{"id":560,"date":"2013-08-02T00:00:00","date_gmt":"2013-08-02T04:00:00","guid":{"rendered":"http:\/\/events-lindabury.blawgcloud.com\/2013\/08\/the-supreme-court-eases-burden-for-retaliation-claims-under-the-lad.html"},"modified":"2025-02-05T11:31:38","modified_gmt":"2025-02-05T16:31:38","slug":"the-supreme-court-eases-burden-for-retaliation-claims-under-the-lad","status":"publish","type":"post","link":"https:\/\/www.lindabury.com\/firm\/insights\/the-supreme-court-eases-burden-for-retaliation-claims-under-the-lad.html","title":{"rendered":"The Supreme Court Eases Burden for Retaliation Claims Under the LAD"},"content":{"rendered":"

By: Kathleen M. Connelly<\/strong><\/p>\n

By unanimous decision in the recent case of (July 17, 2012), the New Jersey Supreme Court<\/a> extended greater protection to employees blowing the whistle on suspected violations of law in the workplace. While the decision may have some positive implications for employers, several aspects of the ruling may well spawn increased litigation.<\/p>\n

Siding with employees, the court ruled that in actions under the New Jersey Law Against Discrimination<\/a> (LAD), an employee alleging unlawful retaliation for having complained of discriminatory behavior in the workplace need only show that he\/she had a good faith belief that the alleged conduct violated the LAD. The employee is not required to point to an actual victim of discrimination, and the fact that the employee was wrong and complained of conduct that was in fact entirely lawful will not bar a retaliation claim. This holding could significantly expand the number of employees eligible to pursue unlawful retaliation claims in response to a termination or other adverse employment action.<\/p>\n

Continue Reading \u203a<\/a><\/div>\n","protected":false},"excerpt":{"rendered":"

By: Kathleen M. Connelly By unanimous decision in the recent case of (July 17, 2012), the New Jersey Supreme Court extended greater protection to employees blowing the whistle on suspected violations of law in the workplace. While the decision may have some positive implications for employers, several aspects of the ruling may well spawn increased […]<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[65,247],"tags":[],"coauthors":[139],"class_list":["post-560","post","type-post","status-publish","format-standard","hentry","category-insights","category-labor-employment-insights"],"acf":[],"yoast_head":"\nThe Supreme Court Eases Burden for Retaliation Claims Under the LAD — August 2, 2013 — Lindabury, McCormick, Estabrook & Cooper, P.C. Firm News & Events<\/title>\n<meta name=\"description\" content=\"By: Kathleen M. 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