Law Office Of Paul DePetris
paul@newjerseylemon.com

Employee Manual Contract

Read below to learn more about this topic.

Or, to receive a no cost phone consultation about what the Law Office of Paul DePetris might be able to do for you, call Mr. DePetris at 609-714-2020 or send an email to Mr. DePetris at paul@newjerseylemon.com.

The information in this article is only for New Jersey Law Division, Civil Part cases and not for other New Jersey court cases, such as those in New Jersey Special Civil Court, New Jersey Small Claims Court or New Jersey Chancery Court!!! Do not use this article if you have a New Jersey Special Civil Court, New Jersey Small Claims Court or New Jersey Chancery Court case!!! Also, no website is a substitute for competent advice from a New Jersey lawyer!

Warning – this article does not necessarily include each and every New Jersey court rule that may apply to your New Jersey case! The Law Office of Paul DePetris does not guarantee that the statutes, rules, codes, files or forms on this website are the latest versions of the statutes, rules, codes, files or forms, that they lack typographical errors or that they have not been amended, repealed or superseded by other federal or state law. The New Jersey Statutes, United States Statutes, New Jersey Administrative Code and Federal Code in this database are not annotated. Accordingly, this database may include laws that: (1) never became operable due to unmet conditions; (2) expired; (3) were repealed or amended; (4) were declared void by a court of law; (5) or are otherwise invalid. Further, effective dates of the laws are not necessarily included in the database. Accordingly, you should not rely upon the statutes, rules, codes, files or forms on this website contained in this database for any purpose and before taking any legal measures, you instead should read all applicable federal and state source law and case law and consult with an attorney for any changes in the laws. Be certain to cross reference all applicable rules before preparing, filing or serving any papers!!! For example, Special Civil Part Rules often cross reference other rules – rules that apply to Special Civil Part Cases as well as to other types of civil cases not being heard in Special Civil Part.

NEW JERSEY EMPLOYMENT PERSONNEL HANDBOOK MAY CREATE A BINDING NEW JERSEY EMPLOYMENT CONTRACT

NEW JERSEY EMPLOYMENT CONTRACTS BASED ON NEW JERSEY PERSONNEL HANDBOOKS AND NEW JERSEY PERSONNEL MANUALS GENERALLY
When a New Jersey employee brings a claim against a New Jersey employer for breach of an employment contract, the New Jersey employee’s claim does not have to be is not based upon an individual contract the New Jersey employee had with the New Jersey employer, but rather, upon the New Jersey employer’s personnel manual or personnel handbook. To resolve a New Jersey employee’s claim that the New Jersey employment handbook or New Jersey personnel manual was a binding New Jersey contract, the New Jersey court must make two determinations: (1) whether the New Jersey employee handbook or New Jersey employee manual in fact created a New Jersey contract between the parties; and (2) if a New Jersey contract did exist, whether New Jersey employer breached that contract.

DETERMINING WHETHER A NEW JERSEY EMPLOYMENT CONTRACT EXISTED WHERE THE NEW JERSEY EMPLOYEE ALLEGES A BREACH OF THE NEW JERSEY EMPLOYEE HANDBOOK OR NEW JERSEY EMPLOYEE MANUAL’S PROGRESSIVE DISCIPLINE POLICY AND/OR JUST CAUSE TERMINATION POLICY
If a New Jersey employee alleges a breach of the New Jersey employee handbook or New Jersey employee manual’s progressive discipline policy and/or just cause termination policy, rather than other policies that may be contained in the New Jersey employee handbook or New Jersey employee manual, the court must first determine whether the New Jersey employer’s handbook or New Jersey employee manual in fact created a New Jersey employment contract between the parties, that is, whether the New Jersey employee handbook or New Jersey employee manual contains enforceable and binding obligations. In that situation, the New Jersey employee claims that the New Jersey employee handbook or New Jersey employer’s manual contains a binding promise that the New Jersey employee could only be terminated after a certain event happened, such as after the New Jersey employee received progressive discipline and/or only if “good cause” existed to fire the New Jersey employee. The New Jersey Court determines whether a New Jersey employment contract existed from the perspective of a reasonable employee. That is, the New Jersey court decides whether a reasonable employee would believe that the New Jersey employee handbook or New Jersey employee manual was intended by the New Jersey employer to create these enforceable and binding obligations. The New Jersey court considers certain general factors: (1) the New Jersey employee handbook or New Jersey employee manual’s specific provisions; (2) the context in which the New Jersey employee handbook or New Jersey employee manual was prepared and distributed; (3) whether the New Jersey employee handbook or New Jersey employee manual contained an effective New Jersey disclaimer of liability, that is, a clear statement by which the employer unequivocally reserved the right to terminate employees without cause. A New Jersey employer may negate the otherwise binding effect of a New Jersey employment manual by inclusion of a New Jersey employment manual disclaimer. To be effective, the disclaimer must satisfy two elements: (1) it must be prominent or conspicuous; and (2) it must appropriately advise employees that their employment is terminable at will.

