RMN is an employment law firm that represents employees across Pennsylvania. Our employment lawyers represent and litigate in the following areas: employment discrimination (age, disability, gender, LGBT, race, religious, and reverse), executive and professional exit strategies, FMLA, sexual harassment, military discrimination, unpaid overtime, retaliation, severance agreements, unemployment benefits, unpaid salary or wages, and union issues.
If you are not sure exactly how to address your issue, don’t worry. If you are having an issue with your company, call us for a complimentary consultation. You can speak to an employment attorney right away who can answer your questions and point you in the right direction.
Three Reasons To Hire An Employment Lawyer
1. Move the case forward
The agency process with the EEOC or PHRC is painfully slow. Sometimes, years go by without any action. An experienced employment lawyer can push your case forward through the bureaucracy and red tape.
2. Meet deadlines and avoid pitfalls
Strict deadlines apply with legal proceedings in front of the EEOC and state or federal courts. Saying the wrong thing or forgetting to say the right thing can totally destroy your case. Employment lawyers guide you through the process with proven legal strategy.
3. Get the employer’s attention
Most employers will not take your case seriously unless you have legal counsel. Even if you have evidence and witnesses, the employer knows they can beat you in court on technicalities and complex legal arguments. Once you have professional representation from an employment attorney, your employer has to take your case more seriously. We have seen countless cases where the employer offered an unrepresented client just a few thousand dollars as a “last offer,” only to be forced into paying real money in a settlement we negotiated.
Employment Law Practice Areas
Without employee training for recognizing discriminatory actions, employment discrimination runs rampant in Pennsylvania.
Employment discrimination takes all forms. For example, employers choose not to accommodate an employee with a disability because it’s easier to fire and replace that employee. Employment attorneys recognize the strength of a legal case and offer you options to proceed. Under Pennsylvania and federal law, illegal employment discrimination includes:
- Age Discrimination
- Disability Discrimination
- Gender Discrimination
- LGBT Orientation Discrimination
- Race Discrimination
- Religious Discrimination
- Reverse Discrimination
Employment decisions such as hiring, firing, or promoting should never be based on age, disability, gender, orientation, race, or religion. If you think your rights have been violated, whether you’ve suffered discrimination or wrongful termination, you have a short time for filing a claim.
Americans with Disabilities Act (ADA), Title VII of the Civil Rights Act (Title VII), the Age Discrimination in Employment Act (ADEA), and the Pennsylvania Human Relations Act (PHRA) are a few laws that specifically protect the rights of employees.
Family and Medical Leave Act (FMLA)
Whether a medical condition arose on the job or not, the law protects many employees who have difficulty performing their jobs due to such conditions. You may be entitled to benefits through an insurance program or you may be entitled to federally-protected medical leave. An employment lawyer assists with short-term disability and long-term disability issues, workers’ compensation, reasonable accommodations under the Americans with Disabilities Act (ADA) and Family and Medical Leave Act (FMLA) claims.
Federal, state, and local law prohibits sexual harassment and harassment because of race, color, national origin, ancestry, religion, creed, physical or mental disability, marital status, age, orientation, or any other basis protected by federal, state, or local law. All such employment harassment is unlawful, should not be tolerated, and you should consult with an employment lawyer immediately.
If you recently lost your job, unemployment benefits are a vital resource for you and your family. A lot of money is at stake, so you should make sure you do everything possible to win your case. You are not required to have an employment attorney represent you at a referee hearing, but it is strongly recommended. An experienced attorney knows how to zero in on the most relevant and helpful evidence in your case. A good attorney will also be able to make critical legal objections and arguments. The law in this area is full of pitfalls, any of which can prevent you from receiving your benefits.
Federal and state law requires employers to pay minimum wage and overtime to most workers. If you have been denied your fair wages, you may have an unpaid wages claim against your employer under the Fair Labor Standards Act (FLSA) or the Pennsylvania Wage Payment and Collection Law (WPCL). Employment lawyers fight for your rightful payment under the law.
USERRA (Military Employment) Lawyer
Under USERRA, it is unlawful for an employer to retaliate against any employee for military service. That includes the employee participating in active duty, active duty training, inactive duty training, initial active duty training, required fitness examinations, and/or funeral honors duty. Retaliation against an employee for military employment discrimination because of a history of military service is also illegal. An employment lawyer can help an employee sue their employer for discrimination in the three most common forms of military discrimination: failure to reemploy, unlawful termination, and failure to promote.
