Did an Employer Punish You for Speaking Up or Asserting Claims?
It is illegal for employers to fire a worker or otherwise retaliate when that worker files a claim or reports unlawful activity. Some employers retaliate anyway, and they can be crafty about it. If you have suffered such backlash, you will need experienced and strategic representation to get justice.
Employment law attorney Jae E. Lee and the legal team at Jae Lee Law provide aggressive advocacy for workers across Bergen County who have suffered illegal employer retaliation. We pursue maximum damages for the financial and emotional impact on your life.
Contact our law firm today online or by telephone at 201-346-3800 to speak with an experienced employment retaliation lawyers.
Termination • Harassment • Whistleblower Retaliation • Constructive Discharge
Under state and federal laws, employees are protected from adverse employment actions in retaliation for:
Retaliation takes many forms, including wrongful termination, transfer or reassignment, harassment, demotion, docked pay or formal disciplinary actions. Sometimes, the retaliatory discharge or backlash is immediate. In many cases, as a prelude to termination, employers will give the worker negative performance reviews or write them up for minor violations. Sometimes, employers create such an unbearably hostile work environment for the employee that he or she quits, in which case the employee can still sue for constructive discharge.
- Reporting safety violations
- Reporting environmental violations
- Reporting fraud or criminal activity
- Claiming sexual harassment or job discrimination
- Filing a workers’ compensation claim
- Corroborating a co-worker’s claim
New Jersey Laws That Protect You From Retaliation
New Jersey gives workers some of the strongest protections in the country against employer backlash. Two state laws do much of the heavy lifting, and federal statutes add another layer of coverage on top of them.
The Conscientious Employee Protection Act
The Conscientious Employee Protection Act, often called CEPA, is widely regarded as one of the broadest whistleblower laws in the nation. It protects you when you object to, refuse to take part in, or report an activity that you reasonably believe is illegal or against public policy. You do not have to be correct that the conduct was unlawful. You only need a reasonable, good-faith belief that it was, which means honest workers stay shielded even when the facts later prove more complicated.
The New Jersey Law Against Discrimination
The New Jersey Law Against Discrimination, known as the NJLAD, makes it unlawful for an employer to punish you for opposing discrimination or for filing or supporting a complaint. This protection extends to claims involving age, disability, gender, and other protected characteristics. If your employer pushed back after you raised one of these issues, you may be able to pursue a state claim in addition to any federal remedy.
Federal law reinforces these state protections. Title VII of the Civil Rights Act, the Americans with Disabilities Act, the Family and Medical Leave Act, and federal wage and safety laws all forbid punishing workers for asserting their rights. Retaliation claims are remarkably common, and according to the U.S. Equal Employment Opportunity Commission, retaliation was the most frequently cited claim in charges filed nationwide, accounting for 55.8 percent of all charges in a recent reporting year.
How We Build a Retaliation Case
Proving retaliation means connecting the dots between your protected activity and the harm that followed. We approach each case methodically so that the link is clear and difficult for an employer to explain away.
Timing and the Pattern of Treatment
Timing often tells the story in these cases. When discipline, demotion, or a retaliatory firing follows shortly after you reported wrongdoing, that close sequence can be powerful evidence of motive. We gather emails, performance records, witness accounts, and personnel files to show whether the employer’s stated reason holds up or simply masks punishment.
Evidence That Exposes a Cover Story
We also look for inconsistencies along the way. If you received strong reviews for years and then suddenly faced write-ups after speaking up, that shift matters significantly. Our team compares how you were treated against coworkers who did not report anything, which can reveal a double standard that supports your claim. For workers who left because the conditions became intolerable, we develop the facts needed to show that a wrongful termination by another name still counts as constructive discharge.
Compensation Available in a Retaliation Claim
When an employer breaks the law, you may be able to recover far more than just your lost paycheck. The remedies available depend on the facts of your situation and the statutes that apply.
Damages can include back pay for wages and benefits you lost, front pay for future earnings, and reinstatement to your position when that is appropriate. Many workers are also entitled to compensation for the emotional toll of the ordeal. In cases involving especially malicious conduct, the law may allow punitive damages meant to punish the employer and deter similar behavior. Successful claimants can often recover attorney fees as well, which makes pursuing justice more accessible. We have recovered millions for clients over the years, and our case results reflect the value we fight to secure.
Why Bergen County Workers Choose Jae Lee Law
Choosing the right advocate can shape the outcome of your case. Workers across Bergen County turn to our firm because we pair seasoned courtroom skill with genuine care for the people we serve.
Attorney Jae E. Lee brings nearly 30 years of experience and a record of substantial recoveries. Behind her stands a team with more than 100 years of combined legal experience, and we are proactive rather than merely responsive, preparing every matter as if it will go to trial so that an employer who refuses a fair resolution must answer to a jury. Our team also serves clients in English, Korean, Spanish, Russian, and Ukrainian, so you can discuss your situation in the language where you feel most comfortable.
