No Refusal DWI Periods Explained Law enforcement representatives in New Orleans and the surrounding areas have credited a relatively new tactic with an increase in drunk driving arrests.
Seth J. Bloom is a criminal defense, personal injury, and DUI attorney based in New Orleans, Louisiana. He has over 11 years of experience and was disciplined by the state licensing authority in 2012 resulting in a deferred suspension with probation. Client reviews on Avvo give him an average rating of 5 out of 5 stars.
What does discrimination in the workplace look like? Every situation is different and is dependent on the type of discrimination. Please review the most common types of workplace discrimination below to become more familiar.
The U.S. Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal laws that make it illegal to discriminate against employees or job applicants based on race, color, religion, sex, national origin, age, disability, or genetic information. The EEOC has the authority to investigate discrimination charges against covered employers, make findings, try to settle charges, and file lawsuits if needed. It also provides guidance on anti-discrimination laws and regulations, conducts outreach and education programs, and offers additional assistance through social media and its website.
The document provides an overview of the EEO complaint process for managers and supervisors. It defines discrimination and prohibited bases covered by laws like Title VII and the ADEA. The informal EEO counseling process and alternative dispute resolution are described. Finally, the roles and responsibilities of managers during a complaint are outlined.
This document provides a training presentation on harassment for supervisors. It defines harassment and distinguishes it from inappropriate conduct. Harassment creates a hostile work environment and includes discrimination based on attributes like race, religion, disability status. The presentation reviews laws prohibiting harassment, the company's policy, and supervisor responsibilities in preventing harassment, handling complaints, and participating in investigations. Supervisors must report all harassment complaints and ensure retaliation does not occur.
The document discusses discrimination and provides information on various types of discrimination including employment discrimination, discrimination based on physical attributes and medical conditions, and age discrimination. It outlines US laws that prohibit various types of discrimination in employment, such as Title VII of the Civil Rights Act and the Americans with Disabilities Act. The document also discusses affirmative action policies and arguments for and against affirmative action.
No Refusal DWI Periods Explained Law enforcement representatives in New Orleans and the surrounding areas have credited a relatively new tactic with an increase in drunk driving arrests.
Seth J. Bloom is a criminal defense, personal injury, and DUI attorney based in New Orleans, Louisiana. He has over 11 years of experience and was disciplined by the state licensing authority in 2012 resulting in a deferred suspension with probation. Client reviews on Avvo give him an average rating of 5 out of 5 stars.
What does discrimination in the workplace look like? Every situation is different and is dependent on the type of discrimination. Please review the most common types of workplace discrimination below to become more familiar.
The U.S. Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal laws that make it illegal to discriminate against employees or job applicants based on race, color, religion, sex, national origin, age, disability, or genetic information. The EEOC has the authority to investigate discrimination charges against covered employers, make findings, try to settle charges, and file lawsuits if needed. It also provides guidance on anti-discrimination laws and regulations, conducts outreach and education programs, and offers additional assistance through social media and its website.
The document provides an overview of the EEO complaint process for managers and supervisors. It defines discrimination and prohibited bases covered by laws like Title VII and the ADEA. The informal EEO counseling process and alternative dispute resolution are described. Finally, the roles and responsibilities of managers during a complaint are outlined.
This document provides a training presentation on harassment for supervisors. It defines harassment and distinguishes it from inappropriate conduct. Harassment creates a hostile work environment and includes discrimination based on attributes like race, religion, disability status. The presentation reviews laws prohibiting harassment, the company's policy, and supervisor responsibilities in preventing harassment, handling complaints, and participating in investigations. Supervisors must report all harassment complaints and ensure retaliation does not occur.
The document discusses discrimination and provides information on various types of discrimination including employment discrimination, discrimination based on physical attributes and medical conditions, and age discrimination. It outlines US laws that prohibit various types of discrimination in employment, such as Title VII of the Civil Rights Act and the Americans with Disabilities Act. The document also discusses affirmative action policies and arguments for and against affirmative action.
Sexual harassment includes unwelcome sexual conduct that affects employment. It includes quid pro quo harassment, where favors are demanded to avoid consequences, and hostile work environments. Studies show 40-75% of women and 13-31% of men experience harassment. Employers are liable for harassment and must prevent it through clear policies, training, and responding promptly to complaints. Harassment has negative consequences for victims' health, careers, and organizations through costs of lawsuits, replacement of employees, and lost productivity.
