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. / 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
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
9 Questions Answered

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
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:
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.
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,
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Contact & Map
Abramson Employment Law LLC
790 Penllyn Blue Bell Pike
Blue Bell, PA 19422
Telephone: (267) 470-4742
Fax: (267) 470-4754