Employment Law
Counsel for Both Sides of the Workplace
Employment law sits at the intersection of two very different perspectives — employers managing risk, and employees navigating a situation that often feels personal. I represent both, and the breadth of that work means I can spot issues earlier and resolve them with less friction.
Whether you're an owner trying to build a clean HR foundation or an employee facing a termination, an EEOC complaint, or a severance offer, you'll work directly with me from the first call to the final outcome.
Schedule a ConsultationEmployer & HR Guidance
Practical, preventative counsel that keeps employment matters from becoming employment problems.
HR compliance & advisement
Day-to-day guidance on the federal, Pennsylvania, and local employment rules that actually apply to your business.
Policy drafting & review
Employment policies built for the way you actually operate — not a template that creates exposure you didn't know you had.
Discipline & termination guidance
Walk-through counsel before you take action on a tough employee matter, so the path you take is the defensible one.
Workplace investigations
Independent, documented investigations into harassment, retaliation, or misconduct complaints — handled with discretion.
Handbook review & development
A handbook is your first written defense in a dispute. We make sure yours says what you want it to and avoids what it shouldn't.
Risk management & preventative counsel
Most lawsuits start with a missed step months earlier. Ongoing counsel keeps the small decisions clean so the big ones never land.
Employee Representation
Direct, personal advocacy when your job, your reputation, or your fair treatment is on the line.
EEOC & administrative filings
Filing or responding to EEOC charges and other agency complaints — done carefully, on the timeline that matters.
Wrongful termination
When you've been let go in a way that crosses a legal line, we look at the facts honestly and tell you what you actually have.
Retaliation & discrimination claims
Race, sex, age, disability, religion, national origin, pregnancy — and the retaliation that often follows a complaint.
Employment contract review
Before you sign — at-will language, non-competes, IP assignment, restrictive covenants — explained in plain English.
Severance review & negotiation
Most severance offers leave room. We read it for what's missing, what's overreaching, and what's worth pushing on.
Workplace harassment
Sexual harassment, hostile work environment, and persistent mistreatment — handled with care and with a plan.
Individual advisement & advocacy
The lawyer-in-your-corner role — for the situations that don't fit a box but need a clear-headed voice on your side.
Workplace Trainings
Practical, plain-English training that helps your team prevent problems, document the right way, and show good-faith compliance — delivered on-site or virtually.
HR trainings
Sessions for HR staff and leadership on the federal, Pennsylvania, and local employment rules that govern your workplace day to day.
Workplace investigations training
Equip your HR team and managers to run defensible, well-documented investigations into harassment, retaliation, and misconduct complaints.
Harassment & discrimination prevention
Interactive anti-harassment and anti-discrimination training that helps stop claims before they start — and shows you took reasonable steps.
Manager & supervisor training
Front-line leadership training on discipline, documentation, accommodation requests, and the conversations that most often lead to liability.
Policy & handbook training
Roll out new or updated policies and handbooks with training that makes sure your team understands — and actually follows — what's on paper.
Custom on-site trainings
Tailored sessions built around your industry, your workforce, and the employment issues your organization actually faces.
Frequently Asked Questions
Do I have to sign the severance agreement my employer gave me?
No — you have a right to take time to review it. Under federal law (the OWBPA), if you are 40 or older and being asked to release age-discrimination claims, you must be given at least 21 days to consider the offer (45 days if part of a group layoff) and 7 days after signing to revoke. Almost every severance offer also has room to negotiate — the dollar amount, benefits continuation, references language, and the non-compete or non-solicitation provisions are all typically on the table.
Is Pennsylvania an at-will employment state, and what does that mean for me?
Yes — Pennsylvania is one of the strictest at-will employment states in the country. An employer can fire you for almost any reason or no reason at all, with no notice required. But at-will has important limits: you cannot be fired for an illegal reason (discrimination based on race, sex, age, religion, disability, etc.), for reporting illegal activity (whistleblower retaliation), for taking leave you're entitled to, or in violation of a written or implied employment contract. If your termination falls into one of these protected categories, you may have a claim.
How long do I have to file an EEOC charge?
In Pennsylvania you have 300 days from the date of the discriminatory act to file with the EEOC. The parallel state agency — the Pennsylvania Human Relations Commission — has a 180-day window. Miss the deadline and your claim is generally barred forever. If you think you've been discriminated against or retaliated against, do not wait — even the intake process can take several weeks.
Are non-compete agreements enforceable in Pennsylvania?
Sometimes. Pennsylvania courts will enforce a non-compete only if it (1) is supported by consideration — usually a job offer or a meaningful raise or promotion, (2) is reasonable in geographic scope, (3) is reasonable in time duration (typically 1–2 years for professionals), and (4) protects a legitimate business interest such as trade secrets or customer relationships. Overbroad non-competes are routinely struck down or 'blue-penciled' by Pennsylvania courts. Don't assume the agreement you signed is automatically binding — have it reviewed.
Should I file a complaint with HR before contacting an attorney?
It depends. For some claims you must exhaust internal grievance processes before suing, and a documented HR complaint creates evidence of notice. But filing internally can also tip your employer off and trigger retaliation. The right sequence depends on the type of claim, your job security, and your goal (negotiated exit vs. lawsuit). A short call with an attorney before you file with HR usually pays for itself many times over.
What is constructive discharge and is it different from being fired?
You are fired when your employer terminates the employment relationship. You are constructively discharged when working conditions become so intolerable that a reasonable person would feel forced to resign — and the law treats your resignation as a termination. Constructive discharge is harder to prove than a straight firing, but it can support the same wrongful-termination, retaliation, and discrimination claims.