Employment Law Insights Blog | John J. Zidziunas & Associate

The New Jersey Law Against Discrimination is one of the most protective employment statutes in the country. This post explains how it applies to workplace sexual assault and where it goes beyond federal law.

Careful documentation strengthens every workplace sexual assault case. This post explains what to preserve, how to preserve it, and common mistakes that undermine otherwise strong claims.

A single act of sexual assault at work is generally severe enough to create a hostile work environment as a matter of law. This post explains how these claims work under federal, New York, and New Jersey law.

The federal Speak Out Act limits the enforceability of predispute non-disclosure and non-disparagement clauses in sexual assault and sexual harassment matters. This post explains what the law does and what it does not do.

Retaliation against employees who report workplace sexual assault is unlawful under federal, New York, and New Jersey law. This post explains what qualifies as retaliation, how to prove it, and what damages are available.

Before filing a Title VII sexual harassment lawsuit based on workplace sexual assault, employees generally must first file a charge with the EEOC or a state fair employment agency. This post explains the process, deadlines, and strategic considerations.

Employers can be liable for sexual assault committed by clients, vendors, or customers when they knew or should have known of the risk and failed to act. This post explains the third-party harassment framework.

Sexual assault by a supervisor triggers heightened employer liability under federal, New York, and New Jersey employment law. This post walks through internal reporting, external filings, and litigation options.

When a coworker sexually assaults an employee, the employer's liability turns on what it knew, what it did, and what it should have done. This post explains the negligence standard and how it applies in NY and NJ.

Sexual assault and sexual harassment are not the same, though they often occur together in the workplace. This post explains where the line is, why it matters for legal strategy, and what claims are available for each.