of workers over 50 lose jobs before they can retire, and only 10 percent of those are able to recover their previous earning power.

The New Jersey Law Against Discrimination, or NJLAD, and the federal Age Discrimination in Employment Act, or ADEA, explicitly prohibit age-based discrimination...

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Category: Discrimination
May 23, 2019
I've Been Terminated While On Disability. Now What?

Prospective clients frequently call our office seeking to pursue legal action because they were terminated while on disability leave. While calling us is certainly the correct first-step in this situation, not all employers violate the law when they terminate an employee who is out on disability leave and the simple fact of receipt of short term disability benefits does not prohibit termination. For example, if an employer is doing a reorganization and your position is legitimately eliminated, you are not protected simply because you are out on disability leave.

The first question...

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January 18, 2019

Most of our clients when they are fired lose their health insurance because they are financially unable to pay the COBRA premiums.  There is some good news.  New Jersey's Legislature and Governor have enacted legistlation that has counter-acted the Trump Administration's attempts to sabotage the health care exchanges.  This new legislation has had the positive effect of lowering premiums and has resulted in a new Silver Plan that is more affordable.  We encourage those individuals who have either lost their jobs an cannot afford COBRA premiums or are working for employers who do not offer health insurance to click on this link that will...

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Category: FAQ Series
February 24, 2018

On  February 21, 2018, the United States Surpreme Court ruled 9-0 in Digital Realty Trust v. Somers that whistleblowers cannot bring a claim under the Dodd Frank Act if they did not notify the Securities and Exchange Commission in writing.  While this is considered a blow to protect whistleblowers, there are still three different ways for an New Jersey employee of a publicly traded company to vindicate their rights.

First, a case can still be filed under the Sarbanes Oxley Act as long as an administrative complaint is filed within 180 days of awareness of retaliation.  Then, after 180 days has passed and OSHA has not addressed the...

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January 23, 2018

When Naomi Parker Fraley was 20 years old in 1942, she was photographed in her work uniform performing her job duties at the Naval Air Station in Alameda, California. She began work there right after the Japanese attack on Pearl Harbor where her duties included drilling, patching airplane wings and riveting.  Unknown to her until very recently, that picture was used for the poster "Rosie the Riveter" that was distributed throughout the country during that war.  Ms. Fraley was not identified as the young woman used for the famous poster until 2016 by Dr. James Kimble, associate professor of communication and the arts at Seton Hall...

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January 02, 2018

In recent months, there has been a lot of publicity and public discussion about sexual harassment, abuse and misconduct.  One thing that is clear is that it is still rampant throughout our economy and men like Bill O''Reilly and Harvey Weinstein had repeatedly acted badly throughout the years with their only punishment being that they paid their victims off to keep them quiet.  The question is, should there be laws passed to ban confidentiality agreements when sex harassment cases are settled. Although such agreements played a substantial role in allowing people like Harvey Weinstein to continue his abusive and illegal conduct for many...

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November 07, 2017

Last week, I settled a difficult age discrimination case for a substantial six figure number (which must be kept otherwise confidential as to its terms). Even though the lawsuit was brought under New Jersey's anti-discrimination lawsuit, the case was filed in New Jersey federal district court. Why?  Because our client worked out of his home office in New Jersey but the company and indiviudals involved in firing him all lived and worked outside of New Jersey thus creating what is known as diversity jurisdiction. This means that the employer could choose to remove/transfer the case to federal court because of a statute passed by Congress in...

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August 08, 2017

These days, it is very difficult to prove age discrimination under the federal Age Discrimination in Employment Act that was enacted by Congress in 1967. However, the NYT article is incorrect in terms of the legal standard to prove age discrimination under the federal law.  When referring to the U.S. Supreme Court's Gross case, the article says that an age discrimination victim is required to prove that his/her age was the sole motivating factor; this is not true.  In fact, a subsequent U.S. Supreme Court case ruled that federal statutes than contain the phrase "because of" means that an age discrimination victim need only prove that her/...

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