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
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- Civil Rights
- Arbitration & Mediation
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- 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. (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
- 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
- Statement that Employer “Didn’t Want to Get Screwed Over” if Employee Gave Birth Proves Pregnancy Discrimination
22 August 2017
- One Severe Incident is Enough to Prove Racial Harassment at the Workplace
23 July 2017
- Pennsylvania Employee Laid Off After 33 Years of Service Has Race Discrimination Claim
21 April 2017
- Pennsylvania School District Employee Forced to Resign has Age & Disability Discrimination Claims
6 April 2017
- Pennsylvania Employee Denied Request to Work From Home Has ADA Disability Discrimination, Reasonable Accommodation & Retaliation Claims
29 March 2017
- 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
- 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: email@example.com web: job-discrimination.com 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
- Q. I was sexually harassed at my former workplace but didn't feel comfortable lodging a complaint until after I changed
- A: While more facts about the sexual harassment that you endured and your former employment situation are required to answer your question, you may very well still be able to pursue a claim. Please contact our office so that we can thourghlynreview the facts and accurately answer your question. Andrew Abramson
- Q. I have FMLA and have been doing my job 100% no restrictions. My employer sent me home can they do that
- A: Your inquiry is not specific enough. If you have been approved for intermittent FMLA leave and called out for an FMLA intermittent leave approved reason then it is possible that there is a violation of the law.
- Q. Do I have a legal case here? How can a claim be denied after paying the premiums for 2 years?
- A: Yes, facts that you detail could very well form the basis for a claim for the amount of the life insurance but a few more details are need. Please free to contact our office to set up a consultation. Andrew Abramson _______________________________________ 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 fax: 267-470-4754 Voted PA Super Lawyer: Employment Litigation Plaintiff 9 consecutive years (2009-2017) Martindale Hubbell Peer Review Rating AV- Preeminent Avvo Rating 10.0
- Q. Connecticut vs NJ employment law
- A: As a general proposition, the employee-employer relationship would be governed by the laws of the state where you are employed. Thus, if the majority of your work was performed out of your home in New Jersey, then New Jersey law would apply. However, an employer can control which state's law applies to the employee-employer relationship. If there is an agreement by contract or some other written document that provides for some other state's law to apply, it is possible that Connecticut law could apply.