The document discusses mediating wrongful termination cases and focuses on addressing the interests of both parties rather than just the legal claims. It notes that mediation can help resolve injustices from termination that may not be legally actionable but still impact peoples' interests. Both employees and employers have interests in being treated fairly and with respect during the termination process to avoid future litigation and maintain their reputations.
This presentation will:
- Discuss why preventing harassment matters: Examples and impact
- Explain basics of discrimination and harassment liability
- Focus on what sexual harassment is
- Outline what managers need to know to prevent or respond to harassment
Employment Discrimination under Texas and Federal Law -- OverviewAdam Kielich
An overview of employment discrimination laws under Texas and federal law presented by Dallas - Fort Worth employment lawyer, Adam Kielich, principal attorney at The Kielich Law Firm in Bedford, Texas.
If you have been mistreated at work, you should contact a Sherman Oaks harassment and discrimination attorneys immediately. Don’t allow your employer to intimidate you or silence you with empty promises and lies. To learn more about your options when filing a discrimination claim, call Mancini & Associates today and schedule your initial case evaluation with them.
Harassment & Discrimination in the WorkplacePam Howland
This document summarizes a presentation on harassment and discrimination in the workplace. It discusses current issues regarding discrimination based on sexual orientation and pregnancy. It also reviews a recent Idaho discrimination case and the Supreme Court's narrowing of the definition of supervisor in harassment cases. Finally, it provides tips for employers to prevent discrimination and harassment claims, such as implementing anti-harassment policies, training managers, conducting fair investigations, and keeping detailed employee records.
The Americans with Disabilities Act: What you should knowbigdave1
The document provides information about a training presented by the New Mexico State University Office of Institutional Equity/EEO on disabilities and the Americans with Disabilities Act (ADA). It discusses key aspects of the ADA including the definition of a disability, qualifications for protection under the ADA, reasonable accommodations, and considerations for interacting with individuals with disabilities. The training also covers the reasonable accommodation process and examples of accommodations for employees and students.
This document outlines a sexual harassment training presentation. It discusses why sexual harassment training is important, defines sexual harassment under Title VII, and explains who can commit or experience harassment. It describes quid pro quo and hostile work environment harassment and employer liability. The training reviews what isn't harassment and provides a hypothetical scenario for participants to judge. It outlines the objectives of harassment policies and provides general guiding principles. The training concludes by testing knowledge and emphasizing important points to remember.
This document discusses harassment in the workplace. It defines harassment as slurs, offensive comments, jokes or other verbal or physical conduct that creates a hostile work environment. Harassment is illegal if it is severe or pervasive. The document outlines different types of harassment, including harassment based on sex, pregnancy, age, disability, national origin, race, color, religion and more. It notes that harassment must be reported and can be reported either informally to a supervisor or formally through a company's human resources department.
This document provides an overview of workplace harassment training for managers and supervisors at the U.S. Department of Veterans Affairs. It defines harassment and discusses various forms of harassment including sexual harassment. It outlines anti-discrimination laws such as Title VII and the policies of the VA to prohibit harassment. The document discusses standards for employer liability in harassment cases, how to handle harassment complaints, and provides examples of hostile work environment harassment.
This program will cover the hottest topics in labor and employment law for 2015, including EEOC’s strategic initiatives, recent wage and hour developments, the NLRB’s encroachment into the non-union workplace, policy issues to consider in the year ahead, continuing questions about social media challenges, and more. This program will be a fast-paced look at these and various other trends that will impact employers this year and beyond, and will be aimed at enabling participants to get ahead of the curve to identify potential risks within their organizations.
• Goals for this webinar - Agenda
• Agency Update
• EEOC Strategic Initiatives
• Medical Issues in the Workplace
• Wage and Hour Developments
• The NLRB in Your Workplace
• Social Media Challenges
• Unemployment
• Reminders and Next Steps
Navigating The Employment Cycle: Employer BewareMegan Denhardt
What is your organization doing to minimize risk brought about by employment liability? Identify ten areas that can trip up a nonprofit employer over the period of an employee's tenure. Avoid mistakes in the hiring and firing process, recognize and prepare for potential employment law issues, and guide your organization through the potential pitfalls lurking in the employment cycle.
