NJ Civil Service Navigator

N.J.A.C. 4A:7-3.1 State Policy Prohibiting Discrimination in the Workplace (State Policy)

N.J.A.C. 4A:7-3.1, State Policy Prohibiting Discrimination in the Workplace (State Policy). The State of New Jersey is committed to providing every State employee and prospective State employee with a work environment free from prohibited discrimin Full text with 7 recorded amendments, 77 citing dec

Equal Employment Opportunity and Affirmative Action · Policy Prohibiting Discrimination in the Workplace; Complaint Procedures and Appeals

Current through New Jersey Register, Vol. 58 No. 14, July 20, 2026. Reviewed as of July 26, 2026.

This is an annotated mirror, not the official publication. Verify against the Civil Service Commission before relying on it.

In plain language

The State Policy binds State agencies, a term the rule defines to take in State departments, commissions, agencies, authorities and State colleges and universities. Local government sets its own procedures under 4A:7-1.1. Within that scope this is a zero tolerance policy, which means the agency may take disciplinary or other corrective action against conduct that violates the policy whether or not the conduct meets the legal definition of discrimination or harassment. Three points of reach get missed. It covers third party harassment, meaning unwelcome conduct that is not aimed at any individual but interferes with someone's ability to do their job. It covers any location reasonably regarded as an extension of the workplace, including off-site business-related social functions, and posts on social media or a personal device that adversely affect the work environment. And it runs in both directions between State employees and persons doing business with the State. A supervisor must refer an allegation immediately, and failing to do so is itself disciplinable. Retaliation is separately prohibited.

Written by the NJ Civil Service Navigator editorial team from the text of N.J.A.C. 4A:7-3.1. It is a description of the rule, not the rule itself, and not legal advice.

(a) The State of New Jersey is committed to providing every State employee and prospective State employee with a work environment free from prohibited discrimination or harassment. Under this policy, forms of employment discrimination or harassment based upon the following protected categories are prohibited and will not be tolerated: race, creed, color, national origin, nationality, ancestry, age, sex/gender, pregnancy, marital status, civil union status, domestic partnership status, familial status, religion, affectional or sexual orientation, gender identity or expression, atypical hereditary cellular or blood trait, genetic information, liability for service in the Armed Forces of the United States, or disability. To achieve the goal of maintaining a work environment free from discrimination and harassment, the State of New Jersey strictly prohibits the conduct that is described in this policy. This is a zero tolerance policy. This means that the State and its agencies reserve the right to take either disciplinary action, if appropriate, or other corrective action, to address any unacceptable conduct that violates this policy, regardless of whether the conduct satisfies the legal definition of discrimination or harassment. #

1. Prohibited discrimination/harassment undermines the integrity of the employment relationship, compromises equal employment opportunity, debilitates morale, and interferes with work productivity. Thus, this policy applies to all employees and applicants for employment in State departments, commissions, State colleges or universities, agencies, and authorities (hereafter referred to in this section as "State agencies" or "State agency"). The State of New Jersey will not tolerate harassment or discrimination by anyone in the workplace including supervisors, co-workers, employees of Gubernatorial Transition Offices, or persons doing business with the State. This policy also applies to conduct that occurs in the workplace and conduct that occurs at any location that can be reasonably regarded as an extension of the workplace (any field location, any off-site business-related social function, or any facility where State business is being conducted and discussed). This policy also applies to posts on any social media site and/or electronic device, personal or business, that adversely affects the work environment defined by the State Policy. #

2. This policy also applies to third party harassment. Third party harassment is unwelcome behavior involving any of the protected categories referred to in (a) above that is not directed at an individual but exists in the workplace and interferes with an individual's ability to do his or her job. Third party harassment based upon any of the aforementioned protected categories is prohibited by this policy. #

3. It is a violation of this policy to engage in any employment practice or procedure that treats an individual less favorably based upon any of the protected categories referred to in (a) above. This policy pertains to all employment practices such as recruitment, selection, hiring, training, promotion, advancement appointment, transfer, assignment, layoff, return from layoff, termination, demotion, discipline, compensation, fringe benefits, working conditions, and career development. #

(b) It is a violation of this policy to use derogatory or demeaning references regarding a person's race, gender, age, religion, disability, affectional or sexual orientation, ethnic background, or any other protected category set forth in (a) above. A violation of this policy can occur even if there was no intent on the part of an individual to harass or demean another. #

