Andrew S. Abramson

Andrew S. Abramson

Abramson Employment Law LLC
  • Employment Law, Civil Rights, Arbitration & Mediation
  • New Jersey, Pennsylvania
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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

Practice Areas
  • 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.
Jurisdictions Admitted to Practice
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
Professional Experience
Temple University Beasley School of Law
J.D. | Law
The George Washington University Law School
B.B.A. (1986) | Marketing
Honors: Honors: Summa Cum LaudeMajor: Marketing
2012 President's Award
Kelly Anne Dolan Memorial Fund
Super Lawyer - Plaintiff Employment Litigation
Super Lawyers
AV Rating
Professional Associations
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
Articles & Publications
Employee Discrimination Reporter Blog
Andrew S. Abramson Esq.
Speaking Engagements
Making Cents of Wage & Hour Laws, 22nd Annual Employment Law Institute, Philadelphia, PA
Pennsylvania Bar Institute
Legal Answers
34 Questions Answered

Q. What is the likelihood that I have a wrongful termination lawsuit, that could result in obtaining severance
A: Assuming that you did not sign the proposed severance agreeement which presumably would have a release of all claims, it is possible that you may have a claim, depending upon the employer’s true motivating reason behind the termination. For instance, if you believe that despite the employer’s claim that the termination was for poor performance, if instead, the termination was actually motivated by your age, race, sex, religion, national origin, disability or a recent leave from work, you could have a viable claim. You need to review the entire situation with an experienced employment law attorney to fully assess your situation. Feel free to contact our office.
Q. How do I protect my job if I need to file a sexual harassment claim against my manager?
A: Before you report the claim you should consult with an experienced employment law attorney so that the complaint is properly documented based upon applicable law. Feel free to contact our office.
Q. Can an employer avoid overtime pay?
A: There is no “evening out” under federal or state overtime law. Each week is separate so any week where you work more than 40 hours you are entitled to overtime pay, even if you worked less than 40 hours in other weeks. You need to consult with an experienced employment law attorney. Feel free to contact our firm.
Q. Can a company in PA change bonus payment structure after the close of the year, with no prior notice?
A: The issue is likely to be the terms of the written bonus plan. If the terms are clear and not discretionary, then under Pennsylvania law the plan could not be changed retroactively as to a complete yer. You should arrange for a consultation with an experienced employment law attorney to review the bonus plan document and the facts of your situation.
Q. I read online that the Faragher-Ellerth defense requires me to work through any issues of sexual harassment with my
A: You are correct that when an employer has an appropriate sexual harassment policy and investigation process and an employee does not follow the claim reporting process, employers will seek to raise the Faragher-Ellerth defense to attempt to avoid liability for the sexual harasser's conduct. However, there are exceptions that may apply. In your situation it is essential that you consult with an experienced employment lawyer who will be able to review the employer's policy and advise you as to how to navigate through the process to avoid a direct complaint to the harasser and protect your claim. We frequently represent victims of sexual harassment. Please feel free to contact our firm.
Q. My employer automatically deducts 30 minutes for lunch break even if I do not clock out to take it. Is it illegal?
A: Employers must pay employees overtime pay at 1.5 the employee's regular rate of pay even if you are paid on a salary basis unless your job duties fall into an exempt category. You may have a substantial unpaid overtime claim against your employer. It is essential that you consult with an experienced employment law attorney as soon as possible to thoroughly review all facts and determine if you have a claim. Feel free to contact our office to discuss.
Q. My coworker has been making me very uncomfortable with some of the things he's said to me lately. Does it qualify as
A: Yes, it is possible to have a sexual harassment claim against your employer for the actions of an employee who is not your supervisor. However, assuming that your employer has the appropriate policies in place, under Supreme Court law, you must first notify your employer of the sexual harassment and provide the employer an opportunity to investigate and remedy the situation. Thereafter, if the employer fails to take reasonable action to remedy the sexual harassment, then you would have a viable claim against the employer.
Q. Can my employer terminate me for additional leave after my FMLA has expired?
A: It is possible that the additional leave that you requested and the request to work from home are reasonable accommodations under the Americans with Disabilities Act and the Pennsylvania Human Relations Act. If so you may have viable causes of action against your employer. It is essential that you consult with an experienced employment law attorney as soon as possible. Experienced employment law attorneys are listed on this website. Unfortunately, the Avvo rules do not permit us to contact you first; you must first directly contact us.
Q. Can I sue my previous employer for unlawful termination, retaliation, and discrimination?
A: Given the brief facts that you outline, you could possibly have a claim for wrongful termination for pursuit of a workers' compensation claim; violation of the Family and Medical Leave Act, depending on the number of employees employed by your employer; and possibly retaliation, depending on the nature of your complaint about your supervisor. Please contact our office to provide more details. Andrew S. Abramson, Esq. Abramson Employment Law, LLC 790 Penllyn Blue Bell Pike - Suite 205 Blue Bell, PA 19422 telephone: 267-470-4742 email: web: fax: 267-470-4754 Voted PA Super Lawyer: Employment Litigation Plaintiff 10 consecutive years (2009-2018) Martindale Hubbell Peer Review Rating AV- Preeminent Avvo Rating 10.0
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Abramson Employment Law LLC
790 Penllyn Blue Bell Pike
Blue Bell, PA 19422
Telephone: (267) 470-4742
Fax: (267) 470-4754