New Jersey representation is a real part of the firm’s practice. Steven T. Auerbach is admitted to the Supreme Court of New Jersey and to the U.S. District Court for the District of New Jersey. The firm has been profiled in JewishLink as employment and business-litigation counsel for New Jersey and Pennsylvania employers, and represents employees and businesses across South Jersey.
The firm in New Jersey
The firm’s New Jersey practice concentrates in South Jersey — Camden County, Burlington County, and Gloucester County — and extends up the shore into Ocean County, including Lakewood and Toms River. The firm represents senior executives, professionals, and employees in NJ-based employer disputes; advises NJ small and midsize employers on day-to-day employment and contract questions; and conducts business litigation across NJ state and federal venues.
Courts and tribunals
- U.S. District Court for the District of New Jersey — 4th and Cooper Streets, Camden (the closest federal courthouse to Pennsylvania); additional courthouses in Newark and Trenton. Federal employment, civil rights, and business-litigation matters.
- New Jersey Superior Court — county-level state court system. Camden, Burlington, and Gloucester County Superior Courts handle the firm’s state-court work in South Jersey.
- New Jersey Division on Civil Rights — the state administrative venue for the NJ Law Against Discrimination, the primary state-law parallel to Title VII. The NJLAD is one of the more employee-protective state employment statutes in the country.
- Equal Employment Opportunity Commission (Philadelphia District) — the federal administrative venue for South Jersey Title VII and related charges.
The NJ Law Against Discrimination is materially different from PA law
New Jersey’s Law Against Discrimination (NJLAD) is broader than its federal counterpart and broader than the Pennsylvania Human Relations Act in several respects: it applies to employers of any size (no minimum employee count), it covers more protected categories explicitly (including affectional or sexual orientation and gender identity, well established in the statute), and it permits jury trials and uncapped compensatory and punitive damages in employment cases. New Jersey practice requires familiarity with NJLAD’s expanded scope and remedy structure — counsel from across the bridge needs to understand it before advising a client either way.
Practice areas that matter here
Workplace sexual harassment is the firm’s flagship matter type in New Jersey as in Pennsylvania, on both sides of the matter. New Jersey’s sexual-harassment law is particularly employee-protective post-Aguas v. State of New Jersey; employers have material exposure when they don’t implement and enforce credible policies, and employees have meaningful remedies when those policies fail. The firm represents both sides of those matters.
Beyond harassment, the firm’s New Jersey practice covers employment discrimination, wrongful termination, retaliation, executive severance and separation, non-compete and restrictive-covenant litigation, and outside general counsel for South Jersey businesses. Business litigation matters — breach of contract, fraud, restrictive-covenant disputes — round out the practice.
Where the firm appears in New Jersey
The firm represents NJ clients across Camden County (Camden, Cherry Hill, Pennsauken, Voorhees, Marlton, Haddonfield, Collingswood), Burlington County (Mount Laurel, Moorestown, Willingboro), Gloucester County (Glassboro, Washington Township, Deptford), and Ocean County (Lakewood, Toms River, Brick, Jackson). Matters in far-northern New Jersey are typically handled by referral.
Talk to a New Jersey employment attorney
Call (484) 430-4391 or schedule a free consultation. Most consultations happen by phone or video; in-person meetings at the firm’s Bala Cynwyd office are available by appointment.