1. Examples of behaviors that may constitute a violation of this policy include, but are not limited to: #

i. Discriminating against an individual with regard to terms and conditions of employment because of being in one or more of the protected categories referred to in (a) above; #

ii. Treating an individual differently because of the individual's race, color, national origin, or other protected category, or because an individual has the physical, cultural, or linguistic characteristics of a racial, religious, or other protected category; #

iii. Treating an individual differently because of marriage to, civil union to, domestic partnership with, or association with persons of a racial, religious, or other protected category; or due to the individual's membership in or association with an organization identified with the interests of a certain racial, religious, or other protected category; or because an individual's name, domestic partner's name, or spouse's name is associated with a certain racial, religious, or other protected category; #

iv. Calling an individual by an unwanted nickname that refers to one or more of the above protected categories, or telling jokes pertaining to one or more protected categories; #

v. Using derogatory references with regard to any of the protected categories in any communication; #

vi. Engaging in threatening, intimidating, or hostile acts toward another individual in the workplace because that individual belongs to, or is associated with, any of the protected categories; or #

vii. Displaying or distributing materials, in the workplace or outside of the workplace that has an adverse impact on the work environment, including electronic communications, that contains derogatory or demeaning language or images pertaining to any of the protected categories. #

(c) It is a violation of this policy to engage in sexual (or gender-based) harassment of any kind, including hostile work environment harassment, quid pro quo harassment, or same-sex harassment. #

1. For the purposes of this policy, sexual harassment is defined, as in the Equal Employment Opportunity Commission Guidelines, as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when, for example: #

i. Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment; #

ii. Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or #

iii. Such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment. #

2. Examples of prohibited behaviors that may constitute sexual harassment and are, therefore, a violation of this policy include, but are not limited to: #

i. Generalized gender-based remarks and comments; #

ii. Unwanted physical contact, such as intentional touching, grabbing, pinching, brushing against another's body, or impeding or blocking movement; #

iii. Sexual physical contact that involves any form of coercion, force, or lack of consent, such as sexual assault; #

iv. Verbal, written, or electronic sexually suggestive or obscene comments, jokes, or propositions, including letters, notes, e-mail, text messages, invitations, gestures, or inappropriate comments about a person's clothing; #

v. Visual contact, such as leering or staring at another's body; gesturing; displaying sexually suggestive objects, cartoons, posters, magazines, or pictures of scantily-clad individuals; or displaying sexually suggestive material on a bulletin board, on a locker room wall, or on a screen saver; #

vi. Explicit or implicit suggestions of sex by a supervisor or manager in return for a favorable employment action such as hiring, compensation, promotion, advancement appointment, or retention; #

vii. Suggesting or implying that failure to accept a request for a date or sex would result in an adverse employment consequence with respect to any employment practice such as performance evaluation, advancement appointment, or promotional opportunity; or #

viii. Continuing to engage in certain behaviors of a sexual nature after an objection has been raised by the target of such inappropriate behavior. #

(d) Any employee who believes that she or he has been subjected to any form of prohibited discrimination/harassment, or who witnesses others being subjected to such discrimination/harassment, should promptly report the incident(s) to a supervisor or directly to the State agency's Equal Employment Opportunity/Affirmative Action Officer or to any other persons designated by the State agency to receive workplace discrimination complaints. A person who wishes to take action about prohibited sexual physical contact can file a criminal complaint with law enforcement of the municipality where the incident occurred. That person can also make a criminal report and a report to his or her supervisor/manager and/or Equal Employment Opportunity/Affirmative Action Officer; one does not have to choose one or the other. All employees are expected to cooperate with investigations undertaken pursuant to (g) below. Failure to cooperate in an investigation may result in administrative and/or disciplinary action, up to and including termination of employment. #

(e) Supervisors shall make every effort to maintain a work environment that is free from any form of prohibited discrimination/harassment. Supervisors shall immediately refer allegations of prohibited discrimination/harassment to the State agency's Equal Employment Opportunity/Affirmative Action Officer, or any other individual designated by the State agency to receive complaints of workplace discrimination/harassment. A supervisor's failure to comply with these requirements may result in administrative and/or disciplinary action, up to and including termination of employment. For purposes of this section and N.J.A.C. 4A:7-3.2, a supervisor is defined broadly to include any manager or other individual who has authority to control the work environment of any other staff member (for example, a project leader). #

