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Union, New Jersey, Legal Blog

Is age discrimination hurting your career?

You've been dedicated to your career path for years, even decades. You have the education and the practical experience to make you an expert in your field. You are years from being ready or willing to retire, but you also feel like you've hit a brick wall in your career. Could you be experiencing age discrimination? You may hesitate to assume discrimination, but age discrimination is very common in a number of industries. Even if your boss or manager is as old or older than you are, he or she could still have unhealthy ideas about the contributions of experienced and older employees.

If you aren't currently working due to a layoff or similar issue, your age could prevent you from securing a good position. Some employers may seem enthusiastic about your work history and experience but then balk about hiring you after your interview. The reasoning may vary, but it's common for age to impact a hiring decision. Your would-be manager might worry about when you'll retire. There could also be concerns about whether you can keep up with current advancements in your field. In some cases, employers may incorrectly assume that older workers make more mistakes.

Constructive discharge and workplace discrimination

When dealing with a case of employment discrimination in New Jersey, one potential factor to keep in mind is constructive discharge. Constructive discharge generally refers to employees who have resigned from their job in circumstances in which they had no other choice but to leave their employment.

In 2004, the U.S. Supreme Court noted that constructive discharge takes place when an employee decides to resign due to working conditions that cannot be endured. It equated this situation to that of a formal dismissal . There have been a number of claims for constructive discharge recognized within an employment discrimination framework, including cases concerning discrimination based on religion, race, sex, national origin and pregnancy.

Court rules arbitration not necessary in dispute

Three certified nursing assistants filed a claim against their employer dealing with how overtime pay was calculated and whether they were paid for their meal breaks. Their employer said that the employees had to go through arbitration because the dispute was related to a collective bargaining agreement. The U.S. District Court for the District of New Jersey rejected the arguments of the employer, and the employer appealed to the Third Circuit Court of Appeals. The higher court affirmed the decision of the lower court.

The lawsuit argued that the employer violated both the Fair Labor Standards Act and state wage laws. The company did so by failing to include wage differentials in base pay when calculating overtime and in excluding meal breaks. In the latter instance, nursing assistants rarely got meal breaks at night due to understaffing.

Survey highlights discrimination towards female physicians

Health care workers in New Jersey must cope with demanding, high-stakes environments, and female physicians often must operate in workplaces hostile to their needs, especially if they have children. When university researchers reached out to the online Physicians Moms Group, they received responses from nearly 6,000 women in a variety of health care specialties and workplaces.

The levels of workplace discrimination expressed by the respondents surprised even those people who were aware of the problem. More than three-quarters of the women reported discrimination on the job, and 66 percent of them said the discrimination was gender based. Negative attitudes and treatment toward mothers who took maternity leave and breastfed their children affected 35 percent of the women.

Senator alleges whistleblower retaliation

Some New Jersey employees may be aware that whistleblowers in the workplace are supposed to be protected against retaliation. On April 27, Sen. Chuck Grassley said that there had been coverups in investigations into retaliation against whistleblowers in the Defense Department. Grassley focused his criticisms on the Office of Inspector General.

The senator was speaking in relation to a case involving Rear Admiral Brian Losey, who had been found guilty of retaliating against whistleblowers. Following the revelation of the charges, Losey was also forced to retire. Nevertheless, Grassley said there had been an effort to cover for Losey and that it had not been an isolated incident. He claimed there were at least five additional similar cases if not more.

Ongoing training helps to address workplace discrimination

Discrimination can emerge in many ways at workplaces throughout New Jersey. When employees experience ongoing negative treatment, such as exclusion from meetings and disparaging comments, it can impact their morale and motivation and reduce overall productivity at the company. A commissioner from the Equal Employment Opportunity Commission advises employers to provide training that makes middle managers and supervisors accountable for workplace harassment.

In addition to recognizing behavior among workers based on biases, middle managers should receive training about how to respond appropriately. Training sessions to remind supervisors of the issue should occur regularly, and management should inform all employees of how to report problems.

Info about expensive case remains private

New Jersey residents might like to know the details of a wrongful termination lawsuit that cost taxpayers more than five million dollars, and information regarding the suit may be revealed if one assemblyman gets his way. The chairman of the Assembly Judiciary Committee filed a request on March 27 to have documents released related to a whistleblower lawsuit spanning years that was settled in Oct. 2016.

Confidentiality must be waived in order to release details regarding the settlement. The whistleblower, a former prosecutor in Hunterdon County, alleged that Governor Chris Christie's administration failed to pursue a criminal indictment that involved the governor's supporters in 2010. The prosecutor said that the attorney general stopped the indictment of a sheriff and two deputies charged with official misconduct and falsification of documents and fired the prosecutor when he protested. The attorney general paid $3.8 million in fees due to the suit while the administration settled the case for $1.5 million.

6 things to know if you are sexually harassed at work

Sexual harassment at work is something that no worker should ever have to deal with. You have the right to a workplace that is free of harassment and that isn't hostile. Employees who have to deal with sexual harassment at work can take steps to stop the unfair treatment and rectify the issues.

Religious discrimination in the workplace

Employees in New Jersey should be aware that they are protected against religious discrimination even if they do not belong to one of the major world faiths. In addition to protecting people who follow lesser-known religions, laws against religious discrimination also protect atheists.

Religious discrimination may happen in a variety of ways. An employer who stays silent when an employee is being harassed because of his or her religion may be considered complicit in the behavior. It also occurs when an employer denies an individual a job or promotion based on his or her religion. In fact, it's illegal for a company not to hire someone of a certain faith due to customer preferences. Religious discrimination also includes being intolerant of a person's dress or actions related to his or her belief system. Finally, associational bias is another form of religious discrimination that involves discriminating against a person based on his or her relationship with an individual of a certain religion. If a worker reports religious discrimination, his or her employer is not allowed to retaliate against him or her.

Court rules workplace dreadlock bans are legal

New Jersey readers may be interested to learn that the 11th U.S. Circuit Court of Appeals has ruled that it is legal to refuse to hire someone because they have dreadlocks. The lawsuit was filed by the Equal Employment Opportunity Commission on behalf of an Alabama woman.

According to court documents, the plaintiff was offered a job by Catastrophe Management Solutions in Mobile, Ala. However, during a hiring meeting, a CMS human resources manager commented on the plaintiff's dreadlocks, saying that "they tend to get messy." The manager told the plaintiff that CMS would not hire her with dreadlocks and rescinded the employment offer.

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