Employee Rights Attorneys

Representing the best interests of employees in New Jersey and New York

Employees have legal rights — and when those rights are threatened, the consequences can affect your career, reputation, and financial security.

At The Salvo Law Firm, P.C., we represent individuals facing discrimination, harassment, retaliation, and other unlawful workplace conduct under federal and state law. We understand how disruptive and stressful these situations can be, and we guide our clients with clarity, steady counsel, and strategic advocacy.

If you believe your employer has violated your rights, we invite you to contact our firm for a confidential consultation. We will evaluate your circumstances, explain your options, and position your case for the strongest possible outcome.

Discrimination

State and federal law prohibit an employer from terminating you for discriminatory reasons.  Or for not hiring you or promoting you for discriminatory reasons.  For example, if you were terminated/not hired/not terminated because you are older, disabled, black, gay, pregnant, etc., your employer has broken the law.  More

Wrongful Termination

Most employees in New Jersey and New York are “at will”; that is, they can be fired without the employer having to state a reason.  For example, it is not illegal for an employer to fire someone simply because they do not like them (unless they do not like them because they are older, disabled, black, gay, pregnant, etc.!).  But if you were fired for a discriminatory reason, then you were wrongfully terminated and probably have a claim against your former employer. More

Whistleblowers

When employees face unsafe working conditions or illegal activities at the hands of businesses they work for, they are tempted to stay silent in order to protect their jobs and their livelihood. State and federal laws have been implemented to protect people who feel compelled to cite safety violations, illegal activities, and undocumented injuries to the people who govern how businesses operate. Whistleblowers are selfless heroes who have changed the landscape of the working world. More

Sexual Harassment

Federal and state laws have been implemented to protect the rights of workers who face discrimination, harassment, and offensive behavior in the workplace. If you have been the victim of sexual harassment, state and federal laws dictate actions that you may take in order to hold offenders accountable and protect your rights. More

Retaliation

Everyone who legally enters the workforce has rights that they can exercise in order to protect their livelihood and, sometimes, the safety of coworkers. In some cases, people need to dispute wage and hourly issues without fear of their employer saying “take it or leave it” and finding another person who will work under illegal terms. Other times, individuals are compelled to inform a governing body about unsafe working conditions or other illegal activities through whistleblowing. More

Gender Discrimination

Gender discrimination occurs when employment decisions are influenced by bias rather than performance. Employers may not make decisions about hiring, termination, promotion, compensation, or discipline based on an employee’s sex or gender.

Gender bias can appear in subtle ways — exclusion from leadership opportunities, unequal pay, harsher scrutiny, or stereotyping about roles and responsibilities. If your treatment at work appears tied to your gender rather than your merit, you may have a claim under New Jersey or New York law.

 Pregnancy Discrimination

 Pregnancy discrimination includes adverse treatment related to pregnancy, childbirth, or related medical conditions. This can involve termination, demotion, denial of promotion, forced leave, or refusal to provide reasonable accommodations.

Both New Jersey and New York provide strong protections for pregnant employees. Employers must engage in a good-faith interactive process and provide reasonable accommodations where appropriate. If your employer is treating your pregnancy like a liability rather than a protected condition, we may be able to help.

Race, National Origin, and Religious Discrimination

Employment decisions may not be based on race, ethnicity, ancestry, national origin, or religion. This includes discriminatory hiring practices, disparate discipline, denial of advancement, or tolerating offensive remarks and conduct in the workplace.

Religious discrimination also includes the failure to accommodate sincerely held religious beliefs or practices. When bias influences workplace decisions, we carefully evaluate the facts and advise you on the most effective strategy moving forward.

Disability Discrimination

Employees with disabilities are protected from discriminatory treatment in all aspects of employment. This includes hiring, assignments, discipline, promotions, and termination.

Disability discrimination cases often involve both unequal treatment and failure to accommodate. Employers must engage in an interactive process and provide reasonable accommodations that allow qualified employees to continue to perform their roles. When that process breaks down, legal protections may apply.

