Though there are federal laws in place to combat discrimination, the New Jersey Law Against Discrimination takes the protection of civil liberties takes the protection of civil rights a step farther. It shares several of the same provisions as those specified by the federal government, however it has fewer restrictions. For example, the federal law is applicable to a business with fifteen workers or more while the NJLAD extends to all workers, regardless of business size. In terms of employment law, it offers several provisions, including right to:

Readily-accessible facilities
Reasonable accommodations
Non-hostile work environments
Protection from retaliation
Fair and impartial treatment

No employer can restrict anyone’s right to apply for a job based on personal bias toward the applicant or their disability. The only circumstance under which it is acceptable to deny someone’s potential candidacy for a position is when a business cannot realistically accommodate a disability in a way that would enable the applicant to perform the necessary responsibilities of the job. Employers cannot prevent an employee from receiving training, promotions, or other work benefits. Doing so is a violation of the New Jersey Law Against Discrimination and a violation of a worker’s civil rights and employment rights. When these or other violations occur, workers are obligated to complain. Ignored complaints are regarded as separate offenses under the law, and therefore, carry their own additional consequences.
Religiously-affiliated schools do not fall under the NJLAD, nor do private clubs, seeing as they are, “private in nature”. Whether public or private, an institution in New Jersey may not place restrictions on a member or limit their civil rights by acting in a discriminatory manner and denying membership privileges based on any of the characteristics protected under the law.

No place of public accommodation is permitted to restrict access on the basis of legally-protected characteristics or disabilities. Provisions must be made for disabled individuals, unless a court of law has ruled that a specific location is too dangerous to accommodate a certain disability.