Michael Buddendeck, assistant general counsel, AICPA
Lance Gibbons, of counsel, Littler Mendelson P.C.
James A. Woehlke, Esq. CAE, general counsel, New York State Society of CPAs
Pregnancy Discrimination: Update and Action Steps for EmployersCase IQ
Recent legal amendments have changed the way employers should manage pregnant employees. It’s important for employers and human resources professionals to understand the implications of the changes and to understand the requirements of accommodation to avoid lawsuits and reputation damage.
Recorded on December 19, 2012 - This webinar, presented in partnership by the Human Rights Legal Support Centre and Hamilton Community Legal Clinic, provides an overview of the Human Rights Code, highlighting the grounds and social areas which the Code applies to, exceptions to the Code, and remedies available under the Code. It acquaints listeners with the Human Rights System in Ontario and describes the Human Rights Tribunal of Ontario's process.
Watch this webinar at:
http://yourlegalrights.on.ca/webinar/discrimination-against-law-primer-human-rights-law-ontario
This is a presentation on the legality of the prisoners being held at Guantanamo Bay. It compares prisoner of war status to enemy combatant status. Also addresses human rights and juveniles. It was for a class on Applied Human RIghts Law taken at Webster University in Leiden, the Netherlands.
Pregnancy discrimination in the workplace is illegal, but it still happens. That's why the Equal Employment Opportunity Commission continues to initiate litigation on behalf of victims of pregnancy discrimination. In one of the latest examples, the Commission has filed a lawsuit in the interest of a pregnant woman who was forced to take a leave of absence. Employers and employees alike should take note of this action.
This document is a presentation about human rights in the workplace given by Jessica Michael, a staff lawyer at The Community Advocacy & Legal Centre. It provides an overview of Ontario's Human Rights Code, including definitions of discrimination and harassment. It discusses protections from discrimination based on characteristics like race, gender, religion, age, disability status and more. It also outlines employees' rights and processes for addressing human rights violations.
This document provides an overview of avoiding sexual harassment, including identifying legal foundations, key terms, types of harassment, examples of sexual harassment, employee and supervisor responsibilities, complaint procedures, and the investigative process. It discusses topics such as prohibited discrimination, retaliation, unlawful harassment, hostile work environments, and preventing sexual harassment in the workplace.
The document is an employee handbook for the Indiana Secretary of State's Office from April 2007. It outlines policies on equal employment opportunity, harassment, ethics, drug use, attendance, personal phone/computer use, dress code, and benefits including health insurance, retirement plans, and time off. The handbook provides an overview of workplace rules and benefits to help employees understand their roles and responsibilities.
This document summarizes the history and role of the Equal Employment Opportunity Commission (EEOC) and provides an overview of key US employment discrimination laws. It discusses the EEOC's establishment in 1965 to enforce antidiscrimination laws and its responsibilities to coordinate regulations, interpret laws, and support local agencies. The document also outlines various discriminatory practices prohibited by laws covering race, color, religion, sex, national origin, age, disability status and more. Finally, it provides helpful hints for employers to promote diversity and inclusion in the workplace.
Sexual harassment includes unwelcome sexual conduct that affects employment. It includes quid pro quo harassment, where favors are demanded to avoid consequences, and hostile work environments. Studies show 40-75% of women and 13-31% of men experience harassment. Employers are liable for harassment and must prevent it through clear policies, training, and responding promptly to complaints. Harassment has negative consequences for victims' health, careers, and organizations through costs of lawsuits, replacement of employees, and lost productivity.
The document discusses mediating wrongful termination cases and focuses on addressing the interests of both parties rather than just the legal claims. It notes that mediation can help resolve injustices from termination that may not be legally actionable but still impact peoples' interests. Both employees and employers have interests in being treated fairly and with respect during the termination process to avoid future litigation and maintain their reputations.
This presentation will:
- Discuss why preventing harassment matters: Examples and impact
- Explain basics of discrimination and harassment liability
- Focus on what sexual harassment is
- Outline what managers need to know to prevent or respond to harassment
Employment Discrimination under Texas and Federal Law -- OverviewAdam Kielich
An overview of employment discrimination laws under Texas and federal law presented by Dallas - Fort Worth employment lawyer, Adam Kielich, principal attorney at The Kielich Law Firm in Bedford, Texas.