(f) Each State agency shall annually distribute the policy described in this section, or a summarized notice of it, to all of its employees, including part-time and seasonal employees. The policy, or summarized notice of it, shall also be posted in conspicuous locations throughout the buildings and grounds of each State agency (that is, on bulletin boards or on the State agency's intranet site). The Department of the Treasury shall distribute the policy to Statewide vendors/contractors, whereas each State agency shall distribute the policy to vendors/contractors with whom the State agency has a direct relationship. #

(g) Each State agency shall follow the State of New Jersey Model Procedures for Processing Internal Complaints Alleging Discrimination in the Workplace with regard to reporting, investigating, and where appropriate, remediating claims of discrimination/harassment. See N.J.A.C. 4A:7-3.2. Each State agency is responsible for designating an individual, or individuals, to receive complaints of discrimination/harassment, investigating such complaints, and recommending appropriate remediation of such complaints. In addition to the Equal Employment Opportunity/Affirmative Action Officer, each State agency shall designate an alternate person to receive claims of discrimination/harassment. #

1. All investigations of discrimination/harassment claims shall be conducted in a way that respects, to the extent possible, the privacy of all the persons involved. The investigations shall be conducted in a prompt, thorough, and impartial manner. The results of the investigation shall be forwarded to the respective State agency head to make a final decision as to whether a violation of the policy has been substantiated. #

2. Where a violation of this policy is found to have occurred, the State agency shall take prompt and appropriate remedial action to stop the behavior and deter its reoccurrence. The State agency shall also have the authority to take prompt and appropriate remedial action, such as moving two employees apart, before a final determination has been made regarding whether a violation of this policy has occurred. #

3. The remedial action taken may include counseling, training, intervention, mediation, and/or the initiation of disciplinary action up to and including termination of employment. #

4. Each State agency shall maintain a written record of the discrimination/harassment complaints received. Written records, consisting of the investigative report and any attachments, including witness statements, shall be maintained as confidential records to the extent practicable and appropriate and will remain so indefinitely. #

(h) Retaliation against any employee who alleges that she or he was the victim of discrimination/harassment, provides information in the course of an investigation into claims of discrimination/harassment in the workplace, or opposes a discriminatory practice, is prohibited by this policy. No employee bringing a complaint, providing information for an investigation, or testifying in any proceeding under this policy shall be subjected to adverse employment consequences based upon such involvement or be the subject of other retaliation. Following are examples of prohibited actions taken against an employee because the employee has engaged in activity protected by this subsection: #

1. Termination of an employee; #

2. Failing to promote an employee or select an employee for an advancement appointment; #

3. Altering an employee's work assignment for reasons other than legitimate business reasons; #

4. Imposing or threatening to impose disciplinary action on an employee for reasons other than legitimate business reasons; or #

5. Ostracizing an employee (for example, excluding an employee from an activity or privilege offered or provided to all other employees). #

(i) The burden is on the complainant to articulate a sufficient nexus between the alleged conduct to a protected category pursuant to the State Policy. An employee who knowingly makes a false accusation of prohibited discrimination/harassment or knowingly provides false information in the course of an investigation of a complaint, will be subjected to administrative and/or disciplinary action, up to and including termination of employment. Complaints made in good faith, however, even if found to be unsubstantiated, shall not be considered a false accusation. #

(j) All complaints and investigations shall be handled, to the extent possible, in a manner that will protect the privacy interests of those involved. To the extent practical and appropriate under the circumstances, confidentiality shall be maintained throughout the investigative process. In the course of an investigation, it may be necessary to discuss the claims with the person(s) against whom the complaint was filed and other persons who may have relevant knowledge or who have a legitimate need to know about the matter. In order to protect the integrity of the investigation, minimize the risk of retaliation against the individuals participating in the investigative process, and protect the important privacy interests of all concerned, the EEO/AA Officer/investigator shall request that all persons interviewed, including witnesses, not discuss any aspect of the investigation with others, unless there is a legitimate business reason to disclose such information. #

