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February 14, 2022
The phrase “everyone makes mistakes” is often used to discourage people from dwelling on their errors. However, those whose mistakes resulted in criminal records are left with an unshakeable stigma that interferes with their ability to make a living and support themselves and their families. In an effort to provide job applicants with criminal records a fair chance in obtaining employment, “Ban the Box” legislation has been passed in over 100 states, cities and counties and President Obama directed that federal agencies follow suit. This year, both New Jersey and New York City have passed such legislation. However, despite both being classified as “Ban the Box” statutes, New Jersey’s Opportunity to Compete Act and New York City’s Fair Chance Act are very different in the protections they offer. First, New Jersey’s statute applies only to employers with 15 or more employees over 20 calendar weeks, while New York City’s applies to companies with just four or more employees. With regard to the substantive protections provided by these laws, New York City’s statute provides much greater protection for applicants and employees with criminal records. When Employers Cannot Inquire about Criminal Backgrounds New Jersey: Employers are prohibited from inquiring about applicants’ criminal records during the initial employment application process (defined as through the first interview). However, if an applicant voluntarily discloses his/her criminal record during the initial employment application process, the employer can inquire about the specifics of the applicant’s criminal history. New York City: Employers cannot inquire about an applicant’s pending arrest or criminal conviction record until after a conditional offer of employment has been made. This includes a prohibition on conducting background checks as well as internet searches aimed at uncovering an applicant’s criminal history prior to the conditional offer of employment. Unlike New Jersey’s statute, if an applicant discloses his/her criminal record to a New York City employer prior to a conditional offer of employment, the employer must tell the applicant that the information will not be considered in determining whether to offer employment. In addition, New York Correction Law Article 23-A bans employment discrimination based on criminal records after the application process, providing further protection to New York City’s citizens. Both statutes prohibit employers from publishing advertisements that provide that applicants with criminal records will not be considered and from utilizing employment applications that ask about criminal history. After Employers Inquire about Criminal Backgrounds New Jersey: After the first interview of an applicant is conducted, New Jersey employers can inquire about and refuse to hire an applicant based on their criminal background unless the record has been expunged or pardoned. New York City: After a conditional offer of employment has been made, New York City employers can inquire about criminal convictions and require a background check. However, the employer still cannot inquire about arrests that did not result in a conviction or sealed convictions or use this type of criminal history in deciding not to hire an applicant. Once employers obtain information about other convictions, they can only withdraw conditional offers of employment if they prove (1) there is a direct relationship between the criminal record and the prospective job or (2) employing the applicant would involve an unreasonable risk to property, safety, or welfare using specific factors set forth in New York Correction Law Article 23-A. In notifying applicants of the withdrawal, New York City employers must comply with the “Fair Chance Process” and (1) disclose a written copy of their inquiry into the applicants criminal background, (2) share with applicants’ a written analysis of whether there is a direct relationship or unreasonable risk, and (3) allow three business days for the applicant to respond.  Of course, as with all laws, there are exceptions to New Jersey and New York City’s “Ban the Box” legislation including that applicants for law enforcement positions or for positions where a background check is required or employees with criminal records are prohibited by law are not protected. If you think your criminal background has been illegally considered in an employment application process, contact an attorney at Green Savits for additional information regarding these statutes or potential representation of your interests.
December 21, 2021
You deserve to thrive in your career. You work hard, you care about contributing to teamwork and your workplace culture, and you probably never expected to deal with a hostile work environment in return. Unfortunately, many Americans deal with just this problem. Under certain circumstances, workplace harassment may constitute a hostile work environment , and our attorneys may be able to help you pursue justice. If the following behavior is pervasive/severe, interfering with your work, and your employer knows about and has done nothing to stop it, then you may be in a hostile work environment: Unwanted touching Threats Assault Interfering with someone’s work Intimidation Slurs Jokes Mockery Ridicule Sexually suggestive comments, language, pictures, or videos These acts amount to discrimination against a legally protected group of people. The behavior is based on protected parts of a person’s identity, such as skin color, religion, sex, sexual orientation, disability, national origin, marital status, gender identity, and more. A hostile work environment is more pervasive and persistent than one isolated incident in which someone said something offensive to you. The all-encompassing and relentless nature of a hostile work environment can eventually completely wear you down emotionally, mentally, and financially. The workplace may feel like an abusive, intimidating place to be because the harassment is ever-present. Employers have a responsibility to respond to and address complaints related to harassment and a hostile work environment. This obligation is legally binding. An employer who fails to investigate and take action to stop workplace harassment may be held accountable by our experienced employment attorneys and may ultimately have to pay damages to the victim of the hostile work environment. What To Do About It If you believe you are the victim of a hostile work environment, please call the experienced Florham Park employment attorneys at Green Savits at 973-695-7777. We will listen to all you have to say about what you are encountering at work, and then we can provide our recommendations and suggestions for what to do next. Our employment attorneys have lengthy experience in all of the case law, state and municipal laws, as well as federal laws that may affect your situation.
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01 - Who We Are

