On October 15, 2019, the New Jersey Civil Service Commission (CSC) published the Statewide Domestic Violence Policy (DVP), and it mandates that all public employers must adopt some form of the policy.
Public Employers and Employees
We provide legal defense representation to municipal entities and employees throughout New Jersey. Our clients include public agencies working in the fields of law enforcement, corrections, health care, education and overall public welfare. We represent school administrators, teachers, school boards, government and/or municipal administrators, law enforcement officials, police officers, corrections officers, as well as all manner of other professionals from all areas of the public business arena.
We regularly counsel our clients on such issues as:
- Civil rights and the workplace
- Monell Claims / claims raised as to municipal entities
- Title VII of the Civil Rights Act
- Federal Claims of Civil Rights Violations by State employees
- Immunities afforded to public employees
- Legal Defense Initiatives on behalf of municipal agencies
- Defense of law enforcement officers
- Defense of corrections officers
- Defense of sheriff’s officers
Related Blog posts
In New Jersey, public entities and their employees are offered numerous protections and immunities from civil liability for tort actions by the State’s Tort Claims Act, N.J.S.A. 59:1-1, et seq. New Jersey’s Governor, Phillip Murphy, recently signed a bill into law that will eliminate some of those protections in cases involving allegations of sexual abuse or assault.
This blog discusses a recent New Jersey Appellate Division decision that makes clear that general reference of a law, policy or regulation may not be enough to support a claim under CEPA. Learn about how plaintiffs can support a viable CEPA claim and how this relates to the conduct or action causing the complaint.
When Personal Matters Become Office Problems – The Impact of Marriage and Divorce (and Everything In Between) on the Workplace
No two relationships are alike and many do not fit neatly into a “label”. For those employees not single, married, or divorced, but rather somewhere in between, does the law protect them from discrimination based on their marital status?