Age Discrimination

Age discrimination frequently affects experienced professionals and executives. Employers may attempt to replace higher-paid or senior employees with younger workers, rely on stereotypes about adaptability, or use restructurings to mask discriminatory motives.

Both federal and state law protect employees age 40 and over. Age discrimination cases require careful analysis of comparators, timing, internal communications, and workforce patterns. Our firm has handled numerous age-related claims and understands how to identify and develop the evidence that supports them.

Sexual Harassment

Sexual harassment includes unwelcome comments, inappropriate conduct, pressure for sexual favors, or behavior that creates an intimidating or degrading workplace. It does not need to involve physical contact to violate the law.

Employers have a duty to prevent and correct harassment. When they fail to act, employees may have the right to pursue accountability and compensation.

Hostile Work Environment

A hostile work environment exists when discriminatory or abusive conduct becomes severe or pervasive enough to alter the conditions of your employment.

These cases often involve patterns of behavior — repeated comments, exclusion, humiliation, or intimidation. Determining whether conduct meets the legal threshold requires careful factual analysis and strategic presentation of evidence. Call us to discuss.

Retaliation

The law protects employees who assert their rights.

If you complained about discrimination, requested an accommodation, reported misconduct, or took protected leave, your employer may not retaliate against you. Retaliation can include termination, demotion, reduced hours, negative evaluations, or other adverse actions.

Retaliation claims often turn on timing and motive. We evaluate whether the employer’s explanation withstands scrutiny.

Whistleblower Claims

Employees who report illegal, fraudulent, or unethical conduct may be protected under state whistleblower laws, including New Jersey’s Conscientious Employee Protection Act (CEPA).

If you objected to conduct you reasonably believed violated the law or threatened public safety — and experienced adverse consequences — you may have a whistleblower claim.

Wrongful Termination

Although many employees are considered “at-will,” termination may still be unlawful if it is motivated by discrimination, retaliation, whistleblowing, or in violation of a contract or public policy.

If you were terminated under circumstances that appear unfair or legally questionable, call us to discuss.

Failure to Accommodate Medical Conditions or Disabilities

Employers must provide reasonable accommodations for qualifying medical conditions and disabilities.

Accommodations may include modified schedules, remote work, adjusted duties, or temporary leave. Employers are required to engage in an interactive process. When they refuse reasonable accommodations without legitimate justification, legal remedies may be available to you.

Family and Medical Leave Violations (FMLA /NJFLA)

Federal and state laws protect eligible employees who need leave for serious health conditions, pregnancy, or to care for a family member.

Employers may not interfere with protected leave or retaliate against employees for taking it. If you were denied leave, pressured not to take leave, or penalized afterward, you may have a claim.

Unequal Pay and Wage-and-Hour Violations

Employees are entitled to lawful compensation for their work. This includes equal pay for equal work and compliance with minimum wage and overtime laws.

Violations may include improper deductions, failure to pay earned bonuses or commissions, misclassification,  off-the-clock work or unpaid overtime. We analyze compensation structures to determine whether they comply with state and federal law so you get what you deserve.

Overtime Disputes and Unpaid Compensation

Not all salaried employees are exempt from overtime requirements. Misclassification is common, particularly in managerial or professional roles.

If you regularly worked more than 40 hours per week without overtime pay, or were denied earned commissions or incentive compensation, you may have a viable wage claim.

Severance Negotiation and Executive Compensation Disputes

Severance agreements are often presented under time pressure and may include waivers, confidentiality provisions, non-compete clauses, and restrictive covenants.

We review and negotiate severance packages to protect your financial and professional interests — particularly in executive or high-level roles where compensation arrangements are complex.

Employment Contract Disputes

Offer letters, employment agreements, bonus plans, and equity arrangements may create enforceable rights.

If an employer has failed to honor agreed compensation terms, equity grants, or other contractual promises, we assess your legal remedies and strategic options.

Non-Compete and Restrictive Covenant Matters

Non-compete, non-solicitation, and confidentiality agreements can significantly affect your ability to move forward in your career.

We advise employees on the enforceability of restrictive covenants, negotiate limitations where possible, and litigate when necessary to protect your right to work in the future.