Employment Lawyer | Serving Hackensack, NJ
New Jersey Labor and Employment Law Firm
25 Main Street, Suite 104
Hackensack, NJ 07601
The New Jersey Labor and Employment Lawyers of Deutsch Atkins P.C. have been practicing employment law for decades.
Deutsch Atkins, P.C.handles scores of employment cases, representing managers, high-end employees and professionals in:
Areas of litigation practice include, but are not limited to:
Mr. Atkins has been selected as a New Jersey Employment Litigation Super Lawyer for 2005-Present, and Mr. Deutsch 9 out of the last 10 years. The firm and Mr. Atkins are AV-rated under Martindale Hubbell's peer review rating system. Mr. Deutsch has been the host of a radio show dealing with employee rights. Mr. Atkins has been a frequent commentator on Court TV and often speaks at continuing legal education seminars.
If you are involved with an employment dispute concerning wrongful termination, sexual harassment, discrimination, wage and overtime issues, employment contracts, negotiation of severance packages, or public sector employee issues you should immediately consult with employment attorneys at Deutsch Atkins.
Businesses will also typically retain an employment attorney to provide counsel on businesses rights, options under labor and employment laws and to provide advocacy, including representation in mediations, arbitrations and litigation. Retaining the service of Bruce Atkins for these and other similar purposes will save your businesses a lot of legal hassles down the road.
If you or someone you know has a labor issue and are in need of an attorney who will zealously represent your interests, then contact New Jersey Employment Attorneys Deutsch Atkins P.C. toll free at 866-615-3234 or by completing the attached contact information form.
For covered, nonexempt employees, the FLSA requires overtime pay at a rate of not less than one and one-half times an employee's regular rate of pay after 40 hours of work in a workweek. Some exceptions to the 40 hours per week standard apply under special circumstances to police officers and fire fighters employed by public agencies and to employees of hospitals and nursing homes.
Some states have also enacted overtime laws. Where an employee is subject to both the state and Federal overtime laws, the employee is entitled to overtime according to the higher standard (i.e., the standard that will provide the higher rate of pay).
Discrimination generally occurs when an employee is intentionally treated differently because of the employee`s race, color, religion, national origin, disability, gender, sexual orientation (depends on state) or age because of the employer`s system, such as its hiring process, has a negative effect on people in the protected categories or classes. To prove unlawful discrimination, employees must be able to show that an action affecting employment was based on the fact that the employee belongs to a protected class. If the action is intentionally discriminatory, it is called disparate treatment. If the operation of the employer`s system had an unintentional discriminatory effect, it is said to have a disparate impact. Even if the employee`s evidence is sufficient to show discrimination, an employer may be able to justify this action by proving that there was a business necessity for it or that a legitimate job qualification required consideration of a factor that had an unintentional discriminatory effect. When the employer makes such a legitimate justification, the employee must show that discrimination, not the employer`s justification, was the true reason for the action.
Employment at-will is a term that appears in most employment contracts. It implies that either party is entitled to terminate the agreement without notice for any reason, unless the termination violates federal or state laws or public policy. A notice period may be specified by company policy, for example, in the Employee Handbook, and this could affect at-will status.
The workers` compensation system provides payment to workers who are unable to perform their duties because of an injury or illness sustained in the workplace. In most situations, the employer`s liability is limited to paying wages and medical expenses. Each state has its own statute. If an employee can prove that the employer intentionally caused the illness or injury then the damages can be far more significant.