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Summary of differences between federal and state regulations
The general at-will employment doctrine is what employers generally refer to unless there are state laws that provide more detail. This is a situation in which there is a lack of laws or contracts that narrow the reasons for which employees may be terminated. Where such laws or contracts exist, they must be adhered to.
New Jersey law does not require a discharge notice or a reason for discharge.
State courts have recognized the concept of public policy exception to the at-will employment concept; that is, it is illegal for an employer to terminate an employee for refusing to break the law on behalf of the employer.
State courts have recognized the concept of an “implied contract” exception to the at-will employment concept; that is, courts have found contractual obligations in an employer’s expressed oral or written assurances that employees would only be discharged for cause. Assurances may include oral promises or guidelines found in handbooks.
State
Contacts
New Jersey Department of Labor and Workforce Development
New Jersey Department of Law and Public Safety
Regulations
New Jersey law prohibits discharge or discrimination based on religion, color, sex, national origin, age or disability.
Exceptions may also apply if there is an employment contract or an implied contract based upon statements in the employee handbook which limit the employer’s reasons for discharge.
New Jersey Law Against Discrimination, Title 10
Federal
Contacts
None.
Regulations
None.