McOmber McOmber & Luber

Business & Employment Lawyers Red Bank & Marlton New Jersey

(732) 842-6500

Do I Need to Give My Employer Notice if I Decide to Take Leave?

Yes. If you are taking leave in one continuous period, you must give your employer 30 days’ notice. If you decide to leave in an intermittent manner, you must give your employer 15 days’ notice.

Related FAQs

  • What is LGBTQ+ discrimination?

    LGBTQ+ discrimination involves treating someone unfavorably because of that person’s sexual orientation or gender identity, including transgender status.

    Read More

  • What is gender or sex-based discrimination?

    Gender or sex-based discrimination involves treating someone unfavorably because of that person’s sex, including the person’s sexual orientation, or gender identity (including transgender status).

    Read More

  • What is age discrimination?

    Age discrimination occurs when an employer treats an applicant or employee less favorably because of the individual’s age.

    Read More

  • How do you prove age discrimination?

    To prove age discrimination an employee must show that a negative action such as a demotion or firing was on the basis of the employee’s age. The Age Discrimination in Employment Act (“ADEA“) forbids age discrimination against people who are 40 or older.

    Read More

  • Can job applications ask about my age?

    Yes, job applications can ask applicants for their date of birth or year of graduation from high school or college. However, how the employer chooses to use this information may violate the ADEA.

    Read More

  • Are there support/advocacy groups for professionals who’ve experienced age discrimination?

    AARP, Aging for Life, Unretire Yourself, and HelpAge advocate for older individuals in the workplace. These organizations provide tips and advocacy opportunities for individuals to combat ageism and age discrimination in the workplace.

    Read More

  • Do LGBTQ+ workplace protection laws also protect me from being harassed on the job?

    Yes. Just as the LAD prohibits an employer from discriminating against protected groups in the workplace, it also prohibits employers from creating hostile work environments. If you believe your employer, supervisor or coworker is harassing you because of your LGBTQ+ status, and it is severe or pervasive, they are likely violating the LAD and you should report the conduct immediately.  

    Read More

  • What does the LGBT Bar do?

    The LGBT Bar provides much needed support to its members in a variety of ways. For example, it assists prospective LGBTQ+ judicial candidates to become judges, ensures law schools employ best practices to make LGBTQ+ students feel safe on campus, and hosts the annual Lavender Law Conference, the largest LGBTQ+ legal conference in the country.   

    Read More

  • How can employers create policies and procedures to protect LGBTQ+ employees?

    The first suggestion for how to update policies and procedures to protect LGBTQ+ employees is review existing harassment, discrimination, and equal employment opportunity documents. Make updates if necessary to ensure they encompass protections for LGBTQ+ individuals when considering sex as the motivating characteristic.

    Read More

  • What NJ state laws protect me from LGBTQ+ discrimination in the workplace?

    In addition to federal law, if you work in New Jersey, the Law Against Discrimination (LAD) offers broad protection from workplace discrimination based on sex, gender identity or expression, and sexual orientation.   

    Read More

No aspect of this advertisement has been approved by the Supreme Court of New Jersey.

This website’s information does not, and is not intended to, constitute legal advice or form an attorney-client relationship. All content is for general information and may not constitute the most up-to-date legal information. You should consult with an attorney for advice on specific legal problems. Read the full Disclaimer here.

Free Consultation