Sexual Harassment Lawyer in Princeton, NJ

What Counts as Sexual Harassment Under New Jersey Law

The New Jersey Law Against Discrimination (NJLAD) is the primary state law protecting Princeton employees from sexual harassment. It recognizes two distinct forms of unlawful conduct.

Quid Pro Quo Harassment
This occurs when a supervisor conditions a job benefit on sexual favors or threatens an adverse employment action when a sexual advance is refused. A promotion tied to compliance or a demotion following a rejection are both common examples.

Hostile Work Environment
This form involves unwelcome conduct based on gender that is severe or pervasive enough to alter the conditions of employment. A single egregious incident and a pattern of repeated offensive behavior can both qualify.

One feature of the NJLAD that matters for Princeton employees is its scope. Unlike Title VII of the Civil Rights Act, which generally covers only employers with 15 or more employees, the NJLAD applies to virtually all New Jersey employers regardless of size. A small research firm or a two-person office is not exempt.

How to File a Sexual Harassment Lawsuit in New Jersey

Princeton employees have more than one path to pursue a claim, and the right choice depends on your circumstances and timeline.

• NJ Division on Civil Rights: You can file an administrative complaint with the New Jersey Division on Civil Rights within 180 days of the incident.
• Direct NJLAD Lawsuit: You may instead sue for sexual harassment directly in New Jersey Superior Court under the NJLAD within two years of the discriminatory act, without first filing with the Division on Civil Rights.
• EEOC Federal Charge: To pursue a claim under Title VII or other federal law, you’ll file a charge with the Equal Employment Opportunity Commission. We file EEOC charges on behalf of our clients and manage the process.

Missing a filing deadline can bar your claim entirely. If you’re weighing whether to file a sexual harassment lawsuit, don’t wait to get legal guidance.

Bryan Arce’s Background in the Field

Attorney Bryan Arce brings a perspective many employment attorneys don’t have. Before law school, he spent 12 years as a chef working across the United States, Mexico, and Europe, including training at The Culinary Institute of America, where he graduated in 1997. He earned his Juris Doctorate from Brooklyn Law School in 2009. That background in management-employee dynamics inside high-pressure workplaces shapes how he approaches cases today.

Before founding Arcé Law Group, Bryan Arce served as a Judicial Intern at the Equal Employment Opportunity Commission for the Honorable Erin M. Stilp. That role gave him direct insight into how judges evaluate workplace discrimination claims, informing how we build cases for our clients.