If you have been mistreated at work, you should contact a Sherman Oaks harassment and discrimination attorneys immediately. Don’t allow your employer to intimidate you or silence you with empty promises and lies. To learn more about your options when filing a discrimination claim, call Mancini & Associates today and schedule your initial case evaluation with them.
Harassment & Discrimination in the WorkplacePam Howland
This document summarizes a presentation on harassment and discrimination in the workplace. It discusses current issues regarding discrimination based on sexual orientation and pregnancy. It also reviews a recent Idaho discrimination case and the Supreme Court's narrowing of the definition of supervisor in harassment cases. Finally, it provides tips for employers to prevent discrimination and harassment claims, such as implementing anti-harassment policies, training managers, conducting fair investigations, and keeping detailed employee records.
The Americans with Disabilities Act: What you should knowbigdave1
The document provides information about a training presented by the New Mexico State University Office of Institutional Equity/EEO on disabilities and the Americans with Disabilities Act (ADA). It discusses key aspects of the ADA including the definition of a disability, qualifications for protection under the ADA, reasonable accommodations, and considerations for interacting with individuals with disabilities. The training also covers the reasonable accommodation process and examples of accommodations for employees and students.
This document outlines a sexual harassment training presentation. It discusses why sexual harassment training is important, defines sexual harassment under Title VII, and explains who can commit or experience harassment. It describes quid pro quo and hostile work environment harassment and employer liability. The training reviews what isn't harassment and provides a hypothetical scenario for participants to judge. It outlines the objectives of harassment policies and provides general guiding principles. The training concludes by testing knowledge and emphasizing important points to remember.
This document discusses harassment in the workplace. It defines harassment as slurs, offensive comments, jokes or other verbal or physical conduct that creates a hostile work environment. Harassment is illegal if it is severe or pervasive. The document outlines different types of harassment, including harassment based on sex, pregnancy, age, disability, national origin, race, color, religion and more. It notes that harassment must be reported and can be reported either informally to a supervisor or formally through a company's human resources department.
This document provides an overview of workplace harassment training for managers and supervisors at the U.S. Department of Veterans Affairs. It defines harassment and discusses various forms of harassment including sexual harassment. It outlines anti-discrimination laws such as Title VII and the policies of the VA to prohibit harassment. The document discusses standards for employer liability in harassment cases, how to handle harassment complaints, and provides examples of hostile work environment harassment.
This program will cover the hottest topics in labor and employment law for 2015, including EEOC’s strategic initiatives, recent wage and hour developments, the NLRB’s encroachment into the non-union workplace, policy issues to consider in the year ahead, continuing questions about social media challenges, and more. This program will be a fast-paced look at these and various other trends that will impact employers this year and beyond, and will be aimed at enabling participants to get ahead of the curve to identify potential risks within their organizations.
• Goals for this webinar - Agenda
• Agency Update
• EEOC Strategic Initiatives
• Medical Issues in the Workplace
• Wage and Hour Developments
• The NLRB in Your Workplace
• Social Media Challenges
• Unemployment
• Reminders and Next Steps
Navigating The Employment Cycle: Employer BewareMegan Denhardt
What is your organization doing to minimize risk brought about by employment liability? Identify ten areas that can trip up a nonprofit employer over the period of an employee's tenure. Avoid mistakes in the hiring and firing process, recognize and prepare for potential employment law issues, and guide your organization through the potential pitfalls lurking in the employment cycle.
Michael Buddendeck, assistant general counsel, AICPA
Lance Gibbons, of counsel, Littler Mendelson P.C.
James A. Woehlke, Esq. CAE, general counsel, New York State Society of CPAs
Pregnancy Discrimination: Update and Action Steps for EmployersCase IQ
Recent legal amendments have changed the way employers should manage pregnant employees. It’s important for employers and human resources professionals to understand the implications of the changes and to understand the requirements of accommodation to avoid lawsuits and reputation damage.
Recorded on December 19, 2012 - This webinar, presented in partnership by the Human Rights Legal Support Centre and Hamilton Community Legal Clinic, provides an overview of the Human Rights Code, highlighting the grounds and social areas which the Code applies to, exceptions to the Code, and remedies available under the Code. It acquaints listeners with the Human Rights System in Ontario and describes the Human Rights Tribunal of Ontario's process.