The Employee Rights Advocates


We at Green Savits, LLC have the experience and expertise in handling legal matters in all areas of Labor & Employment Law. As employee rights advocates, our New Jersey-based law firm is committed to providing clients with reliable service every step of the way. We serve employees rights who are being treated unjustly in the workplace, whether through discrimination, harassment, retaliation, wage and overtime disputes, salary misclassification, wrongful termination, unlawful conduct, and many more.

First, our attorneys are here for you.


We will listen intently to our clients’ legal needs. We take a personalized approach to every employment law case that we take in. We carefully assess complex risks and provide the right strategy to help clients achieve their goals.



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    While there are many laws in place that protect you from unfair workplace practices, you may not be fully aware of them all. Our employment lawyers will work with you to explain your rights as an employee and determine if those rights were violated. We will guide you through potential legal options, and if appropriate, litigate any employment claim you may have. 


    Our employment law attorneys will analyze each case diligently and inspire our clients to consider their potential outcomes from the beginning, even before a lawsuit is filed in court. Through vigorous employment law case assessment, Green Savits, LLC will guide you in making fundamental decisions with your best interests in mind. 

Second, we do in-depth review of each case.


At Green Savits, LLC employment law is all we do.  We will represent your best interests in a wide range of legal disputes and claims, from negotiating contracts to protecting you against workplace discrimination. We take pride in our in-depth knowledge of New Jersey employment law and understand how simple or complex a case can be. 

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    At Green Savits, LLC, we approach each employment law claim based on the facts, existing laws, and the clients’ end goals. We will always be honest in our assessment and not just tell you what you want to hear. We firmly value clear communication and take a highly individualized approach to each case that we take. 


    We will educate you on New Jersey employment law and how it applies to your case, discussing all available options and guiding you through the process of the selecting the option suited for your specific needs. 

Third, we research every aspect of law that is relevant for your case.


Green Savits, LLC represents employees in all industries and at all employment levels. We have decades of employment law experience, resources, and skills to help against any company, big or small.

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    We use technologies that allow us quick and efficient document retrieval. Our law firm will provide you with copies of all documents relating to your deposition, mediation, arbitration, or trial, all of which result in time and money savings. 


    Our employment law attorneys are highly organized, detail oriented, and assertive in their role as employee advocates. It is through all these qualities and capabilities that we strive to provide our clients with top-quality employment law services in New Jersey. 

Fourth, we will not stop working until we achieve some type of resolution.


We serve you because we care. At Green Savits, LLC, our greatest inspiration is to see our clients receive the benefits and justice they deserve, so they can restore and move forward with optimism.

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    Leveraging our superior ethical reputation and legal expertise in New Jersey, we are well informed and more effective champions for all our clients. Whether you are a senior executive, a mid-level supervisor, or perform blue-collar work, our employment law attorneys will personally manage your case and make sure you get the best possible result. 


    We will go above and beyond to find the right legal solutions that will enable you to fight for the fair and just compensation which you are entitled to. 

Are You Stressed & Need Legal Help?

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02 - Employment Law

What is Employment Law?


Employment Law is a complex area of law, requiring the expertise of an attorney who is highly trained in the field. It consists of thousands of federal and state statutes, regulations, and judicial decisions. Additionally, it regulates the relationship between employers and employees, including what employers can ask employees, what employers can ask employees to do, and employees’ rights in the workplace. In the perspective of employees rights, Employee Law serves to protect existing labor legislation and ensure employee rights receive the benefits they deserve. Major areas of Employment Law include employment discrimination, employment compensation, wage and hour law, workplace harassment, retaliation, whistleblower, ERISA and many more.

