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Reduce Your Risk with Informed, Reliable Legal Counsel
Our employment attorneys assist with designing and implementing employment policies and recommending proactive steps to limit your liability.
Whether you need help setting up procedures or assistance with oversight, we’ll leverage our knowledge to offer counsel in:
When businesses or individuals face litigation, you can talk to one of the experienced attorneys in our employment group. We stand ready to defend clients in workplace lawsuits including:
We’ve appeared on behalf of our clients in:
Companies and businesses must take responsibility for preventing and addressing a range of problems — like conflicts, sexual harassment, leave disputes, and other employee relations issues — before they become a concern or escalate into a huge problem.
Our employment attorneys advise you so that you know you’re complying with employment law and lowering your risk of litigation. Collaborate with us for:
You want to hire the best, most qualified employees. You also want to minimize exposure to employee theft, turnover, or harassment. Our attorneys will guide you to make sure you comply with the Fair Credit Reporting Act (FCRA) and other state or local laws. We’ll make sure you understand the legal implications of obtaining and using information from prospective and current employees.
Keeping up with constantly-changing employment laws is a challenge. We’ll help you design appropriate HR strategies and processes for employee background checks so that you know you’ve hired the right talent with the best fit.
Different industries — and employers — require diverse background checks. We’re well-versed in assisting with:
Once you’ve identified the relevant tests you need, we’ll guide you on how to legally apply the results.
While you can write an employee handbook that includes policies unique to your situation, an attorney can verify its legal compliance. It makes good business sense to review its contents periodically, too.
If you employ 15 employees, you enter a new legal realm that includes the Americans with Disabilities Act (ADA). The Family Medical Leave Act (FMLA) becomes applicable once your company employs 50 or more workers. It’s worth the investment for us to provide oversight on your handbook to avoid potentially expensive issues in the future.
We offer counsel and advice on workplace investigations including those involving employee misconduct. Our investigations include:
The Family Medical Leave Act (FMLA) law protects employees’ rights. But the law covers employers as well when they meet certain criteria. Our up-to-date knowledge enables us to answer your questions and provide guidance on the act and all its complex details.
The Americans with Disabilities Act (ADA) protects employees from discrimination from their workplaces. We can verify that your company policies comply with the act’s legal requirements. We also defend employers accused of alleged FMLA and ADA violations.
If your company checks social media during the vetting process of job applicants, we can help you design your policy. To avoid a potential discrimination claim, you must apply your social media policy to all applicants.
Sometimes, employers accrue wage and hour violations when they mistakenly classify their employees as independent contractors. Other areas that might lead to costly litigation include:
Our attorneys are well-versed in state and federal wage and hour laws; we’ll evaluate your processes to make sure you’re in compliance. We can also review your company’s employment policies and practices. Whether you’re addressing a Department of Labor concern, fighting a wage and hour lawsuit, or conducting an in-house audit, we’re on your side.
Companies use ESOPs — or stock purchase plans — for a variety of reasons:
To create and establish ESOPs, however, requires specific knowledge. We can help you to establish them and ensure their compliance with tax and ERISA codes. We also offer ESOP litigation services, counseling on SEOP feasibility and in third-party M&A, and more.
Our attorneys listen.
In order to gain an understanding of your needs and see if we can help, we set up a conversation. Once we can assess your situation and define the legal services and guidance you require, you have the opportunity to establish an attorney-client relationship.
Gross McGinley is a full-service law firm, providing legal guidance for both personal and professional needs. Please visit our services page to learn more!
Since 1976, we’ve been serving individuals, businesses, and communities through the greater Lehigh Valley. Learn more about us.
Group legal insurance plans are fast-growing employer benefits. Several employers have established relationships with Gross McGinley – simply inquire about your specific legal plan to see if yours is accepted.
Yes, Gross McGinley accepts credit card payments via our website, over the phone, or in-person. Our Billing team will provide you with assistance in making a payment.
Our firm accommodates in-person meetings and virtual appointments. Please advise of your communication preferences when you speak with your attorney.
Certain services, like document signings and notarizations, may require your in-person presence.