WHAT IF A QUESTION OF FACT EXISTS AS TO WHETHER THE NEW JERSEY EMPLOYEE IS IN THE CLASS OF EMPLOYEES TO WHOM THE NEW JERSEY EMPLOYEE HANDBOOK OR NEW JERSEY EMPLOYEE MANUAL APPLIES?
The New Jersey court must first determine whether the New Jersey employee handbook or New Jersey employee manual applies to the New Jersey employee. If the New Jersey Court finds that the New Jersey employee is within the class of employees covered by the New Jersey employee handbook or New Jersey employee manual, the New Jersey employee handbook or New Jersey employee manual may have created a New Jersey employment contract between the New Jersey employee and the New Jersey employer. On the other hand, if the New Jersey Court finds that the New Jersey employee is not within the class of employees covered by the New Jersey employee handbook or New Jersey employee manual, the New Jersey employee handbook or New Jersey employee manual could not create a New Jersey employment contract between the New Jersey employee and the New Jersey employer, and the New Jersey employee’s claim fails. If the New Jersey Court finds that the New Jersey employee handbook or New Jersey employee manual applies to the New Jersey employee, then the New Jersey court must decide whether a reasonable employee reading the New Jersey employee handbook or New Jersey employee manual would believe that the New Jersey employee handbook or New Jersey employee manual created a binding promise. In making this decision, the New Jersey court looks at the New Jersey employee handbook or New Jersey employee manual as a whole - the New Jersey court considers the entire document. The following are some provisions that, if present, tend to indicate the New Jersey employee handbook or New Jersey employee manual created a binding promise or, if not present, that tend to indicate the New Jersey employee handbook or New Jersey employee manual was not intended to be binding: (1) any statements promising or implying job security to those employees who satisfactorily perform their duties; (2) a definite and comprehensive progressive discipline policy under which employees are entitled to specified warnings prior to termination; (3) a definite and comprehensive termination policy that, for example, identifies different types of terminations, or identifies specific acts or offenses that will justify termination; (4) whether the New Jersey employee handbook or New Jersey employee manual applies to all classes of employees; (5) any other specific provisions in the New Jersey employee handbook or New Jersey employee manual that would lead a reasonable employee to believe that the New Jersey employer intended or did not intend the New Jersey employee handbook or New Jersey employee manual to create an enforceable and binding promise. But note that not all of these factors may be applicable to a particular case. Since the New Jersey court considers the New Jersey employee handbook or New Jersey employee manual in its entirety in making your determination, no single factor standing alone is determinative. The next matter the New Jersey court considers is the New Jersey employee handbook or New Jersey employee manual’s preparation and distribution. The New Jersey court must decide whether the New Jersey employee handbook or New Jersey employee manual’s preparation and distribution would create a reasonable expectation in New Jersey employer’s employees that the New Jersey employee handbook or New Jersey employee manual was intended to govern the rights and duties of New Jersey employer’s employees. In considering the New Jersey employee handbook or New Jersey employee manual’s preparation and distribution, the New Jersey court considers the following factors: (1) whether the New Jersey employer employs a substantial number of employees; (2) in certain New Jersey employment contract cases whether the New Jersey employee handbook or New Jersey employee manual was widely distributed. For example, if the New Jersey employer distributed the New Jersey employee handbook or New Jersey employee manual to all or a substantial number of its employees, that is an indication it was intended to be binding. On the other hand, if the employer limited distribution of the New Jersey employee handbook or New Jersey employee manual to only a small group of employees, such as upper management, that would suggest the New Jersey employee handbook or New Jersey employee manual was not intended to be binding; (3) whether the New Jersey employee handbook or New Jersey employee manual was made available to employees for their inspection or whether access to the New Jersey employee handbook or New Jersey employee manual was restricted. If the New Jersey employee handbook or New Jersey employee manual was made available to employees for their inspection, that is an indication that the New Jersey employee handbook or New Jersey employee manual was intended to be binding; if access to the New Jersey employee handbook or New Jersey employee manual was restricted, that is an indication that the New Jersey employee handbook or New Jersey employee manual was not intended to be binding; (4) Whether the New Jersey employer required employees to acknowledge receipt of the New Jersey employee handbook or New Jersey employee manual, for example, by signing an acknowledgment form. If so, that is an indication that the New Jersey employee handbook or New Jersey employee manual was intended to be binding; if not, that is an indication that the New Jersey employee handbook or New Jersey employee manual was not intended to be binding; (5) Whether there are any other circumstances concerning the preparation and distribution of the New Jersey employee handbook or New Jersey employee manual that would lead a reasonable employee to believe that the New Jersey employer intended or did not intend the New Jersey employee handbook or New Jersey employee manual to create enforceable and binding obligations. However, no single factor standing along is determinative and the New Jersey court considers all of the evidence relating to the New Jersey employee handbook or New Jersey employee manual’s preparation and distribution in making the decision. The New Jersey court considers all the evidence relating to the New Jersey employee handbook or New Jersey employee manual’s preparation and distribution in reaching your decision.

