Statutes, regulations, and employment laws affect your company. 

Our attorneys will work hand-in-hand with you to help you manage your employment issues, many of which can be complex, including:

• Charges of age discrimination, sex discrimination, sexual harassment, race discrimination, discrimination based on ethnic background, disability, and religion (Title VII, Americans with Disabilities Act, Age Discrimination in Employment Act, Pennsylvania Human Relations Act). 
  
  
• Negotiation of collective bargaining agreements with labor organizations representing teachers, police officers, manufacturing employees, and service employees. 
  
• Preparation of pleadings and representation at hearings to obtain injunctions against mass picketing, strikes in violation of no-strike agreements, etc.
  
• Advice regarding employee entitlement to unemployment compensation, as well as representation at unemployment compensation hearings. 
  
• Representation of employers on a regular basis with respect to all types of workers' compensation cases and in Federal Black Lung litigation.
  
• Assistance in the hiring process and providing advice on avoiding hiring problem employees without violating anti-discrimination laws; initiating effective employee performance evaluation programs, including establishing discipline policies; assisting employers with progressive discipline of employees and related issues.
  
• Representation of employers with respect to alleged unfair labor practices, including alleged discrimination against employees for union activity and alleged refusal to bargain in good faith, including public employers and employees.
• Representation of employers in union elections, including assistance in preparing materials to employees, handling unfair labor practice charges related to elections and training supervisors in handling election issues.
  
• Representation of employers when unions attempt to add employees to the bargaining unit without an election by the means of a unit clarification petition.

• Advising employers on how to discipline and discharge employees without repercussions under existing state and federal laws, including counsel on the best means of handling these types of issues.

• Advise employers as to which employees are covered by the Fair Labor Standards Act and similar Pennsylvania laws. Assist with Wage and Hour investigations by the Department of Labor. Advise employers concerning the definition of exempt employees and the application of overtime and minimum wage provisions. Also, participate in negotiations with representatives of the Department of Labor to resolve these problems as weIl as subsequent litigation in federal or state court concerning wage and hour claims.
  
• Advise employers with respect to preparation of policies to comply with the Family and Medical Leave Act and litigation relating to that law.
  
  
  
• Representation of employers in interest arbitration hearings in which the underlying collective bargaining agreement is at issue. Employees who have a right to this type of arbitration hearing under Pennsylvania law, specifically Act 111 or Act 195, are the following: police, fire, sheriff's deputies, correctional officers, court employees, assistant district attorneys and public defenders, district attorney detectives, and court-related row office employees.
  
• Conducting training with supervisory staff to help with discipline and the management process, avoiding liability in the supervision process, employment discrimination awareness and other critical areas. 
  
• Representation of employers who have hired employees subject to non-competition agreements and representation of employers to enforce these agreements, including injunction hearings.
  
• Agreements dealing with all aspects of employment, including compensation, benefits, non-competition agreements and ownership interests.
  
• Assisting employers in determining matters to be covered in employee handbooks and in developing policies against discrimination and sexual harassment to help employers avoid a liability in the future.
  
• Representation of employers or employees with respect to an employee's allegations that the employer has failed to pay him or her all compensation due, including wages, benefits, commissions and vacation pay.
  
• Representation of employers in successful negotiation of complete settlement of severance issues and a complete release of claims.
  
• Representation of employers in grievance arbitrations with unions concerning discipline of employees or interpretation of collective bargaining agreements. These interpretation issues have covered the entire range of contract issues, including payment of overtime, hoIiday time, vacation pay, job seniority and bidding, lay-off and recall, discipline and discharge.
  
• Representation of employees in a wide variety of U.S. Department of Labor investigations covering numerous acts including the Office of Federal Contract Compliance Progress.

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