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Earlier this year, the New Jersey Supreme Court held in Roa v. LAFE that employers may be liable for retaliatory conduct that takes place after the employment relationship has come to an end. New Jersey’s highest court also ruled in Roa–which was hailed as a partial victory for employers–that a timely claim for post-discharge retaliatory conduct does not revive a time-barred retaliation claim based on a discrete discriminatory act, such as termination.

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