Andrew 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
- Employment Law
- Civil Rights
- Arbitration & Mediation
- Contingent Fees
- Rates, Retainers and Additional Information
We offer a variety of fee arrangements which accomodate our clients' needs.
- New Jersey
- 3rd Circuit
- U.S. District Court, District of New Jersey
- U.S. District Court, Eastern District of Pennsylvania
- U.S. District Court, Middle District of Pennsylvania
- English: Spoken, Written
- Abramson Employment Law LLC
- Temple University Beasley School of Law
- J.D. / Law
- The George Washington University Law School
- B.B.A. / Marketing (1986)
- Honors: Honors: Summa Cum LaudeMajor: Marketing
- 2012 President's Award
- Kelly Anne Dolan Memorial Fund
- Super Lawyer - Plaintiff Employment Litigation
- Super Lawyers
- AV Rating
- Philadelphia Bar Association
- Montgomery County Bar Association
- Pennsylvania State Bar
- National Employment Lawyers Association
- Temple Law School Alumni Association
- Whitpain Recreation Association
- Baseball, basketball and soccer coach
- - Current
- New Jersey State Bar # 019331989
- - Current
- Kelly Anne Dolan Memorial Fund of Ambler Pa
- Employee Discrimination Reporter Blog
- Andrew S. Abramson Esq.
- Making Cents of Wage & Hour Laws, 22nd Annual Employment Law Institute, Philadelphia, PA
- Pennsylvania Bar Institute
- Andrew S. Abramson’s Website Profile
- Abramson Employment Law LLC Website
- Employee Discrimination Reporter Blog
- Pennsylvania Employees Can Prove FMLA Retaliation Claims When Leave is a Negative Factor in Terminating Employment
25 March 2017
- Preliminary Injunction to Enforce Non-Solicitation Agreement Against Pennsylvania Employee Denied
26 February 2017
- Extreme Sexual Harassment of Philadelphia Police Detective Proceeds to Trial
18 February 2017
- Pennsylvania Employee with 31-year Tenure Terminated by New Supervisor Has Viable Age, Sex & Retaliation Claims
10 February 2017
- Age Discrimination Proven When 50 Year Old+ Employees are Treated Differently than 40 Year Olds
25 January 2017
- Employee Terminated After Sexual Relationship with a Company Owner on Employer Sponsored Trip Has Viable Sex Discrimination & Hostile Work Environment Claims
16 January 2017
- Husband Proceeds with Sex Based Hostile Work Environment Claim Against Employer Based on Wife’s Actions
6 January 2017
- Employer May be Liable for Sexual Harassment by Coworkers Who are not Supervisors
3 January 2017
- Employee with Chrohn’s Disease has Disability Discrimination, Failure to Reasonably Accommodate & FMLA Claims
28 December 2016
- Q. What can I do about wrongful termination? Can I get in contact with someone to actually discuss all the details?
- A: Please contact our office at 267/470-4743 and we will discuss and evaluate your situation.
- Q. I am owed commissions for jobs i brought in. I get paid when the company gets paid. What happens if i quit before paid?
- A: In situations where a Pennsylvania employee is no longer employed when commission payments would otherwise be due, entitlement to the commissions is a matter of the employer's written policy. If the employer has a policy that you must still be employed in order to receive the commissions the law provides that such a policy is valid. If there is no such policy, you may be entitled to the commissions depending on the facts of a particular situation.
- Q. can I file a workman compensation or sue the employer what are my options
- A: This is a clear workers compensation case. You need to speak to an experienced workers compensation attorney as soon as possible. I highly recommend Marla Joseph who can be reached at 2215-884-6664, or workcompa.com. Andrew Abramson
- Q. I feel like I am being harassed in a sexual way by someone who is frequently at my work, but they are not an employee
- A: While sexual harassment claims typically involve another employee/manager that works for the employer, there are circumstances in which an employer can be held responsible for sexually harassing conduct by a non-employee. In this type of situation, it is critical to speak to an experienced employment law attorney as soon as possible. Feel free to contact our firm to discuss the situation further. Andrew S. Abramson, Esq Abramson Employment Law, LLC 790 Penllyn Blue Bell Pike - Suite 205 Blue Bell, PA 19422 telephone: 267-470-4742 telecopy: 267-470-4754 email: firstname.lastname@example.org web: job-discrimination.com
- Q. My employer owes me thousands in back wages. I am also owed more money for buying material. How do I get my money?
- A: Assuming that you work in Pennsylvania you may have a claim for up to 125% of the amount of wages due plus attorneys' fees and costs. Feel free to contact our office to provide more information. Andrew S. Abramson, Esq. Abramson Employment Law, LLC 790 Penllyn Blue Bell Pike - Suite 205 Blue Bell, PA 19422 telephone: 267-470-4742 email: email@example.com web: job-discrimination.com .
- Q. My husband's employment agency is playing games with his continued employment at Amazon, what can we do?
- A: The facts that you detail could support a claim under the Americans with Disabilities Act and the Pennsylvania Human Relatins Act depending on how the situation plays out. Feel free to contact our office to provide further details for assessment.
- Q. i have worked for roughly 8 months for a local realtor and I believe i have been mislabeled as an independent contractor
- A: The limited facts that you outline could support you being deemed an an employee. If you are an employee and work more than 40 hours per week, you could then be entitled to overtime pay for each hour over 40 that you work. More details concerning your job duties and the employer are needed in order to make a definitive assessment. I woudl urge you not to quit until you review the entire situation with an experienced employment law attorney. Please feel free to contact our office to discuss the situation further. Andrew S. Abramson, Esq. Abramson Employment Law, LLC 790 Penllyn Blue Bell Pike - Suite 205 Blue Bell, PA 19422 telephone: 267-470-4742 email: firstname.lastname@example.org web: job-discrimination.com
- Q. I am labeled a independent contractor for a local realitor. Im paid 12 hourly . I should be labeled employee.
- A: Thank you for contacting our firm through Justia Ask a Lawyer. As a courtesy to e-mail correspondents, Abramson Employment Law, LLC reviews all e-mail and provides correspondents with a brief courtesy reaction to a factual scenario on a complimentary basis. All information, which is received, is deemed confidential. Please understand that this communication does not constitute a detailed legal opinion for which a client has retained the attorney. While I would need to know more facts that you detail in your message, based on the limited information provided it would appear that you may have a claim that you should be treated as an employee and that you are entitled to overtime pay. As to unemployment benefits, as you appear to still be working, I do not see how unemployment is a question at this time. Please provide the following additional information which is required for conflicting checking purposes and in order to document with whom we are communicating. Upon receipt of this information we will promptly reply to the substance of your inquiry. You can also submit the information directly by email to our secure email address: email@example.com. 1. Your full name and address 2. Name of employer and approximate number of employees employed 3. City / state / county where employed 4. Job title and full description of duties 5. Salary / rate of pay 6. Number of hours regularly schedule to work each week 7. Any other information, which you believe, is relevant _______________________________________ Andrew S. Abramson, Esq Abramson Employment Law, LLC 790 Penllyn Blue Bell Pike Suite 205 Blue Bell, PA 19422 telephone: 267-470-4742 telecopy: 267-470-4754 email: firstname.lastname@example.org web: job-discrimination.com
- Q. If I am demoted and a younger employee is given my job is that discrimination?
- A: The facts that you detail could support a claim for age discrimination as you are being less favorably than a younger employee. For more information regarding age discriminator see this link. http://www.job-discrimination.com/age-discrimination.html/ Feel free to contact our office to provide more details so that we can evaluate the entire situation.