Don’t hesitate, talk to an employment attorney: (412) 626-5626 or lawyer@RMN-Law.com
RMN Employment Law Practice Areas
Lawsuits & Press Releases
Aspen Company Allegedly Denies Long-Standing Veteran Employee His FMLA Time, and Tells Him to “Change [His] Attitude.”0 Comments
“Road-Con, Inc Owner Allegedly Afraid to Shake African American Employee’s Hand, Because His “Color Might Rub Off.”0 Comments
Bollman Hat Company Allegedly Tells Older Employee to Give a Younger Employee a Chance When She Doesn’t Complete Her Work, Then Fires Older Employee For a Lesser Infraction.0 Comments
West Chester University Allegedly Refuses to Accommodate Disabled Professor0 Comments
Lack of Compassion for Personal Care Employee Allegedly Terminated for Having Cancer0 Comments
Sheetz Employee Allegedly Told to Change Locations if She Didn’t Want to be Sexually Harassed by a Co-Worker.0 Comments
Dedicated Employee Allegedly Terminated for His Military Service0 Comments
Dunkin Donuts Allegedly Fires Transgender Employee While on Leave for Surgery0 Comments
Kraemer, Manes & Associates Promotes Jonathan Chase as a Partner!0 Comments
Car Accident Victim Allegedly Gaslit into Believing She Resigned from Her Job.0 Comments
Employee Points Out Illegal Truck Registration and Is Allegedly Fired.0 Comments
Employer Allegedly Breaches Contract by Failing to Meet Employee’s Base Salary as Written in Contract.0 Comments
Kraemer, Manes & Associates Promotes Prabhu Narahari to Senior Litigation Associate!0 Comments
Female Employee Reports Sexual Harassment and is Allegedly Told, “This is a Male-Dominated Field and You Will Just Have to Deal with It.”0 Comments
Part-time Police Officer Fired for Carrying Out Responsibilities and Not Paid Overtime Wages.0 Comments
Retired Soldier Applies for Two Positions and Despite Qualifications Is Rejected from Selection Process.0 Comments
Coworker Allegedly Grabs Latino Worker and Tells Him to “Go Back to Puerto Rico” While Supervisor Laughs.0 Comments
Work-Related Back Injury Forces Employee to Call Off and She is Fired.0 Comments
Home Owner Contracts Roofing Work, Pays in Advance, But Contractor Fails to Uphold Contracts0 Comments
Employee with Cancer Allegedly Told He Was Replaced Because They Thought He “Wasn’t Going to Make It”0 Comments
Truck Driver Complains about Illegal Assignments and Is Fired.0 Comments
Employee Complains of Sexual Harassment and Alleged Response Is “Cleaner Break if You Were Just Fired.”0 Comments
Employee Fired After Told to Apply for FMLA so Supervisor Allegedly “Wouldn’t Have to Fire” Her.0 Comments
Employee Allegedly Told to “Keep Doing What [She Was] Doing” but Fired for Paperwork Errors.0 Comments
Employee Refuses Supervisor’s Romantic Overtures and Doesn’t Receive a Pay Raise for 23 Years.0 Comments
Employee Fired after Asking to Use FMLA Leave for Father’s Health Emergency, and Boss Allegedly Replies, “If You Have To.”0 Comments
Employee with Disability Forcibly Placed on FMLA Leave due to Prescribed Medication.0 Comments
65-Year-Old Employee Suspects Employer Used His Retirement Pension to Keep Business Afloat.0 Comments
55-Year-Old Employee Overhears Manager Say “Old Littman Girls Were Set in Their Ways” and Is Fired For Reporting Age Discrimination.0 Comments
Boss Allegedly Tells Cancerous Employee He’s in His “Last Few Years” And Fires Him.0 Comments
Employee with Disability Requests Day Shift and Then is Accused of a HIPPA Violation and Fired.0 Comments
Employee with Sleep Apnea Fired upon Returning from Leave.0 Comments
Employee with a Disability Fired after Gaining Certification for Return to Work after Leave.0 Comments
Employee Uses FMLA and Returns to Job Demotion and Termination a Month Later.0 Comments
Employee Reports Adult Abuse, Only to be Threatened, and Resigns.0 Comments
After Reporting Sexual Harassment, Employee Is Accused of Stealing and Hours Are Reduced.0 Comments
Employee Reports Manager’s Racist Statements and Allegedly Suffers Heavier Work Load and Changed Schedule before Termination.0 Comments
After Employee Discusses Her Disability at Work, Supervisor Allegedly Tells Her “this Job isn’t for Everyone” and Terminates Her.0 Comments
Employee with Disability Uses FMLA Leave then Allegedly Accused of Drug Abuse and Fired Without Drug Test.0 Comments
Employee Called “Old Dog” and When He Complains, His Supervisor Allegedly Forced Him to Accept Demotion.0 Comments
RMN is a law firm serving all of Pennsylvania with our principal offices in Pittsburgh and Philadelphia. Call RMN in western Pennsylvania at 412-626-5626 or in eastern Pennsylvania at 215-618-9185. RMN can be reached by email at lawyer@RMN-Law.com.