States We Serve

The Law Against Discrimination is one of the broadest employment statutes in the country, and New Jersey juries hear these cases regularly.

The State Human Rights Law now reaches employers of every size and applies a lower standard to harassment claims than federal law.

State law tracks federal standards more closely than its neighbors, but local ordinances and a strong small-business base still generate steady claim volume.

State law extends beyond the federal baseline in several respects, and county-level requirements add another layer around the Washington and Baltimore corridors.

The Virginia Values Act substantially expanded state employment protections and opened a direct route to court that did not previously exist.

A small employment market attached to the country's most important corporate law jurisdiction — which makes D&O structuring the headline issue here.

FEHA reaches smaller employers than federal law, offers remedies federal law caps, and sits alongside the most active wage-and-hour regime in the country.

State law tracks federal standards closely, but heavy small-business formation, seasonal hiring, and hurricane-driven operations keep claim frequency high.

The state labor code follows federal standards closely, but scale, growth, and a large contractor economy generate substantial claim volume.

The Connecticut Fair Employment Practices Act reaches very small employers, and the state layers mandatory harassment training on top of it.

Vermont's Fair Employment Practices Act protects a broad list of characteristics and reaches employers of essentially any size.

The Employment Law Uniformity Act reshaped how Ohio discrimination claims are filed and pursued, changing the practical litigation path.

The Elliott-Larsen Civil Rights Act is Michigan's central employment statute and now expressly covers sexual orientation and gender identity.

The Kansas Act Against Discrimination tracks the federal framework closely, which makes carrier form differences the main variable.

North Carolina remains strongly at-will with narrower state remedies, so most exposure runs through federal law and REDA retaliation claims.

The South Carolina Human Affairs Law reaches employers below the federal headcount threshold and is administered through a state commission.

The DC Human Rights Act is among the broadest anti-discrimination laws in the country, with an unusually long list of protected traits and no small-employer carve-out.

Georgia offers limited state-level employment protection, so nearly all significant claims proceed under federal law.

The Kentucky Civil Rights Act reaches employers with eight or more employees, below the federal discrimination threshold.

Chapter 151B requires an MCAD filing before suit, and the separate Wage Act carries mandatory treble damages.

The Indiana Civil Rights Law provides narrower remedies than federal law, so most damages claims proceed federally.

NRS Chapter 613 reaches smaller employers than federal law and carries specific pregnancy accommodation obligations.

The Arizona Civil Rights Act applies at fifteen or more employees, while the Employment Protection Act narrows wrongful discharge theories.