Articles Tagged with punitive damages

The New Jersey Law Against Discrimination (“LAD”) requires employers to provide reasonable accommodations to disabled employees to permit them to be able to continue to perform their jobs.

Ordinarily, an employee who brings a discrimination case under the LAD has to prove the discrimination led to an adverse employment action such as being fired, demoted, or passed up for a promotion.  However, in a recent published opinion, Richter v. Oakland Board of Education, New Jersey’s Appellate Division ruled that an employee can recover damages for a physical injury caused by the employer’s failure to accommodate her disability without having to prove she suffered an adverse employment action.

Mary Richter is a science teacher for the Oakland Board of Education at Valley Middle School.  During the first marking period of the 2012/2013 school year, her lunch period was scheduled to begin at 1:05 p.m.  Ms. Richter has Type I diabetes and believed eating her lunch that late in the day would negatively impact her blood sugar levels.  Accordingly, she asked her school’s principal, Gregg Desiderio, to allow her to eat her lunch earlier in the day.

Sexual harassment at workA recent unpublished opinion from the New Jersey Appellate Division holds that employees cannot waive in advance their right to recover punitive damages under the New Jersey Law Against Discrimination (“LAD”).

Milagros Roman worked for Bergen Logistics LLC as a human resources generalist. She claims that her immediate boss, Human Resources Director Gregg Oliver, made sexual advances toward her.  She further alleges that Mr. Oliver retaliated against her by firing her because she complained about the sexual harassment.

Ms. Roman filed a lawsuit against Bergen and Mr. Oliver, claiming they harassed and retaliated against her in violation of the LAD.  The defendants filed a motion to dismiss her case and refer it to arbitration.  They relied on the fact that when Bergen hired Ms. Roman, she signed an arbitration agreement that required her to resolve any disputes relating to her employment relationship in binding arbitration rather than in court.  That agreement includes a provision which states that: “BY SIGNING THIS AGREEMENT YOU AND COMPANY ARE WAIVING ANY RIGHT, STATUTORY OR OTHERWISE, TO A TRIAL BY JURY AND TO PUNITIVE AND EXEMPLARY DAMAGES.”