Richard Yaskin

Richard Yaskin

  • Employment Law
  • New Jersey, Pennsylvania
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Richard E. Yaskin, Esquire, a New Jersey and Pennsylvania attorney since 1981, opened the LAW OFFICES OF RICHARD E. YASKIN, A Professional Corporation, in Voorhees, New Jersey in 1995. A graduate of Rutgers University - Camden School of Law, Mr. Yaskin represents individuals who have been wrongfully terminated, discriminated against, harassed or unlawfully retaliated against in the workplace. Richard has been an active member of the National Employment Lawyers Association (NELA) and its New Jersey affiliate (NELA/NJ) for 25 years. He currently serves as NELA/NJ’s Vice President and on its Programming committee. Formerly, he was a four year Co-Chair of Nela/NJ's very active Amicus Committee. He has obtained several noteworthy employment law decisions: Sunkett v. National Gypsum Co., Civil No. 09-721 (D.N.J. Feb. 21, 2013)(Obtained Reconsideration of summary judgment ruling in disability accommodation case, applying employer’s burden of persuasion on “safety defense.”) McGhee v. Pathmark Stores, Inc., N.J. Super. Unpub. (Law Div., Aug. 23, 2010) (Atlantic County) (Trial Judge barred defense psychiatric examinations of plaintiffs alleging NJ Law Against Discrimination racial harassment due to workplace nooses, with accompanying emotional distress.) Hoag v. Brown, 397 N.J. Super. 34 (App. Div. 2007) (Prison contractor’s employee held “protected” as “employee” under New Jersey Law Against Discrimination. Also expanded negligent supervision liability and recovery for permanent psychological injuries under NJ Tort Claims Act.) Waugh v. Pathmark Stores, Inc., 191 F.R.D. 427 (D.N.J. 2000) (Attempted to extend waiver of attorney-client privilege to in-house attorney's participation in remediation of racial harassment.) Kube v. New Penn Motor Express, 865 F. Supp. 221 (D.N.J. 1994) (denied §301 pre-emption of LAD disability accommodation claim where collective bargaining agreement did not define "reasonab

Practice Area
  • Employment Law
Additional Practice Areas
  • Employment discrimination
  • Wrongful termination
  • Sexual Harassment
  • Disability Discrimination
  • Whistleblower retaliation
  • Negotiation of Separation & Severance Agreements
  • Denial of proper wages for time worked
  • Rates, Retainers and Additional Information
    A combination of Non Contingency fee retainer, capped and credited towards a Contingency fee, is usually negotiable.
Jurisdictions Admitted to Practice
New Jersey
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  • English: Spoken, Written
Professional Experience
Legal Representation For Employees Requiring An Employment Attorney In Southern New Jersey, And Philadelphia, PA Whether you have been fired, suffered retaliation or workplace discrimination, the Cherry Hill, New Jersey employment Law Offices of Richard E. Yaskin can help you level the playing field. Our employment law practice covers the entire Southern New Jersey and Philadelphia, PA regions, including eleven primary South Jersey and Pennsylvania counties. We represent executives and employees in the following legal matters: wrongful termination employment discrimination sexual harassment “whistleblower” retaliation disability discrimination negotiation of Separation and Severance Agreements denial of proper wages for time worked Federal and State Court litigation of the above Every client, whether a CEO or entry level worker, receives high quality, individualized legal representation. We offer timely consultation to executives and employees presented with separation or severance agreements.
- Current
The Law Offices of Richard E. Yaskin can level the playing field whether you have been fired, harassed or suffered workplace discrimination. We offer a variety of representation options from negotiation of an enhanced severence package to handling federal and state court litigation. Every client, whether a CEO or entry level worker, receives committed, quality, individualized legal representation. We represent individuals in the following areas: - wrongful termination - employment discrimination - sexual harassment - whistle-blower retaliation - disability accommodation - automobile accident cases - negotiate separation and severance agreements - personal injury cases, including nursing home neglect, construction site accidents and wrongful death cases Specialties Represent employees in NJ and PA employment discrimination litigation and in negotiations upon separating from an employer.
Rutgers University - Camden
J.D. | Law, Labor Law
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Temple University
B.B.A. | Industrial Relations Management
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Rating 10.0
Rated by
Super Lawyers
AV Pre-eminent
Professional Associations
Sidney Reitman Employment Law American Inn of Court
Executive Director South Jersey
- Current
Activities: As Executive Director of the South Jersey branch of the Sidney Reitman Employment Law American Inn of Court, Richard facilitates monthly Inn meetings and critique of mock employment litigation exercises presented.
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National Employment Lawyers Assoc. - New Jersey Chapter
Vice President on Board and Member of Programming Committee
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Board Member and Co-Chair of Amicus Committee
Activities: I am a member of the Board of Directors. As Amicus Committee Co-Chair, I've written or co-authored two briefs and have overseen submission of a dozen additional briefs to the New Jersey Supreme Court and Appellate Division on groundbreaking issues in New Jersey Employment Law.
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Articles & Publications
Ethics in Employment Litigation
Workplace Harassment
Websites & Blogs
Legal Answers
13 Questions Answered

Q. I was fired from fedex for a nonexcused absence because I’m on jury duty&on a criminal case.Is this wrongful termination
A: You may have a claim of wrongful discharge against the public policy of New Jersey if FEDEX discharged you for serving an official jury duty. Did you timely provide proof of your jury service? Is there more to FEDEX basis for discharge based on your alleged record of absences? Best, Richard
Q. Can a job deny me employment for failing a drug test for marijuana when I legally have a medical marijuana card?
A: It depends on a number of factors including: Your underlying disability conditions; Whether you have requested disability accommodations; The union contract or other policy under which you were drug tested; The safety sensitivity of your position; Past practices by your employer. I would recommend your consultation with an experienced employment lawyer. Richard
Q. I've been documenting comments of a sexual nature that my coworker has been saying to me but if I don't have witnesses
A: To proceed in a New Jersey Superior Court case alleging sexual harassment, you are typically obliged to first file a complaint under your employer’s workplace harassment policy. In that process and any court case that follows, your contemporary documentation of offensive, harassing comments is likely to enhance the credibility of your complaints. I suggest that you promptly consult with an experienced NJ employment lawyer in order to plan out your steps and documentation for filing an internal and other complaints, charges or lawsuits as are required depending upon your employer’s response and any corrective actions. Best, Richard
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Contact & Map
1040 Kings Highway N.
Suite 302
Cherry Hill,, NJ 08034
Telephone: (856) 667-7570
Fax: (856) 667-7573
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