Philadelphia Labor And Employment Law
For more than 30 years, I have represented both employers and employees in labor and employment law issues. Because I have extensively handled and litigated both sides of these matters, I provide a complete understanding of how to successfully approach any given case, knowing what will likely be brought by opposing parties. Should the matter go to litigation, I am prepared with significant experience trying employment law cases.
If you are a professional or small-business owner facing an employment or labor dispute, I can provide the solutions that you need to resolve the matter and protect your interests. Call the Law Office of Stanley B. Cheiken today at 215-572-8600.
Knowledgeable Representation In Labor And Employment Disputes
I have handled all types of labor and employment law matters, including:
- Employment discrimination, including allegations of discrimination on the basis of age, gender, race, disability, ethnicity and sexual orientation
- Retaliation and whistleblower claims where an employee has allegedly been disciplined or terminated for reporting illegal or unethical activity within the organization
- Sexual harassment claims or any allegations of quid pro quo, blackmail or unwelcome innuendos and advances
- Family and Medical Leave Act (FMLA) matters where an employee alleges to have been denied proper leave to deal with medical circumstances
I am committed to providing legal solutions to businesses and professionals throughout Pennsylvania and New Jersey with strategies tailored to their situation, needs and budgetary constraints. Many small businesses do not have a legal department to handle such issues when they arise and need my services to protect them from the expense of a costly settlement or verdict. Professionals need the best representation possible to protect their career and future job opportunities.
Frequently Asked Questions
If you are involved in an employment dispute of any type, you may have a variety of questions about your legal options and the next steps to take. I am happy to provide prompt answers, starting with a few of the most common questions that I see:
As a small business owner, what is my first step when a discrimination claim is threatened?
There are many important steps to take when a discrimination claim is threatened, including contacting an experienced employment attorney. You also need to gather any documentation and evidence to support your case. For instance, an employee may claim they were wrongfully terminated as a form of discrimination, but you may have evidence of disciplinary reports or poor performance reviews to demonstrate the true reason for the termination.
Does Pennsylvania’s at-will employment status protect me from all wrongful termination lawsuits?
No. At-will employment simply means that the employee does not have a contract, so you have the right to end the professional relationship at any time and for any reason that is not illegal. You do not necessarily have to fire someone for cause. However, it is still important to know that you cannot fire someone for an illegal reason, such as their inclusion in a protected class (race, religion, etc). You also cannot terminate them as retaliation for protected activities, such as whistleblowing.
What is the difference between a severance agreement and a release of claims?
A severance agreement is a contract where an employer provides compensation in exchange for a clean break. It is a negotiated financial settlement, not a “gift” or a reward for past service. The release of claims is the “price” you pay for that money. It is a legally binding waiver where you voluntarily surrender your right to ever sue the company for issues like unpaid wages, discrimination or workplace harassment.
Once a release is signed and the revocation period passes, your legal recourse is almost always permanently lost. Because you are essentially selling your legal rights back to your employer, it is critical to have an attorney review the agreement to ensure the compensation reflects the true value of the rights you are giving up.
How do Philadelphia’s local ordinances differ from federal employment laws?
The Philadelphia Fair Practices Ordinance often goes further than federal laws. For example, the ordinance specifically notes that gender identity and sexual orientation are protected classes and prohibits discrimination. Federal law does not distinctly mention either of these classes and instead focuses on factors such as race, religion, sex, age, disability status and more. Even if an action was not a violation of federal law, it may still be a violation of local ordinances.
Call Now For A Consultation
If you have further questions and would like to meet with me for an initial consultation, just call the Law Office of Stanley B. Cheiken at 215-572-8600 or use the online contact form.