(k) Any employee found to have violated any portion or portions of this policy may be subject to appropriate administrative and/or disciplinary action which may include, but which shall not be limited to: referral for training, referral for counseling, written or verbal reprimand, suspension, reassignment, demotion, or termination of employment. Referral to another appropriate authority for review for possible violation of State and Federal statutes may also be appropriate. #

(l) All State agencies shall provide all new employees with training on the policy and procedures set forth in this section within a reasonable period of time after each new employee's appointment date. Refresher training shall be provided to all employees, including supervisors, within a reasonable period of time. All State agencies shall also provide supervisors with training on a regular basis regarding their obligations and duties under the policy and regarding procedures set forth in this section. #

Amendment history

Rule numbers, effective dates and New Jersey Register citations as published. 7 recorded changes.

  1. AmendedR.2020 d.052
    51 N.J.R. 1311(a); 52 N.J.R. 887(a)
  2. AmendedR.2019 d.072
    51 N.J.R. 191(b); 51 N.J.R. 1115(a)
  3. AmendedR.2015 d.188
    47 N.J.R. 1698(a); 47 N.J.R. 2972(a)
  4. AmendedR.2014 d.099
    45 N.J.R. 500(a); 46 N.J.R. 1331(c)
  5. AmendedR.2007 d.244
    39 N.J.R. 1340(a); 39 N.J.R. 3499(a)
  6. AmendedR.2005 d.65
    36 N.J.R. 4566(a); 37 N.J.R. 586(a)
  7. New ruleR.2002 d.10
    33 N.J.R. 3281(a); 34 N.J.R. 261(a)

How this rule has been applied

77 decisions have cited N.J.A.C. 4A:7-3.1. The list below is citations to those decisions, not the decisions. We have not written summaries for this section. A citation with no summary is deliberate: we do not paraphrase a decision we have not read. Nothing here is legal advice.