WHAT IF THE NEW JERSEY EMPLOYEE CLAIMS THAT THE NEW JERSEY EMPLOYEE DID NOT RECEIVE THE NEW JERSEY EMPLOYEE HANDBOOK OR NEW JERSEY EMPLOYEE MANUAL?
In certain New Jersey employment contract cases, it is not necessary if the New Jersey employee actually received or read the New Jersey employee handbook or New Jersey employee manual or relied upon it or even knew of its existence. If the New Jersey employee handbook or New Jersey employee manual was widely distributed to the New Jersey employer’s work force, it may form the basis of the New Jersey employee’s claim.

DO NEW JERSEY EMPLOYEE HANDBOOK DISCLAIMERS AND NEW JERSEY EMPLOYEE MANUAL DISCLAIMERS HOLD UP IN NEW JERSEY COURTS?
Sometimes the New Jersey employer contends that a statement in the New Jersey employee handbook or New Jersey employee manual constitutes an effective New Jersey disclaimer. The New Jersey court considers in determining whether the New Jersey employee handbook or New Jersey employee manual created a New Jersey employment contract is whether the New Jersey employee handbook or New Jersey employee manual contains an effective New Jersey disclaimer. An effective New Jersey disclaimer is a clear statement by which the New Jersey employer reserved the unambiguous right to terminate employees without cause. A New Jersey employment manual that contains an effective New Jersey disclaimer cannot create a binding promise even if all the other factors are present. The prominence of a New Jersey employment manual disclaimer is a matter of New Jersey contract law for the New Jersey Court. If the New Jersey court finds that the New Jersey employee handbook or New Jersey employee manual did contain an effective New Jersey disclaimer, then the New Jersey employee handbook or New Jersey employee manual did not create a New Jersey employment contract between the parties. To be effective, a New Jersey employment manual disclaimer’s language must convey to a reasonable employee that the New Jersey employee handbook or New Jersey employee manual does not constitute a legally binding obligation. The language in the disclaimer must make clear that the employee is terminable at will and that the employer retains the absolute power to fire anyone at any time with or without cause. Although no specific language is required, the disclaimer must convey this message in straightforward terms and without confusing legal language.

