Serving Ocean, Monmouth and Middlesex Counties
Call Us: 732-202-7206

Employment Law
Practice overview
No matter what specific circumstances surround your case, The Shamy Law Firm, LLC can provide you with the legal expertise necessary to protect your rights in Court.
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We will fight to protect hard working New Jerseyans who simply want to work to make a life for themselves and their families but are wrongly treated or fired from their jobs because of discrimination and harassment in the workplace.
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We will fight to defend Employers, Supervisors or co-workers defending themselves from employment discrimination and whistleblower claims.
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Our attorneys have represented both plaintiffs and defendants in such Employment cases and feel that our experience on both sides of the courtroom serves our client’s interests in a unique and invaluable way.
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Please take a moment to browse our practice areas and case results to learn how we can help.

Employment Disputes
The skilled and knowledgeable attorneys at our Law Firm practice employment law covering many legal areas of the employer/employee relationship, including:
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Sexual Harassment
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Whistleblower
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Wrongful Termination
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Employment Contracts
No matter what specific circumstances surround your case, The Shamy Law Firm, LLC can provide you with the legal expertise necessary to protect your rights in Court.
We will fight to protect hard working New Jerseyans who simply want to work to make a life for themselves and their families but are wrongly treated or fired from their jobs because of discrimination and harassment in the workplace.
We will fight to defend Employers, Supervisors or co-workers defending themselves from employment discrimination and whistleblower claims.
Our attorneys have represented both plaintiffs and defendants in such Employment cases and feel that our experience on both sides of the courtroom serves our client’s interests in a unique and invaluable way.
Our Attorneys

Jason E. Shamy, Esq
Education:
University of Maryland at College Park, 1990
Rutgers University School of Law at Camden 1994
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Contact:
732-202-7206
Workers’ Compensation
Laws passed by the state require that your employer, or your employer’s insurance company, compensate you, or your family, for injuries or death that may occur while you are working. You may be entitled to:
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Weekly benefits while you are temporarily totally disabled and unable to work.
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Payment of your medical expenses.
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Weekly payments or a lump sum payment for partial or total disability resulting from a work related injury.
What should I do if I am injured?
You should report the injury immediately to your employer. If you cannot reach an agreement with your employer or their insurance carrier, as to what benefits or medical expense payments you are entitled to, you can file your claim with the Industrial Commission.
If you or a loved one is in need of legal assistance, call The Shamy Law Firm at 732-800-1090 or submit an online questionnaire. The initial consultation is free of charge, and if we agree to handle your case, we will work on a contingency fee basis, which means we get paid for our services only if there is a monetary recovery of funds. In many cases, a lawsuit must be filed before an applicable expiration date, known as a statute of limitations. Please call right away to ensure that you do not waive your right to possible compensation.
Unlawful Discrimination
New Jersey’s Law Against Discrimination (LAD) prohibits employers from discriminating against employees or prospective employees with regard to job-related activity. The prohibition extends to recruiting, interviewing, hiring, promoting, discharge, compensation and the terms, conditions and privileges of employment on the basis of any that person’s: race, creed, color, national origin, nationality, ancestry, age, sex (including pregnancy and sexual harassment), marital status, domestic partnership status, affectional or sexual orientation, atypical hereditary cellular or blood trait, genetic information, liability for military service, or mental or physical disability, including AIDS and HIV related illnesses. Intentional discrimination against a person with any of these characteristics or qualities is specifically prohibited by the LAD.
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Intentional discrimination may be found in differential treatment, conduct or statements that demonstrate or tend to demonstrate discrimination or bias. The LAD is remedial legislation with a wide variety of relief available to a person subject to unlawful discrimination, including but not limited to the award of compensatory damages, job reinstatement, lost pay and benefits, future lost earnings, attorney’s fees and costs.
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Our firm has represented individuals and groups victimized by discrimination and has defended employers and co-workers sued for discrimination in the Courts of the State of New Jersey.
If we can assist please call The Shamy Law Firm at 732-800-1090 or submit an online questionnaire. The initial consultation is free of charge.
Whistleblower Claims
New Jersey law prohibits an employer from taking any retaliatory action against an employee because the employee does any of the following:
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Discloses, or threatens to disclose, to a supervisor or to a public body an activity, policy, or practice of the employer or another employer, with whom there is a business relationship, that the employee reasonably believes is in violation of a law, or a rule or regulation issued under the law, or, in the case of an employee who is a licensed or certified health care professional, reasonably believes constitutes improper quality of patient care;
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Provides information to, or testifies before, any public body conducting an investigation, hearing or inquiry into any violation of law, or a rule or regulation issued under the law by the employer or another employer, with whom there is a business relationship, or, in the case of an employee who is a licensed or certified health care professional, provides information to, or testifies before, any public body conducting an investigation, hearing or inquiry into quality of patient care; or
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Objects to, or refuses to participate in, any activity, policy or practice which the employee reasonably believes:
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is in violation of a law, or a rule or regulation issued under the law, or, if the employee is a licensed or certified health care professional, constitutes improper quality of patient care;
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is fraudulent or criminal; or
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is incompatible with a clear mandate of public policy concerning the public health, safety or welfare or protection of the environment.
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This law, the New Jersey Conscientious Employee Protection Act (Whistleblower Act) affords a wide variety of remedies to an Employee unjustly treated for their Conscientious activity. Remedies for the employee include, but are not limited to:
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lost wage reimbursement
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lost benefit compensation
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job reinstatement
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compensatory damages
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attorney’s fees
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costs of suit
Our attorneys have represented Whistleblower employees and Employers charged with violating Whistleblower Laws.
Please feel free to contact us for a free consultation regarding your rights and remedies under the New Jersey Conscientious Employee Protection Act.
Sexual Harassment
Sexual harassment comes in many forms: unwelcome sexual advances, requests for sexual relations or other verbal or physical conduct of a sexual nature. Generally, there are two kinds of conduct that constitutes sexual harassment.
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Quid pro quo harassment occurs when an employer, on his or her own or through an agent, implicitly or explicitly links the condition(s) of the employment to sexual conduct or demands. This puts an employee in a position that he or she feels that they must tolerate the sexual conduct or advances or engage in a sexual relationship in order to keep their job, advance in their career or to receive other favorable conditions of employment or avoid poor evaluations or demotions. New Jersey’s Law Against Discrimination (LAD) prohibits an employer or his or her agent to so condition favorable treatment such as promotions, salary increases, or preferred assignments, on an employee’s acceptance of sexual advances or relations.
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Hostile work environment sexual harassment occurs when an employee is subjected to unreasonable sexual, abusive, or offensive conduct because of his or her gender. Such conduct creates an unlawful work environment when it is severe or pervasive enough to make a reasonable person of the employee’s gender believe that the conditions of employment have been altered and the working environment has become hostile or abusive. The conduct does not have to be sexual in nature and does not have to involve physical contact. For example, if a woman is subjected to non-sexual taunts or adverse treatment because of her gender, her work environment may be deemed unlawfully hostile and abusive. This analytical framework may also be applied to hostile work environments created because of an employee’s race, nationality, creed, disability, or other characteristics enumerated by the LAD. For example, racial slurs or offensive comments or jokes about a person’s dress, culture, accent or ethnic background may be severe or pervasive enough to create a hostile or abusive environment that violates the LAD.
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Our Law Firm has represented Employee victims of Sexual Harassment and Employers defending Sexual Harassment lawsuits.
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If you have a legal matter involving Sexual Harassment feel free to contact us for a free legal consultation.