New Jersey Supreme Court (1)
  • Aguas v. State220 N.J. 494; 107 A.3d 1250; 2015 N.J. LEXIS 1312015
Appellate Division (1)
  • , No. A-2114-06T12008 N.J. Super. Unpub. LEXIS 2136
Superior Court (1)
  • In re Hearn417 N.J. Super. 289; 9 A.3d 1032; 2010 N.J. Super. LEXIS 2082010
Civil Service Commission final determinations (62)
  • In re M.J., Bd. of Pub. Util., CSC Docket No. 2025-8902025 N.J. CSC LEXIS 157Docket 2025-890
  • In re B.L., Dep't of Human Serv., CSC Docket No. 2024-15522024 N.J. CSC LEXIS 333Docket 2024-1552
  • In re M.M., Dep't of Children & Families, CSC Docket No. 2023-6602023 N.J. CSC LEXIS 192Docket 2023-660
  • In re M.G., Dep't of Health, CSC Docket No. 2020-25402022 N.J. CSC LEXIS 428Docket 2020-2540
  • In re S.J., Dep't of Human Serv., CSC Docket No. 2022-18912022 N.J. CSC LEXIS 295Docket 2022-1891
  • In re J.P., Dep't of Labor & Workforce Dev., CSC Docket No. 2021-18022022 N.J. CSC LEXIS 234Docket 2021-1802
  • In re J.D., Dep't of Labor & Workforce Dev., CSC Docket No. 2022-3162022 N.J. CSC LEXIS 160Docket 2022-316
  • In re P.T., Dep't of Human Serv., CSC Docket No. 2022-2002021 N.J. CSC LEXIS 425Docket 2022-200
  • In re L.V., State Parole Bd., CSC Docket No. 2021-10622021 N.J. CSC LEXIS 132Docket 2021-1062
  • In re P.L., Dep't of Transp., CSC Docket No. 2019-12152021 N.J. CSC LEXIS 66Docket 2019-1215
  • In re D.F., Dep't of Health, CSC Docket No. 2020-10952020 N.J. CSC LEXIS 365Docket 2020-1095
  • In re C.L.C., Pub. Emp't Relations Comm'n, CSC Docket No. 2020-10262020 N.J. CSC LEXIS 349Docket 2020-1026
  • In re K.P., Motor Vehicle Comm'n, CSC Docket No. 2020-20232020 N.J. CSC LEXIS 341Docket 2020-2023
  • In re B.G., Dep't of Transp., CSC Docket No. 2019-22452020 N.J. CSC LEXIS 178Docket 2019-2245
  • In re T.W., Dep't of Health, CSC Docket No. 2019-26112019 N.J. CSC LEXIS 1055Docket 2019-2611
  • In re I.E., Office of the Public Defender, CSC Docket No. 2019-17582019 N.J. CSC LEXIS 558Docket 2019-1758
  • In re H.P., Dep't of Transp., CSC Docket No. 2019-17232019 N.J. CSC LEXIS 409Docket 2019-1723
  • Policy. In re A.J-S., Dep't of Health, CSC Docket No. 2019-17512019 N.J. CSC LEXIS 379Docket 2019-1751
  • State Policy. In re J.B., Dep't of Banking & Ins., CSC Docket No. 2019-4192019 N.J. CSC LEXIS 242Docket 2019-419
  • State Policy Prohibiting Discrimination in the Workplace. In re J.C-R., Office of Information Tech., CSC Docket No. 2019-4182019 N.J. CSC LEXIS 1Docket 2019-418
  • In re J.S., Dep't of Children & Families, CSC Docket No. 2018-11002018 N.J. CSC LEXIS 667Docket 2018-1100
  • In re D.C-W., CSC Docket No. 2018-16442018 N.J. CSC LEXIS 432Docket 2018-1644
  • In re L.B., Motor Vehicle Comm'n, CSC Docket No. 2017-33852018 N.J. CSC LEXIS 407Docket 2017-3385
  • In re N.B., Dep't of Lab. & Workforce Dev., CSC Docket No. 2018-14672018 N.J. CSC LEXIS 366Docket 2018-1467
  • In re P.D., Dep't of Corr., CSC Docket No. 2018-6762018 N.J. CSC LEXIS 317Docket 2018-676
  • In re K.B., Dep't of Military & Veterans Affairs, CSC Docket No. 2017-31562018 N.J. CSC LEXIS 247Docket 2017-3156
  • In re D.C-W., CSC Docket No. 2018-3042018 N.J. CSC LEXIS 258Docket 2018-304
  • State Policy Prohibiting Discrimination in the Workplace. In re L.H., Dep't of Corrs., CSC Docket Nos. 2017-1972 and 2017-4004 (Consolidated)2018 N.J. CSC LEXIS 250Docket 2017-1972 and 2017-4004
  • In re L.H., Dep't of Corrs., CSC Docket Nos. 2017-1972 and 2017-4004 (Consolidated)2018 N.J. CSC LEXIS 250Docket 2017-1972 and 2017-4004
  • State Policy. In re C.G., Bd. of Pub. Utils., CSC Docket No. 2018-9232018 N.J. CSC LEXIS 248Docket 2018-923
  • In re Y.N. et al., Dep't of Transp., CSC Docket Nos. 2018-766, et al. (Consolidated)2018 N.J. CSC LEXIS 254Docket 2018-766
  • In re L.N., Dep't of Corr., CSC Docket No. 2018-8562018 N.J. CSC LEXIS 135Docket 2018-856