HOW DOES A NEW JERSEY EMPLOYEE PROVE THAT THE NEW JERSEY EMPLOYER BREACHED THE NEW JERSEY EMPLOYMENT CONTRACT?
What if a New Jersey employee alleges that the New Jersey employer breached the New Jersey employee handbook or New Jersey employee manual by failing to follow the progressive discipline procedures and/or by terminating him/her without good cause? If the New Jersey employee handbook or New Jersey employee manual does not contain exceptions to a progressive discipline requirement - no provision for immediate termination for certain infractions, the New Jersey court determines whether New Jersey employer followed the progressive discipline procedures contained in the New Jersey employee handbook or New Jersey employee manual before terminating a New Jersey employee’s employment. If the New Jersey court determines that the New Jersey employer did follow the progressive discipline procedures, the New Jersey court must find that the New Jersey employer did not breach the contract. If the New Jersey court determines that the New Jersey employer did not follow the progressive discipline procedures, the New Jersey employer breached the contract. If the New Jersey employee handbook or New Jersey employee manual does contain exceptions to a progressive discipline requirement – a provision for immediate termination for certain infractions, the New Jersey court must first determine whether New Jersey employer followed the progressive discipline procedures contained in the New Jersey employee handbook or New Jersey employee manual before terminating a New Jersey employee’s employment. If the New Jersey court determines that the New Jersey employer did follow the progressive discipline procedures, the New Jersey court must find that the New Jersey employer did not breach the contract. If the New Jersey court determines that the New Jersey employer did not follow the progressive discipline procedures, the New Jersey court must then determine whether one of the exceptions to the progressive discipline procedure stated in the New Jersey employee handbook or New Jersey employee manual is applicable. Specifically, the New Jersey employer will contend that progressive discipline was not required before termination because a New Jersey employee engaged in certain conduct prohibited in the New Jersey employee handbook or New Jersey employee manual. If the New Jersey court finds that a New Jersey employee did engage in that conduct, then New Jersey employer did not breach the contract. If the New Jersey court finds that a New Jersey employee did not engage in that conduct, then the New Jersey employer breached the contract.

WHAT IF A NEW JERSEY EMPLOYEE’S CLAIM IS ONLY FOR BREACH OF “GOOD CAUSE” TERMINATION PROVISIONS AND THE NEW JERSEY EMPLOYEE HANDBOOK OR NEW JERSEY EMPLOYEE MANUAL DEFINES “GOOD CAUSE” BY CITING SPECIFIC EXAMPLES OF CONDUCT THAT CONSTITUTES “GOOD CAUSE”?
The New Jersey court determines whether “good cause” existed for a New Jersey employee’s termination under the terms of the New Jersey employee handbook or New Jersey employee manual. Specifically, New Jersey employer contends that a New Jersey employee engaged in misconduct, such as an infraction or poor performance, etc. If the New Jersey court finds that the New Jersey employee did engage in the alleged misconduct, then New Jersey employer did not breach the contract. If the New Jersey Court finds that the New Jersey employee did not engage in the misconduct, then the New Jersey employer breached the contract.

WHAT IF THE NEW JERSEY EMPLOYEE’S CLAIM IS FOR BREACH OF PROGRESSIVE DISCIPLINE PROVISIONS AND FOR BREACH OF GOOD CAUSE TERMINATION PROVISIONS, AND THE NEW JERSEY EMPLOYEE HANDBOOK OR NEW JERSEY EMPLOYEE MANUAL DEFINES “GOOD CAUSE” BY CITING SPECIFIC EXAMPLES OF CONDUCT THAT CONSTITUTE “GOOD CAUSE”?
The New Jersey court must first determine whether New Jersey employer followed the progressive discipline procedures contained in the New Jersey employee handbook or New Jersey employee manual before terminating a New Jersey employee’s employment. If the New Jersey court determines that the New Jersey employer did not follow the progressive discipline procedures, then the New Jersey employer breached the contract. If the New Jersey court determines that the New Jersey employer did follow the progressive discipline procedures, the New Jersey court must then determine whether good cause existed for a New Jersey employee’s termination under the terms of the New Jersey employee handbook or New Jersey employee manual. Specifically, New Jersey employer contends that a New Jersey employee engaged in certain misconduct, such as an infraction, poor performance, etc. If the New Jersey Court finds that the New Jersey employee did engage in certain misconduct, such as an infraction, poor performance, etc., then New Jersey employer did not breach the contract. If the New Jersey Court finds that a New Jersey employee did not engage in certain misconduct, such as an infraction, poor performance, etc., then the New Jersey employer breached the contract.

