Employment Law - Wrongful Discharge

Carol Rosenbloom Associates, LLC| Pittsburgh, Pennsylvania

EMPLOYMENT ATTORNEY • WRONGFUL DISCHARGE ATTORNEY

Most people are hired without a written contract. In Pennsylvania, employment is generally considered “at will,” meaning that the employer may terminate employment (or the employee may voluntarily leave) at any time and without a reason. However, an employer’s right to fire an employee may be limited:

• if the employee can show that the employer entered into either an explicit contract to employ the employee for a certain length of time;
• if the employee is a member of a union;
• if the employer knowingly employs a person and causes him/her to relocate or move.

At Carol Rosenbloom Associates, LLC, we can tell you whether you may have some protection from being fired or wrongfully dismissed.

Employers also use a written employment contract to govern an employee’s behavior after employment has ended for example, by limiting the ways in which an employee may use confidential or proprietary employer information, or by restricting the employee’s right to compete with the employer. Non-competition agreements are particularly difficult to enforce, however, and many states have enacted statutes specifically limiting their effectiveness. In general, the scope of such an agreement, whether the geographic area covered or the length of time that it lasts, must be no broader than necessary to protect the employer’s business. In addition, while a covenant not to compete may typically be imposed on a new employee as a condition of employment, if it is imposed on an existing employee, it must be supported by some independent consideration beyond a simple promise of continued employment, such as a raise, a bonus payment, or improved commission terms.

Federal and state wage and hour laws, anti-discrimination laws, whistleblower laws and laws dealing with employee benefits all create employee rights.

You may have been terminated or fired from work as a result of a reduction-in-force or plant closing. Your employer may tell you that you can get severance pay in exchange for your signature on a release. Not only is the release several pages in length, also, there may be a list of the terminated employees with their ages attached to the release. With your suspicions already heightened because of your job separation, you wonder if the company is being honest. Before signing a release you should seek the advice of an employment attorney. For a small fee, we will review your release and explain to you the effect and possible consequences of signing the release. We can also help you to understand the termination information at the end of the release. Contact Carol Rosenbloom Associates, LLC. This financial arrangement is different from the contingent fee on the other pages on this web site.

If you have suffered an on-the-job injury, don't wait to contact an attorney. Protect yourself and contact a knowledgeable Pennsylvania workers' compensation attorney at our law offices today.

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Carol Rosenbloom Associates, LLC
Toll Free: 1 (800) 511-2411
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The Pittsburgh, Pennsylvania, law firm of Carol Rosenbloom Associates, LLC represents families and individuals in personal injury, medical malpractice, disability insurance bad faith, and workers' compensation. We serve clients throughout Allegheny County, Butler County, Westmoreland County, Cambria County, Blair County, Indiana County, Somerset County, Beaver County, Fayette County, Greene County, and Armstrong County, and areas including Monroeville, Wexford, Cranberry Township, Butler, Greensburg, Ford City, Murrysville, New Kensington, Johnstown, Ebensburg, Altoona, Hollidaysburg, Indiana, Somerset, Beaver, Beaver Falls, Aliquippa, Uniontown, Connellsville, Waynesburg, and Kittanning, PA.