EEOC Lawyer in New Jersey

Protecting Your Rights At Work Starts Here

If you are facing discrimination, harassment, or retaliation at work, it can feel like your employer holds all the power. You may be worried about your job, your reputation, and your future income. In that situation, knowing you can talk with an experienced employment law attorney who focuses on employees, not employers, can make a real difference.

At The Law Firm of Morgan Rooks, P.C., we represent workers in New Jersey and Pennsylvania who have been subjected to unfair labor practices and violations of their rights. Our attorneys focus on employment law, including discrimination, sexual harassment, wage and overtime disputes, and wrongful termination. We listen carefully to your story, then help you understand how federal agencies and New Jersey laws may protect you.

We work on a contingency fee basis, so you do not pay upfront legal fees for our services. Our goal is to help you move forward with clarity and confidence, whether your situation involves an EEOC charge, a claim under New Jersey Law Against Discrimination, or both. To discuss your options in a free, confidential consultation, you can contact our team today.

Rely on the expertise of a skilled EEOC attorney in New Jersey. Contact us or call (856) 746-6332 now to arrange your consultation without delay.

When To Call An EEOC Lawyer in New Jersey

Many employees are not sure when a workplace problem crosses the line from unfair to unlawful. You may be unsure whether to contact an EEOC lawyer or whether to wait and see if things improve. In our experience, it is better to get legal guidance early, before deadlines are missed or evidence is lost.

You may want to reach out to our firm if you have experienced things like ongoing harassment, offensive comments, or unequal treatment based on your race, gender, age, disability, pregnancy, religion, national origin, or another protected characteristic. You may also be facing retaliation after making a complaint, requesting a reasonable accommodation, taking protected leave, or supporting a coworker who reported discrimination. Some workers come to us after a sudden termination that they believe is tied to a protected activity or trait.

Strict time limits can apply to charges filed with the Equal Employment Opportunity Commission and to related claims under New Jersey law. These deadlines can depend on the type of claim and where it is filed. Speaking with our team promptly gives us more room to assess options and help you take the right steps for your situation.

Common signs it is time to talk with an attorney include:

• Serious or repeated harassment that continues even after you report it
• Retaliation, such as demotion or schedule changes, after you complain
• Comments or decisions that clearly reference a protected trait
• Being treated differently from coworkers in similar roles without a clear reason
• Termination or forced resignation shortly after asserting your rights

If any of these situations sound familiar, our attorneys can review what happened and help you decide on a path that fits your needs.

How Our Firm Supports Your Claim

When you contact The Law Firm of Morgan Rooks, P.C., you are reaching out to a team that focuses on standing up for employees. From the first conversation, we work to understand your experience in detail. We ask questions about what was said, who was present, how your employer responded, and what impact this has had on your work and your life.

After we learn your story, we assess whether your situation fits within federal protections that may involve the EEOC and whether New Jersey laws provide additional or stronger remedies. Our attorneys consider factors such as your job status, the timing of events, and the documentation available. We then discuss possible routes with you, which may include filing a charge of discrimination, pursuing claims under New Jersey Law Against Discrimination, or both, depending on your goals.

Throughout this process, we remain mindful of your concerns about retaliation and privacy. While no one can control every action an employer may take, we work to help you make informed choices about reporting, internal complaints, and outside filings. Our team can help you evaluate how and when to communicate with human resources, and what information to preserve, so your rights are better protected.

We handle these matters on a contingency fee basis, which means our legal fee is collected only if there is a financial recovery. This approach allows many New Jersey employees to pursue their rights even after losing income or facing job insecurity. Our goal is to remove financial barriers so you can focus on the decisions that are right for you, not on how to afford representation.

Understanding EEOC & New Jersey Law

For many workers, the idea of contacting a federal agency or navigating legal processes is intimidating. The Equal Employment Opportunity Commission is the federal agency that investigates many types of workplace discrimination claims. In some situations, you must file a charge with the EEOC or a related agency before you can bring certain federal lawsuits.

