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
- 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
- Female Pennsylvania Manufacturing Employee’s Sexual Harassment, Retaliation & Sex Discrimination Claims Proceed to Trial
19 December 2016
- Caucasian Television Anchor Proceeds with Race Discrimination Case
14 December 2016
- Employee Eligible for Unemployment Benefits When Policy Violation Protects Patient Care
10 December 2016
- Gay Male Proceeds with Constructive Discharge Claim Based on Sexually Hostile Work Environment
3 December 2016
- Pennsylvania Whistleblower Law Provides Substantial Damages for Public Employees Who Report Wrongdoing . . . as McQueary Trial Shows
1 December 2016
- 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: firstname.lastname@example.org. 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: email@example.com 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.
- Q. Can I sue my place of work for hiring someone while I was out of work injuried?
- A: The answer to your question may be depend on the number of employees who work for your employer and the nature of your injury/disability. If you worked more than one year and there are more than 50 employees, the Family and Medical Leave Act (FMLA) may provide protection. If not, depending on the nature of your injury/disability, there may be protection under the Americans with Disabilities Act and/or the Pennsylvania Human Relations Act. In order to fully assess your situation we will need more facts. Feel free to contact our firm for assistance. See our website at http://www.job-discrimination.com.
- Q. Hello, i have just received a Notice of Hearing for Unemployment. Is it good to have legal representation. ?
- A: Yes. It is very likely that the employer will have either an attorney or experienced human resources employee at the hearing. In order to have the best opportunity to protect your claim for unemployment compensation benefits you should retain an attorney. For more information on Pennsylvania unemployment compensation claims see this link http://www.job-discrimination.com/unemployment-compensation.html
- Q. I was laid off my former employer is telling unemployment that I was terminated in order to deny my claim. I need help
- A: Based on the facts that you report you may be eligible for benefits and you should retain an experienced employment law attorney to file an appeal and represent you at an unemployment hearing. See this link for more infomrtion on unemployment benefits: http://www.job-discrimination.com/unemployment-compensation.html
- Q. Do I have to return to work injured?
- A: You need to consult with a workers compensation attorney as soon as possible. I recommend Marla Joseph, Esq. 215-884-6664.
- 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.