We Are Here to Fight For Your Rights!

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03 - Types of Employment Law

Employment Law Cases


At Green Savits, LLC, we offer compassionate, fierce, and transparent representation in all areas of Employment Law. We assist all types of employees in their unique situations to help them succeed in resolving their employment law matter. We would love to personally discuss your case and we are available to help you at your earliest convenience. To learn more about our areas of specialization in New Jersey, click the link below.

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Discrimination

Whistleblower

Severance Pay

Wage & Hour Claims

Family & Medical Leave

Workplace Harassment

Committed to Helping Our Clients Succeed.



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04 - Employment Law Process

What Should I Expect in My Employment Law Case?


When conflicts arise, our skilled employment law attorneys at Green Savits, LLC know how to analyze and negotiate efficient resolutions, and preserve working relationships whenever possible. We take the time to know you, your case, and your needs, and we work hard to find innovative solutions to your issue. Our experienced employment law lawyers in New Jersey will always stand ready to advance your interests in court, if doing so provides the best and only way to resolve an employment dispute.

Consult with Employment Law Attorney

We offer strategic representation of employees in a wide range of employment matters. Our employment law lawyers will see your case through from start to finish. Click the link below and let our lawyers work with you to address your legal concerns.

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If We Take Your Case, The Process May Look Like This:

Gather Evidence

Send Demand Letter

File Employment Law Lawsuit

Discovery Process

Mediation Meetings

Settlement Process

Employment Law Trial

File Lawsuit Appeal

Why Green Savits LLC?


The employment attorneys at Green Savits, LLC have over 100 years of collective experience representing employees of all types, from Fortune 500 executives to professionals such as doctors, lawyers, and scientists to business people such as sales representatives to government employees such as police officers and teachers. While offering the personal service of a small firm, Green Savits, LLC uses state-of-the-art technology and has successfully challenged powerful opponents, such as AT&T, CNA Insurance, ExxonMobil, IBM, Mercedes-Benz, Wyeth Pharmaceuticals, Pfizer, RCN, and other Fortune 500 companies


In addition to successfully trying cases of age discrimination, race discrimination, sexual harassment, and whistleblower retaliation, our attorneys have also successfully appeared in New Jersey Supreme Court decisions involving issues such as pregnancy discrimination, religious discrimination, whistleblower retaliation, sexual harassment, punitive damages, calculating statutes of limitations and an employee's rights to gather documents in support an employment discrimination claim.


In recognition of the varied financial circumstances of our clients, we tailor our fees to each client’s unique situation in an effort to make high-quality employment law services affordable and available to everyone who has a meritorious claim. Contact our experienced New Jersey employment lawyers at Green Savits, LLC online or call 973-695-7777 today.

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MEET OUR TEAM


Our team is trained both internationally and locally, so they understand your needs and the environment in which you do business.  

Glen Savits

Partner

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Jon Green

Partner

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Laura LoGiudice

Attorney

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Sara Kaplan

Attorney

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Awards, Accolades & Ratings.

We have been recognized and awarded countless recognition over the years for helping thousands of clients here in New Jersey.

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"Jon Green is a superb attorney with high integrity and empathy. Jon kindly responded to me and took my case when I was at a most difficult time. The initial meeting really impressed me when Jon and Glen discussed with me as a team and grasped the key of my case already with their superb professional expertise, and I walked out of the door knowing that my case was in good hands and feeling so much relieved..... I highly recommend Jon Green and Green Savits Firm for any employment related matter."

Nancy Z.


"Using superb litigation skills during our meditation and its aftermath, Attorneys Glen Savits and Laura LoGiudice effectively resolved my five year case vs my former Fortune 100 employer.Glen and Laura helped me heal from serious financial, physical and emotional injury inflicted by my manager’s illegal and reprehensible discriminatory actions.

For over a decade, my professional performance consistently exceeded both assigned annual goals and metrics delivered by peers. And for almost as long, I tolerated a hostile and unlawful work environment.
At long last, life can move on."

Client

Verdicts & Settlements

More Verdicts & Settlements

$2,250,000

Whistleblower Retaliation

$1,300,000

Age and Gender Discrimination

$1,200,000

Age Discrimination

$1,050,000

Disability Discrimination
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