Areas of Practice - New Jersey Employment Litigation Lawyers

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New Jersey Employment Litigation Areas of Practice

The employment litigation attorneys at Sattiraju Law Firm, PC have extensive experience working in various practice areas. These practice areas include the following:

Workplace Discrimination

Under state and federal law, it is unlawful for an employer to treat an employee differently because of the employee’s age, disability, gender, pregnancy, sexual orientation, gender identity, race, color, ancestry, nationality, national origin, religion, marital status, civil union status, domestic partnership status, or military service.

Discrimination in the workplace occurs when the employer takes an adverse employment action because of someone’s legally protected characteristic. An adverse employment action can include many actions by the employer including, but not limited to, hiring, firing, promotion, demotion, changes in assignment and relocation.

Please call the Sattiraju Law Firm, PC if you are being discriminated against in your employment.

Age discrimination

Age Discrimination is an increasingly common form of discrimination. Employers frequently seek to reduce the size of their workforces to increase profits and efficiencies. Older employees are also selected in reductions in force because they are the most highly compensated employees. There is a misconception that younger employees are more driven and have less personal commitments. Examples of these ageist comments including calling younger employees being “fresh blood” or having “new ideas.” Discriminatory employees refer to older employees as being “outdated” or not “adapting to changed circumstances.” High-level corporate documents, such as succession plans, explicitly note ages and speculate whether it is worthwhile to promote older workers.
Age discrimination can be very painful because it is more difficult for older workers to find comparable employment. If you are subject to age discrimination, the Sattiraju Law Firm, PC can help you.

Pregnancy discrimination

Employers often regrettably attempt to fire pregnant employees. Pregnancy discrimination can be best proven through a simple timeline. Victims of pregnancy discrimination are often told that they are not doing a good job after announcing her pregnancy, after having no prior performance issues.

Disability discrimination

Employees with disabilities are frequently discriminated against because they require legally protected accommodations and/or leaves of absence. Employers often perceive accommodations and leaves of absence as disruptive to business and costly. Disability discrimination often occurs because of a misconception that employees who become disabled can no longer do their jobs.
Employees should understand that the term disability includes physical, mental and emotional disabilities, or even the perception that an employee is disabled.

Race and National Origin Discrimination

Our firm has achieved outstanding results representing victims of overt discrimination wherein racial slurs are used in the workplace. However, race and national origin discrimination is rarely overt in the workplace, and employers and supervisors often mask their discriminatory motives. Race discrimination is often more indirect and subtler, and involves promotional, demotion, compensation or termination decisions.

Even without direct evidence, circumstantial evidence is enough by itself to prove discrimination, such as inconsistent or untrue reasons for termination.

National origin discrimination cases generally involve discrimination against immigrants. However, Americans are also subject to discrimination by companies based in foreign countries that do not have anti-discrimination laws. Many countries favor employees from the country where the company is based. As such Americans can face discrimination in the form of a “glass ceiling” where employees from the home country obtain key promotions.

Please call the Sattiraju Law Firm, PC if you are being or have been discriminated against because of your race or national origin.

Accommodations and Leaves of Absence

State and federal law requires employers to provide reasonable accommodations to disabled employees that do not impose an undue hardship on the employer. Accommodations can include renovations to work sites, adjusting work schedules, leaves of absence, and purchase or modification of equipment.
The employer is obligated to inquire whether the employee needs accommodations even if the employee has not requested accommodations. There are no magic words needed to trigger an employer’s obligation to accommodate. The law requires both sides to communicate about what accommodations are necessary and workable, which is called the “interactive process.” In other words, neither the employee nor the employer can refuse to explore other possibilities than what they initially proposed.

In addition, the Family and Medical Leave Act and the New Jersey Family Leave Act provide certain employees who have worked for an employer with leave if they meet certain criteria.
Please call the Sattiraju Law Firm, PC if you have been denied accommodations or leaves of absence.

Hostile Work Environment

In New Jersey, it is unlawful to discriminate against an employee because of his/her age, disability, gender, pregnancy, sexual orientation, gender identity, race, color, ancestry, nationality, national origin, religion, marital status, civil union status, domestic partnership status, or military service.

A hostile work environment is workplace conduct by a supervisor or co-worker (or even a vendor or customer) that is directed at an employee because of these legally protected categories. The conduct must be severe or pervasive enough for a reasonable person of the same protected category to believe that the conditions of employment have been changed to make the work environment hostile.

A hostile work environment is not any workplace that is merely unpleasant. An unlawful hostile work environment is one in which the hostility is directed at the employee because of a legally prohibited discriminatory or retaliatory motive. For example, with sexual harassment, the unlawful motive is discrimination on the basis of the targeted employee’s sex. Most sexual harassment cases involve statements or actions that are explicitly sexual in nature.

In order to be legally actionable, the conduct must be severe or pervasive. “Severe” refers to a small number of incidents that are particularly bad. Even a single incident of sexual harassment is unlawful if it is severe enough. “Pervasive” refers to many incidents that are not that actionable in isolation, but constitute a hostile work environment when taken together.

The Sattiraju Law Firm has achieved great success in representing victims of hostile work environments, including obtaining the largest jury verdict (for $22.6 million) in the history of the New Jersey Law Against Discrimination.

Please call the Sattiraju Law Firm, PC if you have suffered a hostile work environment in New Jersey or New York.

Whistleblowing and Anti-retaliation

The New Jersey Conscientious Employee Protection Act is one of the most sweeping anti-retaliation laws in the country. The New Jersey Law Against Discrimination, and many aspects of New York law, have strong anti-retaliation provisions for employees that report illegality to their employers or to the government.

