New Jersey’s anti-discrimination laws allow for employees to recover more potential damages, as opposed to the federal laws against discrimination.
In 1991, Congress amended the principal federal anti-discrimination law, Title VII of the Civil Rights Act of 1964, to impose “caps” on the total amount of compensatory and punitive damages that employees could recover upon proving and winning a case that they had been discriminated against by their employees. Those “caps” can be as little as $50,000 for small employers and go up only to $300,000 for even the largest employers.
By contrast, under the New Jersey Law Against Discrimination, which outlaws discrimination based on race, age, sex, disability, sexual orientation and also covers a host of other “protected classes,” there are no “caps” on damages. Millions of dollars are potentially recoverable, in a sufficiently egregious case of employment discrimination, against any employer in the State of New Jersey, regardless of size.
For this reason, it’s important to consult with a New Jersey employment attorney who focuses on New Jersey employment law, specifically.
The Conscientious Employee Protection Act
New Jersey also has a very strong law, the Conscientious Employee Protection Act, or CEPA, protecting the rights of whistleblowers and those who refuse to go along with employer demands that they participate in unlawful conduct.
While there have unfortunately been a few recent decisions from the New Jersey Supreme Court and the Appellate Division wrongly curtailing the protections of the law as intended by our Legislature, CEPA remains one of the strongest whistleblower protection laws in the country.
The lawyers at Schall and Barasch LLC fight on behalf of those who have been punished for speaking truthfully. Our experienced whistleblower lawyers relentlessly prepare and aggressively defend New Jersey employees, who dare to stand up and speak out about their employers’ wrongdoing.