Watch this webinar at:
http://yourlegalrights.on.ca/webinar/discrimination-against-law-primer-human-rights-law-ontario
This is a presentation on the legality of the prisoners being held at Guantanamo Bay. It compares prisoner of war status to enemy combatant status. Also addresses human rights and juveniles. It was for a class on Applied Human RIghts Law taken at Webster University in Leiden, the Netherlands.
Pregnancy discrimination in the workplace is illegal, but it still happens. That's why the Equal Employment Opportunity Commission continues to initiate litigation on behalf of victims of pregnancy discrimination. In one of the latest examples, the Commission has filed a lawsuit in the interest of a pregnant woman who was forced to take a leave of absence. Employers and employees alike should take note of this action.
This document is a presentation about human rights in the workplace given by Jessica Michael, a staff lawyer at The Community Advocacy & Legal Centre. It provides an overview of Ontario's Human Rights Code, including definitions of discrimination and harassment. It discusses protections from discrimination based on characteristics like race, gender, religion, age, disability status and more. It also outlines employees' rights and processes for addressing human rights violations.
This document provides an overview of avoiding sexual harassment, including identifying legal foundations, key terms, types of harassment, examples of sexual harassment, employee and supervisor responsibilities, complaint procedures, and the investigative process. It discusses topics such as prohibited discrimination, retaliation, unlawful harassment, hostile work environments, and preventing sexual harassment in the workplace.
The document is an employee handbook for the Indiana Secretary of State's Office from April 2007. It outlines policies on equal employment opportunity, harassment, ethics, drug use, attendance, personal phone/computer use, dress code, and benefits including health insurance, retirement plans, and time off. The handbook provides an overview of workplace rules and benefits to help employees understand their roles and responsibilities.
This document summarizes the history and role of the Equal Employment Opportunity Commission (EEOC) and provides an overview of key US employment discrimination laws. It discusses the EEOC's establishment in 1965 to enforce antidiscrimination laws and its responsibilities to coordinate regulations, interpret laws, and support local agencies. The document also outlines various discriminatory practices prohibited by laws covering race, color, religion, sex, national origin, age, disability status and more. Finally, it provides helpful hints for employers to promote diversity and inclusion in the workplace.
This document provides an overview of avoiding sexual harassment in the workplace. It defines key legal concepts and protections related to harassment, including what constitutes unlawful harassment and discrimination. Examples of harassment and guidelines for complaint procedures and investigations are also summarized to help employees and supervisors address harassment issues appropriately and in compliance with relevant laws.
This training covers harassment based on race, religion, national origin, and disability for supervisors. It defines harassment as severe or pervasive conduct that creates a hostile work environment. While sexual harassment training is legally required, no laws mandate training on other types of harassment. However, such training can help employers avoid liability and damages in lawsuits. The training aims to help supervisors understand harassment policies, identify inappropriate conduct, prevent harassment, and respond properly to complaints.
The document summarizes the services, processes, and guidelines of the Montana Human Rights Bureau. It discusses what types of discrimination cases the Bureau handles, the complaint and investigation process, definitions of key terms like harassment and reasonable accommodation, employer responsibilities, and resources for employers and employees.
Investigating and Preventing Sexual Harassment in the WorkplaceCase IQ
It seems every time we turn around there’s another story about a Hollywood or media executive or government official guilty of sexual harassment. Could there be someone like that in your workplace? Unfortunately, yes. Sexual harassment has been illegal for more than 50 years, yet it still runs rampant.
Allegations alone can be enough to bring down a once-powerful executive – and often the company s/he represented. Add to that, the stories from many women, coming forward as a result to allege that men in all sectors at all levels have sexually harassed them and many times their complaints were ignored or swept under the rug. This trend if anything appears to be growing.
Employers, business owners and HR practitioners need to know how to respond to sexual harassment allegations, and what measures they can, and should, take to prevent it from occurring at all.
Join Janette Levey Frisch, “The EmpLAWyerologist” as she outlines the appropriate actions to take when you receive a sexual harassment complaint and how to be proactive in ensuring a harassment-free work environment.
Some of the Many Things You Will Learn During this Informative HR Webinar include:
Your legal obligations to prevent harassment in your workplace
What constitutes harassment and the types of harassment that can occur in the workplace
Proper responses to allegations of sexual and unlawful harassment in the workplace to protect your organization
What to do if the alleged harasser, is your CEO or a “C” Suite Executive?
