Discrimination

Federal Court Lets New Jersey Teacher Age Discrimination Case Move Forward After Transfer Denial

December 21, 2025 | by Jonathan I. Nirenberg

Employees in New Jersey have legal protections against age discrimination, including when you apply for a new role within the same organization. In a recent decision, Campagna v. Washington Township Public Schools, the United States District Court for the District of New Jersey denied the employer’s motion for summary judgment and allowed the case to proceed toward trial. In plain terms, the judge ruled that a jury could reasonably find that age played a role in the decision not to allow the employee to advance to the second round of interviews for the position.

If you are searching for a Bergen County employment lawyer because you believe your employer passed you over due to age, this opinion can help you understand they type of facts that may support your claim. bigstock-Portrait-Of-Athletic-Mature-Ma-336131452

The Background

Guy Campagna worked for the Washington Township Public School District as a physical education teacher. He began with the District in 2006 and served as the sole PE teacher at an elementary school. According to the court’s opinion, he maintained a clean disciplinary history, received positive evaluations, and was recognized as the District’s Teacher of the Year for the 2017 to 2018 academic year.

Federal Court Allows Claims Against Senior Executives to Proceed in New Jersey Discrimination Case

November 21, 2025 | by Jonathan I. Nirenberg

When you report discrimination at work, it can feel like the people at the top of the corporate ladder are untouchable. A recent federal decision from the District of New Jersey, Dominguez v. Novo Nordisk Inc., shows that senior executives can be held accountable when they allow discrimination or retaliation.

For N bigstock-Stressed-Millennial-Woman-List-227492101 ew Jersey employees looking for guidance from a Bergen County employment lawyer, this case reinforces that the New Jersey Law Against Discrimination (NJLAD) does not just apply to conduct by immediate supervisors or the company itself. It also extends to actions by decision-makers who participate in or ignore unlawful conduct.

What Happened in Dominguez v. Novo Nordisk

The plaintiff, Roxann Dominguez, worked for Novo Nordisk as a Regional Account Executive and later as the Director of National Accounts Strategic Planning. Based in Texas, she frequently interacted with the company’s leadership in New Jersey, where much of its operations were centered.

Federal Court Allows Flight Attendant’s Disability and Leave Claims to Proceed Against United Airlines

October 14, 2025 | by Jonathan I. Nirenberg

Employees in New Jersey have strong legal protection against workplace discrimination, retaliation, and interference with medical leaves. A recent decision in Naranjo v. United Airlines, Inc. reinforces those rights, particularly for workers managing chronic health conditions. The federal court’s opinion allows a former flight attendant’s disability discrimination and Family and Medical Leave Act (FMLA) claims to proceed to trial, rejecting the airline’s motion to dismiss the case.

The Background of the Case

Samantha Naranjo worked as a flight attendant for United Airlines from 1999 until the company fired her in June 2022. During her employment, she was diagnosed with Crohn’s disease—a serious, chronic medical condition that can cause severe digestive flareups. To manage her condition, Ms. Naranjo regularly applied for intermittent medical leaves under the FMLA.

In May 2022, Ms. Naranjo called out of work due to her Crohn’s symptoms. A few days later, she tested positive for COVID-19 and followed the company’s policies for pandemic-related absences. However, despite notifying her supervisors and providing documentation, United still gave her an attendance point for her May 13 absence. Under United’s strict attendance policy, employees who accumulate 30 or more “points” face termination.

New Jersey Court Revives Employee’s Hostile Work Environment Claim

September 26, 2025 | by Jonathan I. Nirenberg

Workers in Bergen County and across New Jersey have the right to a workplace free of harassment. A recent decision from the Appellate Division, Burga v. UniFirst Corp., demonstrates that courts will allow sexual harassment claims to move forward when there is evidence of a hostile work environment and inadequate employer response.

bigstock-Sexual-Harassment-At-Workplace-364241905 This case serves as an important reminder that employees who experience sexual harassment and retaliation can challenge the employer’s actions under the New Jersey Law Against Discrimination (LAD).

The Facts of the Case

Daniela Burga began working for UniFirst Corporation in 2019 as a customer service representative. Her role involved managing client accounts and working closely with route service managers. Four of her assigned routes were supervised by Victor Gomez, a UniFirst manager.

New Protection for Employees From Political Speech by Employers

September 3, 2025 | by Jonathan I. Nirenberg

Today, Governor Murphy signed into law an amendment to a New Jersey employment law that will protect most employees from being forced to listen to their employer’s political or religious opinions. The statute is expressly intended to ensure that workers are permitted to perform their jobs rather than having to listen to their employer’s political speech.

More specifically, the amended law prohibits employers from requiring employees to attend an employer-sponsored meeting, or requiring them to participate in communications with the employer, that express the employer’s opinion about religious or political matters. It defines “political matters” to include the decision to join or support any political party, or any political, civic, community, fraternal, or labor organization or association. It also includes electioneering, which means communications that advocate for a political candidate within 30 days of a primary election or within 60 days of a municipal, runoff, school board, special or general election, as well as other communication that clearly identify a public question or referendum, or that no reasonable person could interpret in any way other than to communicate support or opposition regarding a public question or referendum.

This new law includes numerous specific exceptions. For example, it does not:

Federal Court Allows Newark Employee’s Religious Discrimination Claim to Proceed

August 10, 2025 | by Jonathan I. Nirenberg

Workers in Bergen County and throughout New Jersey have the right to practice their faith without sacrificing their jobs. A recent federal decision, Aquil v. City of Newark, underscores that employees have the right not to be subjected to religious discrimination at work. The ruling confirms that, when a worker pleads enough facts to show a possible violation, the case can move forward toward a trial on the merits. bigstock-Muslim-Man-Praying-At-Mosque-67497454

The Facts of the Case

Akmal Aquil, a City of Newark employee, is a practicing Muslim. He alleges that his work schedule conflicted with his religious obligations. Specifically, he sought to attend Jumu’ah, the weekly congregational prayer each Friday. He told Newark that he could adjust his lunch break, make up time later in the day, or work additional hours during the week to ensure he still completed his job duties.

