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What Exactly Is A Hostile Work Environment In New Jersey?

What Is A Hostile Work Environment?

Jeremy Atkins is an employment attorney at Hoffman DiMuzio. He regularly meets with individuals who believe they have been the victim of a hostile work environment in New Jersey. In almost every instance, these individuals have certainly been forced to deal with unprofessional, and at times, uncomfortable conduct at the hands of a coworker or supervisor.

But, when do these situations rise to the level of a legally cognizable hostile work environment under New Jersey Law?

What Constitutes A Hostile Work Environment In NJ?

A hostile work environment must either be motivated by someone’s protected characteristic, or be retaliation for engaging in protected activity. This means that the discriminatory conduct must be premised upon someone’s gender, race, color, age, religion, national origin, disability, or sexual orientation, among other characteristics as outlined by the New Jersey Law Against Discrimination.

What Is The New Jersey Law Against Discrimination?

The New Jersey Law Against Discrimination, or LAD, is remedial social legislation. Its number one goal is to eliminate what is often referred to as “the cancer of discrimination.”

How To Prove Workplace Harassment In NJ

Two things must be done in order to state a basic claim for a hostile work environment under the LAD…

First, one must establish that the conduct would not have occurred “but for” the individual’s protected characteristic or activity.

Second, the conduct must be severe or pervasive enough that a reasonable person in the same protected class would believe that the conditions of employment have been altered and the working environment was hostile or abusive.

What Does NOT Qualify As Workplace Harassment?

If an employer treats all employees poorly regardless of the employees’ protected characteristic. In these cases, the environment likely would not meet the above standard. Therefore, it would not be actionable under the LAD.

Not all scenarios rise to the level of a hostile work environment under the LAD.

For example: if an employer makes life miserable for an employee because he hated his choice of ties, there would not be a viable claim for the creation of a hostile work environment. In this scenario, the choice of ties is not a protected class.

When To File A Workplace Harassment Claim?

It is critical to keep in mind that the LAD is governed by a two-year statute of limitations. A claim must be filed within that time frame. That said, an aggrieved individual may also file a charge with the New Jersey Division on Civil Rights, or DCR. The DCR is a state agency charge with investigating, and in some cases, litigating, violations of the LAD. Such a claim must be filed within 180 days of the occurrence of the conduct giving rise to the claim. There is no requirement to file a charge with the DCR before filing suit in the Superior Court.

In light of these deadlines, it is critical to act quickly if you suspect you may have such a claim.

Still Not Sure What Is A Hostile Work Environment?

Feel you’ve fallen victim to workplace harassment?

If you believe you are or have been the victim of a hostile work environment as defined by the LAD, we strongly encourage you to contact Mr. Jeremiah J. Atkins. Mr. Atkins will be thoroughly examine your employment law claim in detail and assist you in any way possible. Our attorneys will explain what is a hostile work environment and advise you of your rights and options before moving forward.

Speak to a proven New Jersey attorney now
Call 856.238.5183 or click to schedule your free consultation
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Joseph J. Hoffman, Jr.
Senior Partner

For more than 40 years, Mr. Hoffman has protected the interest of his clients through diligence and hard work on legal matters, both large and small. An honors graduate of Rutgers University Law School and a native of Gloucester County, Mr. Hoffman has won numerous accolades for excellence in the practice of law.

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Kenneth A. DiMuzio, Sr.
Senior Partner

An attorney with over 45 years of professional experience, Mr. DiMuzio concentrates his practice on personal injury and workers’ compensation matters. A graduate of Georgetown University Law School and a native of Gloucester County, Mr. DiMuzio has been honored time and again for his professionalism and ethics in the practice of law.

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Ernest L. Alvino, Jr.
Attorney

Ernest L. Alvino, Jr. About Ernest L. Alvino, Jr. concentrates his practice in the area of workplace injuries; construction accidents; product injuries; trucking accidents; auto injuries; medical negligence and crime victim advocacy. Ernie is a lifelong Gloucester County resident, living in Mullica Hill with his wife and children. Ernie worked his way through school as…

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Jeremiah J. Atkins
Attorney

Jeremiah J. Atkins About Mr. Atkins joined the firm of Hoffman DiMuzio in February 2010. Mr. Atkins represents individuals and corporate clients in commercial and employment litigation. Mr. Atkins’ practice covers a wide variety of employment-related matters before New Jersey State and Federal courts, with a focus on discrimination, retaliation, sexual harassment, family leave and…

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Peter J. Bonfiglio, III
Attorney

Peter J. Bonfiglio III About Mr. Bonfiglio concentrates his practice in the area of municipal court with an emphasis on defense of individuals charged with driving while intoxicated and/or refusal to submit to a breath test. Pete resides in Gloucester Township, Camden County with his wife and two of his three children.  In addition to…

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