Dating laws in new jersey
Your employer then has the burden of showing that you were fired for a legitimate non-discriminatory reason.
If your employer can provide a legitimate reason, then the burden shifts back to you to prove that either (1) the company is using the legitimate reason as a smoke screen to cover up the discrimination or (2) while there is a possible legitimate reason for your termination, the discrimination is the more likely reason for the wrongful discharge. Protection From Handicap Or Disability Discrimination Special standards apply to handicapped or disability discrimination under the LAD where you can only prove the discrimination with indirect proof.
However, if the employer can prove that the necessary accommodation would impose an undue burden on the operation of its business, the employer does not have to make the accommodation.The statute prohibits any employer from discriminating against a person because he or she is or has been a handicapped individual unless the nature and extent of the handicap reasonably prevents the person from performing his or her job.“Handicapped” individuals include (but not limited to) the following types of persons: those suffering from epilepsy, alcoholism, AIDS, tested positive for HIV, bad backs, heart conditions, obesity, addiction to illegal drugs and those suffering from emotional ailments.The fact of the matter is that neither the Federal nor State government requires employers to treat their employees fairly. Protection For Employees Under New Jersey Statutes Most wrongful discharge law litigation focuses on the two above-mentioned exceptions to this general rule. 10:5-1 et seq., the New Jersey Conscientious Employee Protection Act (“CEPA”), N. However, if you were not hired for a position, you may be able to prove that you were discriminated against if you can answer the following questions in the affirmative: Were you a member of a “protected class” as it is defined under the LAD when you applied for the position?That does not change the fact that one was treated unfairly. The first exception is that the employer’s actions are illegal either because the employer discriminated against or retaliated against the employee. When you applied for the position were you qualified to perform the position in which the potential employer was seeking applications?
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Discrimination and retaliation in the workplace is generally protected against by these State statutes: The New Jersey Law Against Discrimination (“LAD”), N. Did the potential employer, despite the fact that you had adequate qualifications, reject you? If you were fired from a position, you may have been discriminated against if you can answer yes to all of the following questions: Were you a member of a “protected class” as it is defined under the LAD?