According to Mr. Aquil, the City refused these reasonable proposals and instead disciplined him for leaving work on Fridays. Specifically, Newark suspended him, claiming he had engaged in public unbecoming a public employee because he left work early to attend religious services without permission.

Supreme Court Clarifies Title VII Reverse Discrimination Standard in Ames v. Ohio Department of Youth Services

June 7, 2025 | by Jonathan I. Nirenberg

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On June 5, 2025, the United States Supreme Court issued a unanimous opinion in Ames v. Ohio Department of Youth Services, clarifying the legal standards that apply in workplace “reverse discrimination” cases. The Court held that plaintiffs are not subject to a heightened burden when alleging discrimination simply because they are part of a majority group. This decision is a significant victory for workers of all backgrounds and reinforces that Title VII protects everyone equally from discriminatory employment practices.

The Facts of the Case

Marlean Ames, a heterosexual woman, had worked for the Ohio Department of Youth Services since 2004. In 2019, she applied for a newly created management position within the agency. The role was ultimately given to a lesbian colleague. Soon after, the employer demoted Ms. Ames from her role as a program administrator to an executive secretary—a position she had held 15 years earlier. This demotion came with a significant salary reduction. Her former role was filled by a gay male employee.

Ms. Ames believed she had been discriminated against because of her sexual orientation. She filed a lawsuit under Title VII of the Civil Rights Act of 1964, alleging that both the denial of her promotion and the subsequent demotion were motivated by unlawful bias.

The Applicable Law

Title VII is a federal law that prohibits discrimination in employment on the basis of race, color, religion, sex, or national origin. In 2020, the United States Supreme Court concluded that Title VII’s protection includes sexual orientation.

When an employee claims discrimination without direct evidence, courts typically apply a burden-shifting framework. In these situations, an employee must first present a prima facie case of discrimination, which usually involves showing 1) they belong to a protected category, 2) they were qualified for the job, 3) they suffered an adverse employment action, and 4) someone outside the protected category was treated more favorably.

NJ Court Affirms Jury’s Discrimination Verdict Against Newark Public Schools

June 3, 2025 | by Jonathan I. Nirenberg

bigstock-Tensed-school-teacher-sitting-139644923 In many employment discrimination cases, it can be difficult to prove what really motivated a company’s decision to fire, demote, or pass over a qualified worker for a promotion. But sometimes, someone in power simply says the quiet part out loud—and when that happens, the law is clear. That was the situation in a recent decision from the New Jersey Appellate Division, where two longtime educators claimed they were denied promotions because of their race and age. The appellate court upheld the jury’s verdict in their favor, offering important takeaways about how direct evidence can impact the outcome of a workplace discrimination case.

The Facts

The plaintiffs, Anna D’Antonio and Donna Stridacchio, were both long-serving White women who built their careers in the Newark school system. They applied for new vice principal positions after the School District restructured and eliminated their former roles. Both women had decades of experience, advanced degrees, and administrative certifications.

Despite their qualifications, the District passed them over. It instead selected other candidates, some of whom had limited experience or negative performance histories. In response, the plaintiffs filed suit under the New Jersey Law Against Discrimination (LAD), alleging the District unlawfully used their race and age against them in the selection process.

New Jersey Appellate Court Clarifies NJFLA Protections in Recent Decision

February 19, 2025 | by Jonathan I. Nirenberg

When your employer denies you a leave to care for a loved one, it can feel like you are being forced to choose between your job and your family. Fortunately, New Jersey law provides strong protections for employees under the New Jersey Family Leave Act (NJFLA). However, as a recent appellate decision illustrates, not all employers take these rights seriously. In the case, Hyra v. Chipotle Services, a federal court in New Jersey weighs in on a case in which the employer was alleged to have terminated a pregnant employee for exercising her rights under the NJFLA.

The Facts of the Case

Angela Hyra began working for Chipotle in 2017. Chipotle promoted her multiple times, eventually making her a general manager. She had no history of disciplinary action during her nearly seven-year tenure at the company.

In June 2023, Ms. Hyra informed her direct supervisor, Kushal Sridhar, that she was pregnant. Soon after, Mr. Sridhar removed Ms. Hyra from the process of becoming a certified training manager. Mr. Sridhar also removed another pregnant employee from her role as apprentice general manager, stating that it “did not make sense” to keep her in the position since she soon would be going on maternity leave. Chipotle later gave that job to a male employee. Continue reading

DCR Revises Regulation Based on Jonathan Nirenberg’s Suggestion

December 3, 2024 | by Jonathan I. Nirenberg

The New Jersey Division on Civil Rights recently modified its proposed regulation regarding disparate impact claims based on a comment that I submitted earlier this year.

On June 3, 2024 the DCR initially proposed the new regulation to addresses disparate impact claims under the New Jersey Law Against Discrimination (“LAD”). A disparate impact claims is when a practice or policy that appears to be neutral on its face has a disproportionate negative impact on people in a particular legally-protected class, such as based on their age, race, national origin, gender, disability or sexual orientation.

The DCR’s proposed regulation would make it clear that the LAD prohibits practices and policies that have a disparate impact on members of a legally protected class even if it was not intended to be discriminatory. In other words, it is form of unlawful discrimination.