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Sometimes it’s hard to know if you have a legal claim — or not. If you believe your employer has treated you unfairly, you should talk to an attorney. We deeply understand the complex laws and regulations that protect workers.
In addition to supporting you with concerns about discrimination, EEOC, and PHRC issues, our employment attorneys also offer guidance on:
As your advocate, we’re in your corner. We’ll help you hold your employer accountable for breaking the law. We’ll also make sure any agreements you sign benefit you, your career, and your financial interests.
While we’d all love to work for an employer who’s fair, values our contributions, and doesn’t discriminate, sometimes discrimination occurs. When that happens, employees have two legal options: to fil a claim with either the EEOC or the PHRC.
The Equal Employment Opportunity Commission (EEOC) enforces federal laws that protect workers from discrimination because of age, sex, gender, and more.
Although you may not need to hire an attorney before you file an EEOC complaint, it doesn’t hurt to talk to one. Our attorneys can advise you on what to report — and how to write your report so it strengthens your complaint.
Sometimes, administrative processes or informal settlements don’t reach a satisfactory conclusion. The EEOC can choose to file a lawsuit in federal court. You have the right to work with one of their attorneys or hire someone privately. When you work with an attorney you choose, you gain more control. We’ve also successfully negotiated outside of court to settle many of our clients’ EEOC cases.
The Pennsylvania Human Relations Act (PHRC) protects workers’ rights by prohibiting discrimination from:
If you believe that your workplace has discriminated against you, talk to an attorney. We’ll help you file a complaint with the PHRC. We answer all your questions and will fight to negotiate the best outcome.
Deferred compensation pans offer certain benefits to employees. The plan, which requires your employer to hold part of your pay until a specific date, can generate capital gains and tax savings. These plans include pensions, retirement plans, and employee stock options.
Should your employer refuse to follow through with the terms of your specific deferred compensation agreement, we can litigate or arbitrate that disagreement. Sometimes an employer may misclassify a qualified deferment plan as a non-qualified plan. Our attorneys will work to protect your rights and your investment.
Discrimination comes in many forms. Some workers experience unlawful harassment and discrimination because of age, disability, gender, race, or religion. Other types of discrimination include:
Companies that refuse to hire someone perceived as “too old” or that hire a younger candidate based on their age risk discrimination. Businesses that implement layoffs or force reductions disproportionately targeting older workers may face charges of discrimination. So do organizations that fire or harass someone with a disease or disability specifically protected by disability laws.
Whether you face direct or indirect discrimination, harassment, or victimization, we’re on your side. We’ll fight to protect your rights.
Few employers negotiate employment contracts with their workers. But sometimes it benefits both sides. This signed agreement outlines employment terms and clearly states everyone’s rights and responsibilities. These agreements include specific information about compensation and
evaluation. It may also include specifics about:
It doesn’t hurt to have an attorney review an employment contract before you sign it. Our team will review its terms, make sure it’s legally enforceable, and answer any questions you have. We can also help you to negotiate stronger terms to benefit you — or renegotiate an existing contract if you or your employer wish to make updates.
The US has seen a growing trend of employers requiring their workforces to sign noncompete agreements (also called covenants not to compete). Designed to protect trade secrets, these legal documents limit where — and for whom — you can work when you leave your company. If you’ve been asked to sign a noncompete agreement, it’s to your benefit to ask an attorney to review it first.
Businesses that must lay off or terminate employees often offer a severance package. These agreements typically offer a cash payment extension when you sign them. Other elements can include:
Sometimes, severance agreements also ask you to waive claims against your former employer or give up your right to participate in a lawsuit against the employer. These agreements can also set binding arbitration requirements.
Before you sign on the dotted line, talk to one of our attorneys. We know what rights a severance agreement cannot waive. We look out for your rights by reading the fine print to make sure the agreement benefits you.
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.