Practice Areas

Employment Discrimination

Abramson Employment Law represents clients in many areas of employment law. We frequently represent clients who are discriminated against at the workplace when their employment is terminated, or other adverse action is taken for pretextual reasons and the underlying reason for the employer’s action is protected by the law. For instance, employers are prohibited from terminating an employee based on the employers’ age, disability, sex, race, religion, national origin or the fact that the employee is pregnant. These laws also recognize that direct evidence of discrimination is not always present and an employee can prove employment discrimination based on indirect evidence. Federal and state discrimination laws also prohibit retaliation against an employee, which in the context of employment discrimination law is defined as action taken against an employee who makes a good faith report of discrimination. We also represent employees who suffer sexually harassment at the workplace, which can take many different forms. For more information about employment discrimination, retaliation, sexual harassment and related law click the following links . . .

• Age Discrimination
• Sex Discrimination / Gender Discrimination
• Race Discrimination
• Religious Discrimination
• Procedure for Proceeding with Employment Law Cases
• Sexual Harassment
• Workplace Disabilities – Americans With Disabilities Act
• National Origin Discrimination
• Pregnancy Discrimination
• Sexual Orientation and Gender Identity Discrimination
• Sex Plus Discrimination
• Discrimination in Pay: The Equal Pay Act
• Retaliation

Pennsylvania Employment Laws

At Abramson Employment Law we are frequently called upon to represent employees as they commence or end an employment relationship with an employer and are presented with documents that the employer requests that the employee sign. These documents include employment contracts, noncompete agreements (also known as, restrictive covenants) and severance agreements. Noncompete agreements place significant restrictions on an employee’s future employment prospects and are also sometimes are inserted into severance agreements. Execution of each of these documents places restrictions on what an employee may be able to do in the future. It is critical that before you sign any of these types of documents that you have an experienced employment law attorney review all relevant facts and the documents. There are also several Pennsylvania laws which provide protection to employees who are not timely paid wages and benefits, are not paid proper amounts or are denied employment for illegal reasons. For more information on Pennsylvania employment laws click the following links…

• Noncompete Agreements
• Severance Agreements
• Unemployment Compensation
• Executive Employment Contracts
• Pennsylvania Wage Payment and Collection Law
• Breach of Employment Contracts
• Wrongful Termination – Public Policy Violations- Pursuit of Workers’ Compensation Claim and Other Claims
• Criminal History Record Information Act
• Revocation of Job Offer After Acceptance
• Pennsylvania Personnel File Inspection Act
• Pennsylvania Equal Pay Law
• Pennsylvania Prohibition of Excessive Overtime in Health Care Act
• Pennsylvania Construction Workplace Misclassification Act
• Pennsylvania Commissioned Sales Representatives Law
• Pennsylvania Employee’s Failure to Report to Work During a State of Emergency Law
• Employee Handbook
• C-Level, C-Suite and High Ranking Corporate Executive Representation

Federal Employment Laws

Federal employment laws also provide projections for employees. The Fair Labor Standard Act requires that many employees be paid overtime pay. Employees also receive protection for qualifying leave from work under the Family and Medical Leave Act (FMLA) Other federal laws can also protect an employee at the workplace, or in some instances after employment is terminated. For more information on federal employment laws see the following links…

• Overtime & Unpaid Wage Claims
• Family and Medical Leave
• ERISA Pension and Disability Claims
• USERRA: Armed Services Employees Rights Under The Uniformed Services Employment and Reemployment Rights Act
• WARN- Worker Adjustment and Retraining Notification Act-Rights of Employees Plant Closings and Mass Layoffs
• Migrant and Seasonal Agricultural Worker Protection Act
• COBRA Consolidated Omnibus Budget Reconciliation Act-Continuation of Employer Sponsored Health Insurance
• Fair Credit Report Act

Whistleblower Laws

Abramson Employment Law is frequently contacted by prospective clients who allege that they are whistleblowers. As a general matter, whistleblowing at the workplace involves an employee reporting certain illegal or unethical activity to an employer or outside agency; and the employer subsequently taking an adverse action against the employee (i.e. the termination of employment) because the employee reported the illegal or unethical workplace activity. Both federal and state laws provide certain protections for whistleblowers. Whistleblower claims are very fact specific, as there a number of whistleblower laws that apply to specific industries or conduct. In addition, in assessing a claim, it is critical to understand the nature of the specific illegal or unethical activity that is being reported and to whom the employee reports the activity. For more information on whistleblower laws see the following links…

• Pennsylvania Whistleblower Law
• Whistleblower Protection Under Federal Law
• Whistleblower Action – Termination for Reporting Truck Safety Standard The Surface Transportation Assistance Act
• Whistleblower Retaliation – Corporate Fraud by Publically Traded Corporations-Sarbanes Oxley Act
• Whistleblower Retaliation – Occupational Safety and Health Administration
• New Jersey Conscientious Employee Protection Act