New Jersey’s Conscientious Employee Protection Act protects employees who (a) reveal information to a supervisor or the government (which includes filing a lawsuit or testifying before a public body), or (b) object to something, or (c) refuse to participate in something they believe is illegal.

In order to be protected from retaliation, a whistleblower does not need to cite a specific law or public policy. Whistleblowers do not even have to be correct that the underlying conduct is illegal if they reasonably believe that the wrongful conduct was unlawful, improper healthcare, or in violation of a public policy protecting the general public or the environment.

The Sattiraju Law Firm has earned impressive victories in appellate courts and before juries in whistleblower cases, and has obtained significant settlements for our whistleblower clients.

Please call the Sattiraju Law Firm, PC if you have been retaliated against because you blew the whistle on unlawful conduct.

Severance Review

Many companies offer their terminated employees severance packages, which is a promise to continue paying salary and benefits for a specified length of time in exchange for complicity with certain terms. We can review your severance package to determine whether it can be revised to be more fair to you.


Finding the Right Employment Lawyer

Find The Right Employment Lawyer

 

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New Jersey Employment Resources [Interactive Map]

Below is a list of employment & career resources in New Jersey, including career counselors and staffing agencies.


The present day employment scenario is far better than it was in the past but it is still far form perfect.

If you find yourself facing unfair or unethical treatment in the workplace, seek representation from a competent employment lawyer to fight for your justice.

Each year, about 150,000 people are wrongfully terminated in the United States.

The 2011 National Business Ethics Survey reported –

  • 45% of US workers observed wrongdoing
  • 65% of those who witnessed wrongdoing reported it
  • 22% of those who reported wrongdoing said they experienced retaliation
  • 46% of those who observed wrongdoing but chose not to report it, cited fear of retaliation as the reason
Why do people look for an employment lawyer? – Top 10 Reasons:
  1. Fired as a result of complain against employer
  1. Terminated from a long term job
  1. Employment Law issues
  1. Previous employer created trouble
  1. Whistleblower retaliation
  1. Framed and set up by employer for wrongful termination
  1. Surprise termination
  1. Multiple, long-standing issues with employer
  1. Harrassment & Discrimination
  1. Employment Contractual issue

Based on our survey of 100 legal reviews, 93% were 5 star ratings.  

The following attributes strongly contributed to the ratings:

Intelligence (6%)

Reviewers said:

“His writing is very effective: tight, intelligent, strong, matter-of-fact. He stated his/my case so succinctly and so firmly. I knew this would be settled.”

“calculating, extremely intelligent, explains everything to you so that YOU understand what’s going on.”

 “In addition to being intelligent I found him be a man of integrity with an excellent work ethic and would not

hesitate to hire him again.”

Helpfulness (21%)

Reviewers said:

“Treated us as he would have wanted his family treated. Everyone at his firm was helpful and very friendly.”

“Was very helpful, professional, and reassuring throughout the course of my case. He was able to handle

everything for me during a difficult time.”

“He listened to my story with empathy and gave me direction, found lawyers who could help.”

Knowledgeable (20%)

Reviewers said:

“Not only he is very knowledgeable and skilled in the area of law but he also cares for the best interest of his

clients.”

“Very knowledgeable in her field and actually took the time to research other areas of the law to provide the most accurate information about our case.” 

“The staff and attorney’s were very patient, kind and knowledgeable.”

“A kind, knowledgeable man. He is a credit to his profession.”

Professionalism (24%)

Reviewers said:

” An extremely professional, knowledgable, straight forward, realistic, focused attorney who is dedicated to his profession and his clients.”

“he represented my case with professionalism and expertise.”

“Goes about his business in a very professional manner and all of his work is flawless and is done in a timely fashion.”

Responsiveness (20%)         

Reviewers said:

“Was always respectful and always responded to phone calls and emails promptly.”

“Was always prompt in answering all my questions via email or phone.”

 “Always returned to my emails and calls promptly and addressed any questions I had in language I would

understand.”

Ravi is the best and all I can say is that he is exactly what one would expect a lawyer to be. There was a night and day difference between Ravi and our initial counsel. 


Ravi is upfront about everything, gave us all the pros and cons and followed up all the time. The other great thing is that he was able to get a Pro Hac Vice to represent us in California.”

The remaining 7% was negative feedback due to things like:
  • Not keeping in touch
  • Incompetence and not worth the money
  • Lump sum bill without any fruitful result
  • Terrible behavior
  • Extremely disinterested and annoyed
  • Bad client service

What Should You Expect To Pay (On an average)

A charge of between $75 and $250 for a one-hour consultation is typical.

Hypothetically, if a case settles quickly for $50,000, the lawyer can claim 25% ($12,500).

But if the same case does not settle and the plaintiff is awarded the same $50,000 at trial, the lawyer then charges for his or her time, which could be upwards of $25,000.

If there is a settlement or court award, an agreed upon percentage is then paid to the lawyer; usually anywhere from 20%33%

 

When hiring an Employment Lawyer look for attributes such as:

  1. Experience

It is most important that you hire an attorney who has employment law experience and regularly works on cases in this area of law.

  1. Willingness to go to court

Retain somebody who, under the right circumstances, is willing and able to represent you in trial.

  1. Budget-friendly

You should discuss the fees you can expect right from the very beginning.

  1. Professionalism

Look for a professional who is well- versed with the intricacies of employment law.

  1. Authenticity

Check for the authenticity of the firm for which the lawyer is working.

  1. Intense Knowledge on Litigation

It is important to hire a qualified lawyer, who has a deep knowledge on the subject and is specially trained to handle the cases related to employment law.