The Commission adopted a split recommendation in Amanda Salvati's case: no reasonable grounds for discrimination but reasonable grounds for retaliation after the manager placed the employee on unpaid leave following a detailed complaint email.

At oral argument, appellant’s counsel said Evergreen drafted a termination letter, later blocked Dr. Angela Chen from shifts and that those post‑termination restrictions were retaliatory after she complained about gender discrimination; counsel urged reversal of summary judgment so a jury can weigh competing inferences.

Employees may receive reinstatement and damages if retaliated against for protected activities.

In DeBono v. Wayfair, plaintiff argued missing Slack messages and other destroyed material create an adverse-inference showing of retaliation that should preclude summary judgment; Wayfair counters that pre-complaint performance issues and remedial steps taken mean spoliation cannot, on its own, prove causation. The court left fact questions for later resolution.

In Reggie Miller v. City of Springfield, appellant says requesting a disability accommodation and later disciplinary steps (including a reprimand and an involuntary‑retirement filing) constituted protected activity and adverse actions; the city says the employee was accommodated, suffered no material adverse employment action, and the promotion decision was within managerial discretion.

On November 14, 2025, the New Jersey Superior Court ruled that Ms. Elaine Chen can proceed in court with her discrimination and retaliation claims pursuant to the New Jersey Law Against Discrimination...