NJ Employment Attorneys

Published on: February 17, 2026

New Jersey Appeals Court Examines the Effect of the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act on Litigation of Related Non-Sexual Harassment Claims

The Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act

The New Jersey Arbitration Act and Federal Arbitration Act generally require enforcement of agreements to arbitrate disputes. This extends to the enforcement of arbitration agreements in employment contracts.

However, in response to the #MeToo Movement, Congress passed the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act of 2021. The EFAA provided: new-york-county-courthouse-1540991328RMS-300x200

Published on: September 23, 2025

New Jersey Whistleblower Law Amendments Enhance Employee Protections

by Maurice W. McLaughlin

New Jersey’s whistleblower law was recently amended to further protect New Jersey private and public sector employees from being forced by their employers to sit through required “captive audience” meetings in an attempt to improperly coerce their employees from exercising their rights.

The Conscientious Employee Protection Act

The Conscientious Employee Protection Act (CEPA) is New Jersey’s whistleblower law. Considered one of the United States’s strongest whistleblower protection laws, it forbids employers from retaliating against their employees for disclosing, objecting to, reporting or refusing to participate in activities which they reasonably believe are illegal, fraudulent, constitute improper patient care, or violate established public policy.

Published on: July 8, 2025

McLaughlin & Nardi, LLC Welcomes Brooke Fulmer

by McLaughlin & Nardi, LLC

McLaughlin & Nardi, LLC is pleased to announce that Brooke Fulmer will be joining us as a law clerk. She will be full-time during the Summer, and part-time during the school year.

Brook is heading into her third year at New York Law School where she is an editor for the New York Law School Family Law Quarterly. (New York Law School is something of a farm team for our firm with four of our attorneys having earned their J.D.s from there.)

BrookeFulmer-200x300
Brooke is a summa cum laude graduate of Monmouth University where she majored in criminal justice with a minor in legal studies. While at Monmouth University she was awarded the Academic Excellence Scholarship. She presented her research study during Scholarship Week.

Published on: March 7, 2025

Frequently Asked Questions About New Jersey’s Law Against Discrimination

by McLaughlin & Nardi, LLC

What is the New Jersey Law Against Discrimination?

The New Jersey Law Against Discrimination (LAD) is a state law that prohibits discrimination in employment based on certain of an employee’s immutable qualifications. It is one of the 1-300x225 strongest employee protection laws in the country.

Who is protected under the New Jersey Law Against Discrimination?

Published on: September 25, 2017

New Jersey Appeals Court Reinstates Termination of Employee in Examination of the “Deemed Accepted” Rule and Progressive Discipline in New Jersey Civil Service Commission Decisions

by Maurice W. McLaughlin

A New Jersey appeals court recently issued an important decision in the case of In the Matter of William R. Hendrickson, Jr., Department of Community Affairs, in which it examined two core concepts in New Jersey’s Civil Service employment law: progressive discipline and the “deemed accepted” rule.

Background

William Hendrickson was a fire inspector for the New Jersey Department of Community Affairs (the “DCA”). He was alleged to have made vulgar, misogynistic comments toward a female supervisor who had changed his work assignment. The comments were alleged to have been made in a public setting, with members of the public present. The DCA initiated disciplinary proceedings and terminated Hendrickson’s employment. Hendrickson appealed to the Civil Service Commission. The matter was transferred to the New Jersey Office of Administrative Law (the “OAL”) where an administrative law judge (“ALJ”) conducted a trial. The ALJ found that Hendrickson did make the remarks, and that they merited discipline. However, using the concept of progressive discipline, the ALJ found that a six month suspension was more appropriate than termination given Hendrickson’s lack of any prior discipline during his eighteen month employment.

Published on: May 22, 2017

The Winters Problem: Public Employees’ Catch 22

by Maurice W. McLaughlin

electrician-1080561__340-300x200 Our employment lawyers represent New Jersey public employees at the state and local level. One problem that we have run into representing public employees is a recent opinion by the New Jersey Supreme Court which severely limits public employees’ options when their government employers have taken wrongful actions against them.

Avenues for Redress

New Jersey employment law gives government employees a variety of avenues for redress when their employers have taken action which violates their rights.