Retaliation Attorneys in New Jersey

Fighting For Retaliation Victims in New Jersey

If you were recently reprimanded or fired from work, you might be wondering if what happened to you was legal.  In short, it’s illegal for your employer to fire or otherwise retaliate against you because you engaged in a legally protected activity, such as speaking up about discrimination, wage practices, or safety issues.

If you think your employer retaliated for an unlawful reason, you can hold them accountable with help from The Law Firm of Morgan Rooks, P.C.. Our New Jersey retaliation and wrongful termination lawyers are experienced legal advocates when it comes to helping employees assert their rights. With our assistance, you can seek legal remedies such as being compensated for losses and emotional distress suffered because of your employer’s actions.

Learn more during a free initial consultation. Contact us online or call (856) 746-6332 to speak with seasoned retaliation attorneys in NJ.

What is Retaliation?

When an employer penalizes an employee for engaging in legally protected activities, such as reporting harassment or discrimination, participating in investigations, or opposing illegal conduct, it is considered workplace retaliation. Employees are safeguarded from such actions by federal laws like Title VII of the Civil Rights Act of 1964, as well as state laws such as the Illinois Human Rights Act.

Actions considered retaliatory may involve demoting or firing an employee, reducing their salary, reassigning them to an unfavorable role, or creating a hostile work environment. Even subtle acts, like biased performance evaluations or blocking career advancement opportunities, qualify as retaliation if tied to the employee's protected conduct.

What is a Protected Activity in the Workplace?

Getting fired or receiving disciplinary action at work is incredibly stressful, even when it is not motivated by an illegal reason. Typically, an illegal reason to terminate or retaliate against an employee is when the employer wants to punish them for engaging in a protected activity. Engaging in protected activity is something an employee has a right to do without fearing reprisal from their employer.

Protected activities at work can include the following:

• Reporting sexual harassment
• Speaking up against discrimination
• Demanding unpaid earned wages or unpaid overtime
• Requesting or taking FMLA leave
• Being a whistleblower or participating in an investigation
• Complaining about workplace safety violations of OSHA regulations

Employees should expect to participate in protected activities such as these without fear. It is illegal for an employer to retaliate against the employee in any way for doing so. If retaliation does occur and involves firing the employee, the incident may validate a wrongful termination claim.

Examples of Workplace Retaliation

Retaliation at work can include getting fired, but it’s not limited to that. Cunning employers are well aware of the law and may take less overt measures to punish employees for illegal reasons.

Acts of retaliation an employer may use can include the following and more:

• Termination
• Selection for a layoff
• Demotion
• Failure to promote
• Denial of benefits
• Reduced hours or loss of the opportunity to work overtime
• Suddenly negative performance reviews
• Harassment
• Threats
• Physical violence

Measures that could be otherwise unlawful – like a demotion – may be masked to appear as if the employee is being reprimanded for a legitimate reason. Negative performance reviews can be concocted to this effect. That’s why it’s important to consider the circumstances surrounding a potential act of retaliation, such as whether the employee recently engaged in a protected activity or if their supervisor holds biases against people with protected characteristics.

Damages From a Retaliation Claim

In a retaliation claim, damages can vary significantly depending on the specifics of the case, but they generally fall into two main categories: compensatory and punitive damages. Compensatory damages are intended to reimburse the victim for any financial losses incurred due to the retaliation, such as lost wages, benefits, and other out-of-pocket expenses. They may also cover non-economic damages for emotional distress, pain, suffering, and any harm to reputation.

Punitive damages, on the other hand, are awarded in cases where the employer's actions were particularly malicious or egregious. These damages are designed to punish the wrongdoer and deter similar conduct in the future. The amount of punitive damages can sometimes exceed compensatory damages, depending on the severity of the employer’s actions and their financial standing.

How Our Retaliation Attorney Can Help You

Here’s how we can assist you:

• Initial Consultation and Case Evaluation: Our first step is to thoroughly review your case during an initial consultation. We listen attentively to your story, gather relevant details, and assess the circumstances surrounding your termination or the retaliation you faced. This allows us to understand the full scope of your situation and provide you with clear, realistic expectations about the legal process ahead.
• Strategic Legal Advice: With extensive experience in employment law, we offer strategic legal advice tailored to your unique circumstances. We explain your rights under New Jersey employment laws and federal regulations, ensuring you understand all available options for pursuing justice. Whether through negotiation, mediation, or litigation, we develop a personalized legal strategy aimed at reaching the best possible result for your case.
• Comprehensive Representation: As your legal advocates, we provide comprehensive representation throughout all stages of your case. This includes drafting legal documents, preparing for hearings or trials, and advocating vigorously on your behalf in negotiations with employers or their legal representatives. Our goal is to safeguard your rights and pursue fair compensation or reinstatement where applicable.
• Protection Against Retaliation: If you have faced retaliation for whistleblowing, reporting harassment, exercising your legal rights, or participating in investigations, we stand ready to protect you. We take swift action to hold employers accountable for their unlawful actions, seeking remedies that may include reinstatement, damages for lost wages, and punitive damages where appropriate.
• Pursuing Wrongful Termination Claims: In cases of wrongful termination, we conduct a thorough investigation to gather evidence supporting your claim. Whether your termination violated anti-discrimination laws, breached an employment contract, or retaliated against protected activity, we meticulously build a compelling case to assert your rights in court or through negotiated settlements.
• Dedication to Client Success: We prioritize your success and well-being at The Law Firm of Morgan Rooks, P.C.. We understand workplace disputes' emotional and financial impact and strive to provide compassionate yet assertive representation. We keep you informed at every step, answering your questions promptly and empowering you to make informed decisions about your case.

Speak with qualified retaliation lawyers in NJ at The Law Firm of Morgan Rooks, P.C.. Set up a free initial consultation by dialing (856) 746-6332 or completing our online form.