Scarinci Hollenbeck
The Firm
201-896-4100 info@sh-law.comAuthor: Scarinci Hollenbeck|February 24, 2014
Pregnancy and childbirth are now protected categories under New Jersey’s Law Against Discrimination (NJLAD). Gov. Chris Christie signed the amendment to the NJLAD on January 21, 2014, and such change was effective immediately.
New Jersey is the latest state in the country to strengthen protections against pregnancy discrimination, joining Alaska, California, Connecticut, Hawaii, Illinois, Louisiana, and Texas. Several large cities, including New York City, have also enacted similar employment laws.
While federal laws such as the Pregnancy Discrimination Act and the Americans with Disabilities Act (ADA) both protect pregnant workers, these latest state and municipal law enactments are generally more comprehensive. The NJLAD not only prohibits pregnancy discrimination, but also imposes new workplace accommodation requirements on employers that go well beyond normal disability accommodations.
Below are several key provisions of the new law:
New Jersey employers should carefully review and revise their workplace policies and procedures in light of the NJLAD amendment. Given the potential penalties for noncompliance, it is also imperative to train managers and human resources personnel regarding the new obligations.
If you have any questions about the NJLAD amendment or would like to discuss changes that may be required to your company’s employment policies and procedures, please contact me, Gary Young, or the Scarinci Hollenbeck Labor and Employment Law attorney with whom you work.
The Firm
201-896-4100 info@sh-law.comPregnancy and childbirth are now protected categories under New Jersey’s Law Against Discrimination (NJLAD). Gov. Chris Christie signed the amendment to the NJLAD on January 21, 2014, and such change was effective immediately.
New Jersey is the latest state in the country to strengthen protections against pregnancy discrimination, joining Alaska, California, Connecticut, Hawaii, Illinois, Louisiana, and Texas. Several large cities, including New York City, have also enacted similar employment laws.
While federal laws such as the Pregnancy Discrimination Act and the Americans with Disabilities Act (ADA) both protect pregnant workers, these latest state and municipal law enactments are generally more comprehensive. The NJLAD not only prohibits pregnancy discrimination, but also imposes new workplace accommodation requirements on employers that go well beyond normal disability accommodations.
Below are several key provisions of the new law:
New Jersey employers should carefully review and revise their workplace policies and procedures in light of the NJLAD amendment. Given the potential penalties for noncompliance, it is also imperative to train managers and human resources personnel regarding the new obligations.
If you have any questions about the NJLAD amendment or would like to discuss changes that may be required to your company’s employment policies and procedures, please contact me, Gary Young, or the Scarinci Hollenbeck Labor and Employment Law attorney with whom you work.