One important point the guidance discusses is that employers may be in violation of NJLAD and its bar on disability discrimination if they fire an employee for showing symptoms of COVID-19.
Employers cannot deny opportunities, fire, or mistreat employees on the basis of the above criteria. Additionally, employers must further protect their employees from discrimination or harassment by other supervisors, managers, co-workers, and even patrons.
Moreover, in accordance with NJLAD, the guidance also advises that employers must take reasonable action to stop harassment of one employee by another employee if the employer knew or should have known about it. In the current climate this might include, for example, derogatory comments aimed toward individuals of east-Asian heritage.