Ty Hyderally and his Thoughts on Employment Law in New Jersey
As an employee, one has to be aware of his rights whether he is currently applying for a job, currently working a job or in the process of being let go. There are many provisions and laws out there meant to protect both the rights of employees and employers. It will be beneficial to be informed of these laws so that one would know how to react or respond in future situations or circumstances that are related to employment. While it pays to really know something about the law, it would be beneficial to be aware as well that different circumstances may make things complicated to understand the appropriate law that applies to a particular situation. In such cases, there are lawyers or law firms specializing in employment cases who can be contacted to provide legal advice or who can help interpret the situation on hand. Just like any problem, it is always a pre-requisite to define what the problem is or where the problem lies before one can come up with a relevant solution for it.
There are two notable laws in place related to employment in the state of New Jersey. These are the New Jersey Law against Discrimination (LAD) and the New Jersey Family Leave Act (NJFLA). The New Jersey Law against Discrimination (LAD) makes it unlawful or illegal to subject people to differential treatment based on age, sex, pregnancy, religion, race, color, creed, national origin, marital status, sexual orientation, disability, liability for military service, etc. An employer’s decision to hire, promote or let go of people are to be executed in line with the provisions of this law if they do not want to face legal action in the future. The New Jersey Family Leave Act (NJFLA) on the other hand requires covered employers to grant eligible employees time off from work in connection with the birth or adoption of a child or the serious illness of a parent, child or spouse. The definition of "parent" under this law includes a parent-in-law or a stepparent. The law provides for up to twelve weeks of leave in a 24-month period which begins on the first day of the employee's NJFLA leave. All employers with 50 or more employees anywhere in the world must comply with NJFLA for their New Jersey employees. To be eligible as an employee under this law, first an employee must be under the employ of a New Jersey covered employer and he must have been employed for at least twelve (12) months and must have worked 1,000 base hours in the preceding twelve (12) months. The Family and Medical Leave Act (FMLA) is slightly similar to the New Jersey Family Leave Act (NJFLA) in that it also provides for time off from work in connection with the birth or adoption of a child or the serious illness of a parent, child or spouse for eligible employees but it differs with NJFLA because it provides time off from work because of an employee’s disabilities. The NJFLA does not provide covered employees with leaves in connection to their own disabilities.
The above are just two of the dominant employment laws in New Jersey and this is just scratching the surface. In case of doubt or questions about these laws, it would be best to consult an expert in employment laws in New Jersey. Tayeb Hyderally owns the law firm, Hyderally & Associates, P.C. located in Montclair, New Jersey and it specializes in employment cases related to discrimination, medical leaves and many more. Additionally, Mr. Hyderally and his law firm provide advice to corporate clients and Human Resources Personnel on employment issues and practices.
There are two notable laws in place related to employment in the state of New Jersey. These are the New Jersey Law against Discrimination (LAD) and the New Jersey Family Leave Act (NJFLA). The New Jersey Law against Discrimination (LAD) makes it unlawful or illegal to subject people to differential treatment based on age, sex, pregnancy, religion, race, color, creed, national origin, marital status, sexual orientation, disability, liability for military service, etc. An employer’s decision to hire, promote or let go of people are to be executed in line with the provisions of this law if they do not want to face legal action in the future. The New Jersey Family Leave Act (NJFLA) on the other hand requires covered employers to grant eligible employees time off from work in connection with the birth or adoption of a child or the serious illness of a parent, child or spouse. The definition of "parent" under this law includes a parent-in-law or a stepparent. The law provides for up to twelve weeks of leave in a 24-month period which begins on the first day of the employee's NJFLA leave. All employers with 50 or more employees anywhere in the world must comply with NJFLA for their New Jersey employees. To be eligible as an employee under this law, first an employee must be under the employ of a New Jersey covered employer and he must have been employed for at least twelve (12) months and must have worked 1,000 base hours in the preceding twelve (12) months. The Family and Medical Leave Act (FMLA) is slightly similar to the New Jersey Family Leave Act (NJFLA) in that it also provides for time off from work in connection with the birth or adoption of a child or the serious illness of a parent, child or spouse for eligible employees but it differs with NJFLA because it provides time off from work because of an employee’s disabilities. The NJFLA does not provide covered employees with leaves in connection to their own disabilities.
The above are just two of the dominant employment laws in New Jersey and this is just scratching the surface. In case of doubt or questions about these laws, it would be best to consult an expert in employment laws in New Jersey. Tayeb Hyderally owns the law firm, Hyderally & Associates, P.C. located in Montclair, New Jersey and it specializes in employment cases related to discrimination, medical leaves and many more. Additionally, Mr. Hyderally and his law firm provide advice to corporate clients and Human Resources Personnel on employment issues and practices.