In addition to federal law, employees in New Jersey are also protected by the New Jersey Law Against Discrimination and other state statutes. These laws can sometimes provide different remedies or slightly different filing requirements. For example, the New Jersey Law Against Discrimination covers a wide range of protected traits and applies to many employers in this state. The interaction between EEOC procedures and state law options can be complex.

In a typical discrimination matter, an employee may start by filing a charge with the EEOC or the New Jersey Division on Civil Rights. This filing describes what happened and identifies the protected traits or activities involved. The agency then reviews the charge, may conduct an investigation, and may attempt some form of resolution. In some cases, the agency issues a notice that allows the employee to consider filing a lawsuit.

Deadlines for these steps can be short, and they can vary depending on whether the claim proceeds only under federal law, under New Jersey law, or under both. When you work with our attorneys, we help you understand which laws may apply and how to move forward in a way that fits your circumstances. You do not need to have every detail sorted out before you call us. Part of our role is to help you understand what the law may mean for your situation and to guide you through each step.

Steps To Take If You Face Discrimination

When something unlawful happens at work, it is easy to feel frozen or unsure of the right move. You may worry that speaking up could make things worse. Even small, careful steps can help protect your rights and give your future attorney more tools to work with if you decide to pursue a claim.

Every workplace is different, and safety and retaliation risks vary, so there is no single approach that fits everyone. However, documenting what happens, saving relevant communications, and seeking legal advice early can all be helpful. Our team can walk through these options with you and help you decide what makes sense in your particular environment.

Helpful steps you can consider taking include:

• Writing down dates, times, locations, and people involved in each incident
• Saving emails, texts, performance reviews, or messages that support your account
• Reviewing your employer’s policies so you know official reporting options
• Making an internal complaint in writing, if it is safe to do so
• Reaching out to our firm to discuss what happened before signing anything or resigning

These steps help create a clearer picture of events and can support an EEOC charge or a claim under New Jersey law. When you consult with our attorneys, we can help you prioritize your safety and your future, and we can explain how each decision might affect your legal options.

Connect with an experienced EEOC lawyer in New Jersey without delay. Submit an online form to get started.

Frequently Asked Questions

Do I need an attorney before filing with the EEOC?

It is not required, but speaking with an attorney before filing can be very helpful. We can help clarify your rights, identify important deadlines, and decide what to include in a charge. This often leads to a clearer record and better protection of your options.

What will it cost to have your firm represent me?

Our firm works on a contingency fee basis in these matters. That means you do not pay upfront legal fees, and our fee is collected only if there is a financial recovery. We explain our fee agreement in writing before you decide whether to move forward.

Will my employer know that I talked to your attorneys?

Simply contacting us for a consultation is private. We do not notify your employer that you spoke with us. If you decide to take legal action, there will be steps where the employer becomes aware, and we talk with you in advance about how and when that may happen.

What if I am still working for the employer?

Many people reach out while they are still employed. We regularly advise workers in that situation and help them weigh the risks and benefits of different steps. Our attorneys can work with you to address ongoing problems while keeping your job status and safety in mind.

How long do I have to act on my claim?

Deadlines can be short, and they vary by claim type and by whether you proceed under federal or New Jersey law. Some employees have only a matter of months to file with the EEOC or a related agency. Because of this, we encourage you to contact us as soon as possible.

Talk With Our Employment Law Team

You do not have to face workplace discrimination, harassment, or retaliation on your own. If you work in New Jersey and believe your rights have been violated, our attorneys are here to listen, explain your options, and help you decide on your next step. Speaking with an EEOC attorney in New Jersey can give you clarity at a time when everything feels uncertain.

When you contact The Law Firm of Morgan Rooks, P.C., you can expect a confidential conversation focused on your experience and your goals. We explain how our contingency fee arrangement works, discuss possible paths that may involve the EEOC and New Jersey laws, and answer your questions in clear language. There is no obligation to move forward, and our goal is to provide the information you need to make an informed choice.

To schedule your free consultation with a qualified EEOC attorney in New Jersey, call (856) 746-6332 or contact our team online now.