Understanding and complying with your obligations regarding confidentiality and refraining from retaliatory actions.
And much more
This document provides information from an EEO compliance training for managers and supervisors on workplace harassment presented by the Deputy Assistant Secretary from the Office of Diversity and Inclusion at the U.S. Department of Veterans Affairs. It discusses the definition of harassment, potential forms of harassment, an employer's liability for harassment, an employee's responsibilities regarding harassment, and case studies to test understanding of harassment issues.
This sexual harassment training document covers several key points in 3 sentences:
It discusses mandated learning objectives to change behaviors that contribute to sexual harassment and foster values to prevent incidents. Various emotional reactions to training are identified, and scenarios highlight the importance of open communication to avoid misunderstandings. Legal standards for harassment are explained, including that unwelcome conduct must unreasonably interfere with work or create a hostile environment, and examples of prohibited behaviors are provided.
Pennsylvania Common Employment Myths: What You Don't Know Might Hurt YouCurley & Rothman, LLC
If you have specific questions relating to your employment rights it is always best to consult with an experienced Pennsylvania employment law attorney; however, take a moment to read through the following questions based on common employment myths to see how much you know about your rights. Learn more about Pennslyvania common employment myths in this presentation.
This document discusses professionalism and ethics in the healthcare workplace. It addresses avoiding discrimination against coworkers based on attributes like weight. Patient privacy must be respected by only accessing medical files on a need-to-know basis and keeping personnel records private. Cultural and religious differences among coworkers and patients should be respected without judgment. The document also outlines legal and illegal interview questions and effective hiring practices like using job descriptions and progressive discipline.
A summary of legal rights for women who have been Sexually Assaulted, Molested, or Abused by their Doctor, Psychiatrist, Psychologist, Minister, or Attorney in Tennessee by Tennessee Attorney Kevin R. Madison - a former Police Chief and former Criminal Prosecutor with 38 years of courtroom litigation experience
A summary of legal rights of women in Tennessee who have been victims of Sexual Exploitation and Sexual Assault written by Tennessee Attorney Kevin R. Madison - a former Police Chief and former Criminal Prosecutor with 38 years of courtroom litigation experience
Is your Talent Acquisition process fully compliant with the law? Covering the recruiting and hiring process chronologically, the experts at Newton and EBI address everything from the point of creating and posting a job, to attaining candidate authorization and running background checks. Eligible for SHRM and HRCI credits.
Understanding workplace discrimination is crucial in order to create an inclusive and fair working environment for all employees. The expert viewpoint of a labor attorney, such as Tremiti LLC, provides valuable insights into this complex issue. Workplace discrimination refers to treating individuals unfairly, negatively, or differently based on their protected characteristics, such as race, gender, age, religion, or disability.
Contact Us:- https://tremitilaw.com/labor-law/
American workplaces offer an opportunity for men and women who possess certain skill sets to enjoy long, bountiful careers. Federal and California state laws protect wages, health benefits, and safety within each sector of employment. Sometimes, however, employers purposely infringe on employee rights, taking away opportunities from deserving individuals and giving them to ‘buddies’ or those who may benefit them personally later down the road. If a California worker has been discriminated against in the workplace, has been wrongfully terminated, has experienced sexual harassment, or has been the victim of wage fraud, contact the Los Angeles employment law attorney at The Rager Law Firm who is ready to investigate your case and work to secure any compensation you may be entitled to.
Are You Protected Against Disability Discrimination in the Workplace?Richard Celler
The document discusses disability discrimination protections in the workplace. It notes that while laws now prohibit disability discrimination, it still sometimes occurs. It defines disability according to the ADA as a physical or mental impairment that limits major life activities. It outlines different forms of potential disability discrimination in hiring, pay, promotion and other employment areas. It also notes that to be protected, one must be qualified to perform essential job duties with or without accommodation. Federal and state laws prohibit disability discrimination for employers above a certain size.
Similar to What Every Employer Should Know About the New Jersey Law Against Discrimination (20)
Are You Protected Against Disability Discrimination in the Workplace?
What Every Employer Should Know About the New Jersey Law Against Discrimination
1. It’s Not Discrimination Except When It Is Fundamentals Every Employer Should Know About The New Jersey Law Against Discrimination By: Anthony M. Rainone, Esq.