Andrew S. Abramson
Abramson Employment Law
About Andrew S. AbramsonAndrew S. Abramson has been practicing law since 1989. In 1995 Mr. Abramson realized a life long dream to start his own law firm whree he concentrates his practice in employment law, helping employees fight unfair practices by their employers such as discrimination based upon age, race, sex, religion and national origin, sexual harassment, overtime and unpaid wage disputes and violation of the Americans with Disabilities Act. Mr. Abramson also represents clients in unemployment compensation claims, severance agreements, executive employment contracts and disability and pension benefit claims. Prior to starting his own firm, Mr. Abramson was employed by a large center city Philadelphia law firm, Hoyle, Morris and Kerr, where his typical client was a large national corporation and he was involved in litigating cases with teams of attorneys throughout the United States
Directory Practice Areas
- Employment Law
- Rates, Retainers and Additional Information
- We offer a variety of fee arrangements which accomodate our clients' needs.
Jurisdictions Admitted to Practice
|Member, Law Offices of Abramson Employment Law LLC|
|Temple University School of Law, Philadelphia, Pennsylvania||J.D.||Law|
|George Washington University||B.B.A.|
Honors: Summa Cum Laude
|Baseball, basketball and soccer coach||Whitpain Recreation Association||2007-Current|
|President||Kelly Anne Dolan Memorial Fund of Ambler Pa||2010-2012|
|2012 President's Award, Kelly Anne Dolan Memorial Fund|
|Member, Pennsylvania State Bar|
|Member, Philadelphia Bar Association|
|Member, Montgomery County Bar Association|
|Member, New Jersey State Bar|
- Overall: 227th
- Overall: 5 Answers
Q: I was suspended by my employer after I filed a discrimination case against my supervisor. Is this retaliation?
A: Assuming that you complained about discrimination which is protected by the law (i.e. age, race, sex, religion, national origin, disability) you have likely engaged in proetected activity and this would be retaliation. A company accused of violating a law, whether by charge of discrimination or otherwise, may not permit retaliation against the employee making the claim. Any time you have made any claim against your employer, and faced retaliation or wrongful termination as a result; you should consult an employment lawyer.
Q: If an employer verbally promises you a promotion, but gives it to someone with less experience, can you sue?
A: Pennsylvania is an “employment at will” jurisdiction, which means that an employee can not be promoted for no reason, or for any reason at all, unless the real reason you did not received the promotion is protected by the law. For instance if the real reason is based upon the employer discriminating against you on basis of age, race, sex, religion, national origin, disability or similar areas (protected class), or the violation of another federal or state statute there would be protection, otherwise there is not. Unfortunately, the law does not provide protection for simply treating any employee unfairly.
Q: Can I be denied unemployment after being fired from a job that I had for 25 years?
A: As an employee who was employed in Pennsylvania for 25 years you are entitled to unemployment compensation if your employment is terminated unless you are determined to have engaged in wilful misconduct. Even if you are initially denied unemployment benefits, you should consult an attorney. We are frequently retained to represent employee claimants at Referee's hearings and many times are able to reverse an Initial Determination denying benefits. If you are required to attend a Referee's hearing we strongly encourage you contact an attorney to review the situation so that you have someone on your side looking out for your interests.
Q: I have a question pertaining to being exempt and working 12 hours a day, but getting paid for just 7.5. Is this legal?
A: If your position is truly exempt under the law, then you would not have a claim, however, employers frequently misclassify employees as exempt when the law provides otherwise. You should have the nature of your job duties reviewed by an attorney to closely check the exact terms and conditions in light of your actual duties. The ultimate burden of supporting the actual application of an exemption rests on the employer.
Q: My vacation payoff was denied even though it is spelled out in our personnel manual
A: In Pennsylvania if the employer has a policy in which it pays an employee earned, unused vacation time when the employment relationship ends; the employer must follow that policy and if it does not, the employee may have an action under Pennsylvania Wage Payment and Collection Law, 43 Pa C. S. §260.1 , where the employee could recover the value of that time, liquidated damages in an amount equal to twenty-five percent (of the total amount of the time, reasonable attorneys’ fees, interest and costs,
WEBSITES & BLOGS
Blog: Employee Discrimination Reporter Blog
Race Discrimination & Retaliation: Court Finds Employee has Viable Claims for Race Discrimination, Hostile Work Environment & Retaliation Sexual Harassment: Employer Liable for Ignoring Repeated Sexual Harassment Complaints by Employee FLSA: Salaried Employee Who Complains About Not Receiving Overtime Pay, Works Over 40 Hours and is Terminated has Claims for Retaliation and Unpaid Overtime FMLA: FMLA Protection for Employee Absent from Work 4 Days with Tooth Abscess PA Criminal History Record Information Act: Probationary Employee Cannot Be Terminated Based on Criminal History FMLA Retaliation & Disability Harassment: Employee Who Suffers Adverse Action Following Leave Has Viable Claims Race Discrimination: Employees Can Prove Race Discrimination Where No Evidence that Employees of Other Race Treated Differently ADA Disability Discrimination: Employee with Back Injury Limiting Ability to Walk, Stand and Sit Has Discrimination Claims Sexual Harassment & Gender Discrimination: Failing to Conform to Gender Stereotypes Recognized as Viable Claim for Openly Gay Employee