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  About the NJ Law Against Discrimination (LAD)

The New Jersey Law Against Discrimination (N.J.S.A. 10:5-1 et seq.) (LAD) makes it unlawful to subject people to discrimination or harassment based on race, creed, color, national origin, nationality, ancestry, sex, pregnancy, breastfeeding, sexual orientation, gender identity or expression, disability, familial status, marital status, domestic partnership/civil union status, liability for military service, and in some cases atypical hereditary cellular or blood trait, genetic information, and age. The LAD prohibits unlawful discrimination in employment, housing, places of public accommodation, credit and business contracts. Not all of the foregoing prohibited bases for discrimination are protected in all of these areas of activity. For example, familial status is only protected with respect to housing.

 
     
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  About the Diane B. Allen Equal Pay Act (Equal Pay Act)

On April 24, 2018, Governor Phil Murphy signed into law the Diane B. Allen Equal Pay Act. The Equal Pay Act expanded upon the equal pay protections that already existed in the New Jersey Law Against Discrimination (LAD), and has been called the most sweeping equal pay legislation in the nation. The Act generally prohibits an employer from paying an employee who is a member of an LAD-protected class less than what it pays an employee who is not a member of that LAD-protected class for substantially similar work. The new law took effect on July 1, 2018.

Learn more about the Equal Pay Act:

 
     
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  About The NJ Family Leave Act (FLA)

Under the New Jersey Family Leave Act (NJFLA), if you work for a state or local government agency, or a company or organization with 30 or more employees worldwide, and you have been employed by the company for at least 1 year (and have worked at least 1,000 hours in the past 12 months), you generally can take up to 12 weeks of job-protected leave during any 24-month period:

  • To care for or bond with a child, as long as the leave begins within 1 year of the child’s birth or placement for adoption or foster care;
  • To care for a family member, or someone who is the equivalent of family, with a serious health condition (including a diagnosis of COVID-19);
  • To care for a family member, or someone who is the equivalent of family, who has been isolated or quarantined because of suspected exposure to a communicable disease (including COVID-19) during a state of emergency; or
  • To provide required care or treatment for a child during a state of emergency if their school or place of care is closed by order of a public official due to an epidemic of a communicable disease (including COVID-19) or other public health emergency.

  • 5 Things You Should Know About Job-Protected
    Family Leave:
    English | Spanish
 
     
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