WHAT IF A NEW JERSEY EMPLOYEE’S CLAIM IS ONLY FOR BREACH OF GOOD CAUSE TERMINATION PROVISION, AND THE NEW JERSEY EMPLOYEE HANDBOOK OR NEW JERSEY EMPLOYEE MANUAL DOES NOT DEFINE “GOOD CAUSE” THROUGH SPECIFIC EXAMPLES OR OTHERWISE?
The New Jersey court determines whether good cause existed for a New Jersey employee’s termination. Specifically, New Jersey employer contends that a New Jersey employee engaged in certain misconduct, such as an infraction, poor performance, etc. The New Jersey employee handbook or New Jersey employee manual does not define what is meant by “good cause.” This is a determination the New Jersey court must make based on the following instructions. To constitute “good cause” for termination, an act or omission need not necessarily involve either commission of a crime or involve an improper purpose. However, the zct or omission must substantially disadvantage the employer, in view of the duties and obligations of the employee. A discharge for mere whim or caprice is not a discharge for good cause. Nor is a discharge because of the employer’s general subjective dislike or disapproval of an employee. Rather, a discharge for good cause must bear some relationship to and focus on the ability and fitness of the employee to discharge the duties of his or her position. Basically, “good cause” is a cause or ground that a reasonable employer, acting in good faith, would regard as a good and sufficient reason for terminating an employee’s services.

WHAT IF A NEW JERSEY EMPLOYEE’S CLAIM IS FOR BREACH OF PROGRESSIVE DISCIPLINE PROVISIONS AND FOR BREACH OF GOOD CAUSE TERMINATION PROVISIONS AND THE NEW JERSEY EMPLOYEE HANDBOOK OR NEW JERSEY EMPLOYEE MANUAL DOES NOT DEFINE “GOOD CAUSE” THROUGH SPECIFIC EXAMPLES OR OTHERWISE?
The New Jersey court must first determine whether New Jersey employer followed the progressive discipline procedures contained in the New Jersey employee handbook or New Jersey employee manual before terminating a New Jersey employee’s employment. If the New Jersey court determines that the New Jersey employer did not follow the progressive discipline procedures, then the New Jersey employer breached the contract. If the New Jersey court determines that the New Jersey employer did follow the progressive discipline procedures, the New Jersey court must then determine whether good cause existed for a New Jersey employee’s termination. Specifically, the New Jersey employer contends that a New Jersey employee engaged in certain misconduct, such as an infraction, poor performance, etc. The New Jersey employee handbook or New Jersey employee manual does not define what is meant by “good cause.” This is a determination the New Jersey court must make. To constitute “good cause” for termination, an act or omission need not necessarily involve either commission of a crime or involve an improper purpose. However, the act or omission must substantially disadvantage the employer, in view of the duties and obligations of the employee. A discharge for mere whim or caprice is not a discharge for good cause. Nor is a discharge because of the employer’s general subjective dislike or disapproval of an employee. Rather, a discharge for good cause must bear some relationship to and focus on the ability and fitness of the employee to discharge the duties of his or her position. In sum, “good cause” is a cause or ground that a reasonable employer, acting in good faith, would regard as a good and sufficient reason for terminating an employee’s services.

NEED HELP WITH YOUR NEW JERSEY CASE?
Handling your New Jersey case wrong from the beginning may only cost you more money and time in the end!! Do it right the first time by seeking legal advice from a competent New Jersey lawyer!
Let the Law Office of Paul DePetris help you with your New Jersey case. Not all New Jersey cases require you to pay expensive legal fees to get legal help.