  • In re P.D., Dep't of Corr., CSC Docket No. 2018-6762018 N.J. CSC LEXIS 132Docket 2018-676
  • In re D.W., Woodbine Dev. Ctr., CSC Docket No. 2017-23602018 N.J. CSC LEXIS 100Docket 2017-2360
  • In re Kidd, Dep't of Health, CSC Docket No. 2017-25682018 N.J. CSC LEXIS 127Docket 2017-2568
  • Policy. In re R.S., Dep't of Transp., CSC Docket No. 2017-8562018 N.J. CSC LEXIS 136Docket 2017-856
  • In re R.S., Dep't of Transp., CSC Docket No. 2017-8562018 N.J. CSC LEXIS 136Docket 2017-856
  • In re B.B., Motor Vehicle Comm'n, CSC Docket No. 2017-20092017 N.J. CSC LEXIS 697Docket 2017-2009
  • In re C.E., Dep't of Corrs., CSC Docket No. 2016-23332017 N.J. CSC LEXIS 646Docket 2016-2333
  • In re S.F., Dep't of the Treasury, CSC Docket No. 2017-38232017 N.J. CSC LEXIS 618Docket 2017-3823
  • In re B.R., Dep't of Human Servs., CSC Docket No. 2016-42432017 N.J. CSC LEXIS 633Docket 2016-4243
  • In re C.B., Kean Univ., CSC Docket Nos. 2017-1322 and 2017-1391 (Consolidated)2017 N.J. CSC LEXIS 464Docket 2017-1322 and 2017-1391
  • State Policy. In re J.C., Dep't of Banking & Ins., CSC Docket No. 2016-28192017 N.J. CSC LEXIS 411Docket 2016-2819
  • Policy. In re K.R., Dep't of Military & Veterans Affairs, CSC Docket No. 2017-19102017 N.J. CSC LEXIS 339Docket 2017-1910
  • "Manly." In re H.F., Dep't of Human Servs., CSC Dkt. No. 2017-12772017 N.J. CSC LEXIS 284
  • In re B.G., Dep't of Human Servs., CSC Dkt. No. 2017-2452017 N.J. CSC LEXIS 220
  • In re T.H., Dep't of Transp., CSC Docket No. 2017-12202017 N.J. CSC LEXIS 175Docket 2017-1220
  • In re E.B., Stockton Univ., CSC Dkt. No. 2017-8862017 N.J. CSC LEXIS 134
  • In re D.K., Dep't of Human Servs., CSC Dkt. No. 2017-5432017 N.J. CSC LEXIS 74
  • In re C.M., Dep't of Law and Pub. Safety, CSC Docket Nos. 2016-36572017 N.J. CSC LEXIS 75Docket 2016-3657
  • In re S.H., Dep't of Military & Veterans Affairs, CSC Dkt. No. 2016-40162017 N.J. CSC LEXIS 73
  • In re L.D., Dep't of Human Servs., CSC Dkt. Nos. 2016-22732017 N.J. CSC LEXIS 36
  • In re J.F., Dep't of Human Servs., CSC Dkt. No. 2016-33942017 N.J. CSC LEXIS 8
  • In re V.B., Dep't of Corrs., CSC Docket Nos. 2015-1827 and 2015-2359 (Consolidated)2015 N.J. CSC LEXIS 189Docket 2015-1827 and 2015-2359
  • In re C.G, Dep't of Transp., CSC Docket No. 2015-31302015 N.J. CSC LEXIS 11Docket 2015-3130
  • In re C.G., Dep't of Transp., CSC Docket No. 2015-32292015 N.J. CSC LEXIS 10Docket 2015-3229
  • In re S.W., Dep't of Human Servs., CSC Dkt. No. 2014-11772014 N.J. CSC LEXIS 800
  • In re Y.C., Dep't of Children & Families, CSC Dkt. No. 2015-1532014 N.J. CSC LEXIS 848
  • In re N.J., Dep't of Human Servs., CSC Dkt. No. 2014-19802014 N.J. CSC LEXIS 888
  • In re K.R., Dep't of the Treasury, CSC Dkt. No. 2014-20282014 N.J. CSC LEXIS 852
  • In re S.B., State Parole Bd., CSC Dkt. Nos. 2013-3832014 N.J. CSC LEXIS 839
  • In re Y.T., Dep't of Corrs., CSC Dkt. No. 2014-14432014 N.J. CSC LEXIS 856
Office of Administrative Law initial decisions (12)
  • In re R.C., Dep't of Cmty. Affairs2024 N.J. AGEN LEXIS 1145Docket CSV 02127-23
  • Policy. In re Kaczoroski, Trenton Psychiatric Hosp., Dep't of Health2022 N.J. AGEN LEXIS 422
  • In re Alaimo2009 N.J. AGEN LEXIS 965Docket CSV 08072-07
  • In re Ross2009 N.J. AGEN LEXIS 1001Docket CSV 8839-07
  • In re Carter-Green2008 N.J. AGEN LEXIS 1221Docket CSV 4272-07
  • In re Davis2008 N.J. AGEN LEXIS 599Docket CSV 12220-05
  • 2007 N.J. AGEN LEXIS 177
  • In re HearnDocket CSV 04991-05
  • 2007 N.J. AGEN LEXIS 177
  • In re Afanador2006 N.J. AGEN LEXIS 1036Docket CSV 10086-05
  • In re Sharp2006 N.J. AGEN LEXIS 1096Docket CSV 10540-04
  • In re Van Jones2005 N.J. AGEN LEXIS 1219Docket CSV 8541-03

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