2023 Workplace Harassment Update
Member Price: $24
Non-Member Price: $30
Areas of Law: Labor & Employment
Since the “#MeToo” movement, we have seen a heightened awareness about workplace harassment. New Jersey anti-harassment laws have long been in place and have a long litigation lineage. Under the LAD, harassment does not have to be sexual. The LAD covers a wide range of protected classes, including sex, age, race, ancestry, religion, sexual orientation or gender identity or expression, mental or physical disabilities, HIV status, familial status, domestic partnership status, and several other areas relating heredity and genetic characteristics.
Workplace harassment claims are very fact-sensitive, and not every offensive act will be deemed offensive under the LAD. The offending conduct must be “severe and pervasive” and “intimating, hostile and offensive.” In recent years, New Jersey courts have taken a closer look at the meaning of this language. In Armando Rios v. Meda Pharmaceutical (June 2021), the New Jersey Supreme Court held that a single incident could create a hostile work environment in rare and extreme cases.
Our distinguished panel examines New Jersey harassment law and litigation and provides practical and thoughtful advice for both plaintiffs and defense attorneys.
Who should purchase?
- Attorneys representing employers or employees
- Corporate and in-house counsel
- General practitioners and others wanting to expand into this area of practice
- Human resources professionals
- Corporate officers
- Advising clients about harassment training and reporting procedures
- Important cases and case law update
- Handling investigations, and the implications of in-person vs. remote
- The role of in-house and outside counsel in litigation (tentative – dependent on securing in house counsel to speak on this program)
- Issues relating to discovery and damages
- Social media and workplace harassment Issues
- Practical tips for litigating and settling workplace harassment claims
- Enforcing pre-dispute arbitration agreements as a condition of employment