WHY SHOULD NEW JERSEY PRO SE PLAINTIFFS AND NEW JERSEY PRO SE DEFENDANTS SEEK HELP FROM A NEW JERSEY LAWYER?
Handling your New Jersey case wrong from the beginning may only cost you more money and time in the end!! Do it right the first time by seeking legal advice from a competent New Jersey lawyer!
Many New Jersey pro se plaintiffs and New Jersey pro se defendants make the mistake of not consulting a New Jersey lawyer before filing New Jersey Court papers only to later learn that the New Jersey pro se plaintiffs and New Jersey pro se defendants made serious mistakes that could cause them to lose their New Jersey case. Let the Law Office of Paul DePetris help you with your New Jersey case.

CAN I RELY ON NEW JERSEY COURT PERSONNEL FOR LEGAL ADVICE?
New Jersey Court employees cannot give you “free” legal advice and a New Jersey Court judge may refuse to let you claim that you were right in taking an action (or in deciding not to take action) because you relied on advice from such employees. Most New Jersey Court employees are not trained New Jersey attorneys and therefore, they may not know what advice to give you. Working at the New Jersey Court as a non-judge is not the same as practicing law.

CAN I RELY ON NEW JERSEY COURT FORMS PROVIDED BY THE NEW JERSEY COURT?
The New Jersey Court usually provides certain types of New Jersey Court legal forms to the public and those forms are often very helpful. However, beware relying on New Jersey Court forms provided by the New Jersey Court – the New Jersey Court forms are often deceptively simple, while New Jersey cases often are much more complex than they first appear to be. There is simply no substitute for a competent New Jersey attorney licensed to practice law in New Jersey who has experience handling New Jersey cases. New Jersey Court forms don’t talk and New Jersey Court forms and their directions rarely, if ever, cover every possible situation, set of facts or legal issue that may arise in a New Jersey case. Each New Jersey case has its own particular legal issues and therefore, its own challenges. If you can afford a competent New Jersey attorney, it is best to have the New Jersey attorney prepare your New Jersey Court paperwork for you.

CAN I HANDLE A NEW JERSEY CASE MYSELF?
Many New Jersey pro se plaintiffs and New Jersey pro se defendants can and do successfully handle New Jersey cases, from filing the first paperwork to the collection of a New Jersey Court judgment. However, many other New Jersey pro se plaintiffs and New Jersey pro se defendants also make mistakes that lead to the dismissal of their New Jersey cases or that result in the entry of a New Jersey Court money judgment against them. The greater the money at stake, the greater the reason to consider using the services of a competent attorney licensed to practice law in New Jersey to handle part or all of the New Jersey case. The following are reasons to use an attorney to handle part or all of your New Jersey case:
• New Jersey Court fees often change
• New Jersey Court rules often change
• New Jersey Court employees cannot give you “free” legal advice and a New Jersey Court judge may refuse to let you claim that you were right in taking an action (or in deciding not to take action) because you relied on advice from such employees
• New Jersey Court forms available on websites may not cover every situation you may face in Court
• each New Jersey case has its own particular legal issues and therefore, its own challenges
• it is very common for New Jersey pro se plaintiffs and New Jersey pro se defendants to file inadequate or incorrect New Jersey Court complaints that result in the New Jersey Court complaints or answers to New Jersey Court complaints being rejected by the New Jersey Court or being dismissed by the New Jersey Court after filing and before or after trial because of procedural deficiencies.
• it is not uncommon for judges to get very frustrated by an unrepresented party’s lack of preparation or ignorance of the facts or law of the New Jersey case.
• a Court has the power to punish unprepared New Jersey plaintiffs and New Jersey defendants, such as by throwing their New Jersey case out of Court or limiting what they can present at the New Jersey Court trial.
• New Jersey has many published cases, laws, regulations, Court rules and rules of evidence that can be very tricky to understand and that can be used to prevent you from doing much of what you want to do at the New Jersey Court trial.
• it is very common for Courts to refuse to allow a party to use or refer to documents or items at the New Jersey Court trial that the person themselves never prepared. Often New Jersey plaintiffs and New Jersey defendants stumble into New Jersey Court with a video, photograph, bill or affidavit or other form of written statement, thinking they are going to use it as proof that they lost money or that they are not responsible for someone else’s damages, only to have a New Jersey Court judge tell the New Jersey plaintiffs and New Jersey defendants that it is not going to even consider such items or documents.
• without the proper preparation, items and documents may never be considered by the New Jersey Court. Also, if there are any legal issues to be dealt with at the New Jersey Court trial, you must be prepared to argue them, which may require you to refer to Court rules, evidence rules, laws, regulations or published cases.
• you cannot show up at the New Jersey Court expecting the judge hearing your New Jersey case to explain Court rules, evidence rules, Court procedure or the details of the law that applies to your New Jersey case. The judge hearing your New Jersey case is not permitted to give you legal advice.

It is important to remember that even if you have an attorney, you could lose your New Jersey case. Hiring an attorney to handle part or all of your New Jersey case does not guarantee your success. However, it may provide what is needed to win your New Jersey case or to avoid certain mistakes.

DOES THE LAW OFFICE OF PAUL DEPETRIS HAVE EXPERIENCE HANDLING NEW JERSEY CASES?
Yes. Paul DePetris has performed the following tasks:
• handled New Jersey cases for plaintiffs and defendants across New Jersey, from Bergen County New Jersey to Cumberland County New Jersey, including representations of individuals, small businesses and large corporations.
• settled New Jersey cases for plaintiffs and defendants across New Jersey.
• reviewed many New Jersey Court settlement agreements.
• enforced many New Jersey Court settlement agreements.
• provided New Jersey pro se plaintiffs and New Jersey pro se defendants with New Jersey Court legal advice and prepared New Jersey Court legal forms
• prepared and filed many New Jersey Court complaints
• tried New Jersey Court jury trials
• mediated many New Jersey cases
• argued New Jersey Court motions
• handled New Jersey Court proof hearings
• handled New Jersey Court post judgment collection proceedings

Mr. DePetris has appeared before the Superior Court of New Jersey in the following counties:
• Atlantic County New Jersey Court
• Bergen County New Jersey Court
• Burlington County New Jersey Court
• Camden County New Jersey Court
• Cape May County New Jersey Court
• Cumberland County New Jersey Court
• Essex County New Jersey Court
• Gloucester County New Jersey Court
• Hudson County New Jersey Court
• Mercer County New Jersey Court
• Middlesex County New Jersey Court
• Monmouth County New Jersey Court
• Morris County New Jersey Court
• Ocean County New Jersey Court
• Passaic County New Jersey Court
• Salem County New Jersey Court
• Somerset County New Jersey Court
• Sussex County New Jersey Court
• Union County New Jersey Court
• Warren County New Jersey Court

IN WHAT NEW JERSEY COUNTIES WILL THE LAW OFFICE OF PAUL DEPETRIS HANDLE NEW JERSEY CASES?
The Law Office of Paul DePetris offers to handle and help individuals and businesses with New Jersey Court Claims cases in North, Central and Southern New Jersey, including cases in the following New Jersey counties:
• Atlantic County New Jersey Court
• Bergen County New Jersey Court
• Burlington County New Jersey Court
• Camden County New Jersey Court
• Cape May County New Jersey Court
• Cumberland County New Jersey Court
• Essex County New Jersey Court
• Gloucester County New Jersey Court
• Hudson County New Jersey Court
• Mercer County New Jersey Court
• Middlesex County New Jersey Court
• Monmouth County New Jersey Court
• Morris County New Jersey Court
• Ocean County New Jersey Court
• Passaic County New Jersey Court
• Salem County New Jersey Court
• Somerset County New Jersey Court
• Sussex County New Jersey Court
• Union County New Jersey Court
• Warren County New Jersey Court

WHAT IF I DON’T HAVE ENOUGH MONEY TO HIRE AN ATTORNEY TO HANDLE MY NEW JERSEY CASE FROM BEGINNING TO END?
In many situations, the Law Office of Paul DePetris offers alternatives to handling New Jersey cases for an hourly fee, such as by offering to handle your New Jersey case up to trial for a fixed fee or to help you handle your New Jersey case by yourself. Such flexible methods may allow you to keep the amount legal fees you spend on your New Jersey case to a fixed sum, while providing you the help you need to handle your New Jersey case. For a no obligation phone consultation about what the Firm might be able to do for you, call Mr. DePetris at 609-714-2020 or send an email to Mr. DePetris.
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