Easton Employment Attorney

When Winning Is the Only Option

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We get big settlements

Employment law in Pennsylvania often has robust protections that are stronger than the federal protections for workers.  In addition, local ordinances in Easton create additional, explicit protections that are only implied in state and federal policy.

Our lawyers can help you seek whistleblower protections, advocate against discriminatory employers, overturn or compensate you for wrongful terminations, and seek justice for workplace sexual harassment.  We handle all kinds of employment law matters to protect clients and help them get justice against unfair employers in and around Easton.

For a free case review, call Leeson & Leeson’s employment attorneys at (610) 890-6332.

Leeson & Leeson: Lehigh Valley Lawyer Fighting for Maximum Compensation

What Our Clients Have To Say

Types of Employment Law Cases Our Attorneys Handle in Easton, PA

Employers make all kinds of mistakes and act in unfair, discriminatory ways that often overlap. Even so, the case you ultimately file in court can typically be broken down into the following categories of claim that our employment attorneys can file after your employer violated your rights:

Wrongful Termination

Wrongful termination is one of the most popular employment lawsuits because it helps you seek justice for one of the most serious wrongs an employer can commit.  The actual mechanism of what the employer did wrong could vary and overlap with the other types of claims discussed below, but the fact that you are filing specifically for termination often creates the strongest legal issue.

Whether you were terminated for blowing the whistle on some issue, for reporting sexual harassment, or because of simple racial discrimination, our lawyers can seek to get you reinstated or get damages for the pay and benefits you missed out on because of the wrongful termination.

Because Pennsylvania is an “at-will” employment state, there are many valid reasons an employer can fire you, and they will often build a record of whatever excuse they want to give for firing you.  Much of our case will often be going around this excuse and proving that the true reason for firing you was an illegal reason like discrimination or retaliation.

Employee Discrimination

Antidiscrimination laws protect workers by making it illegal to fire them or make other adverse employment decisions based on some impermissible factor.  Generally, this is discussed in terms of “protected classes,” where there are features that the law lists as illegal bases for discrimination.  Most commonly, we think of things like racial and sex discrimination, but different laws protect different classes.

Title VII of the Civil Rights Act of 1964 creates the primary protections against discrimination on the basis of racial background, religion, or sex.  It also protects against color or national origin discrimination, and the Act protects against perceptions in these categories, even if they were incorrect.

In addition to sex discrimination, the Supreme Court has found that Title VII’s sex discrimination inherently applies to discrimination on the basis of gender and sexual orientation under Bostock v. Clayton County (2020) and gender stereotyping under Price Waterhouse v. Hopkins (1989).  Additionally, Easton has its own ordinance against this kind of discrimination.

The Age Discrimination in Employment Act, the Americans with Disabilities Act, and the Pregnancy Discrimination Act are also federal laws protecting against discrimination in employment.

In cases of religious, age, and disability discrimination, the issue often is not that there were adverse decisions against an employee solely because of the protected characteristics but rather a failure to provide reasonable accommodations, resulting in firing or adverse decisions instead.

Sexual Harassment

Sexual harassment usually comes in two forms: quid pro quo sexual harassment, where sexual favors are offered or demanded in exchange for doing or preventing something from happening, and hostile workplace sexual harassment, where unwanted sexual advances, comments, and “jokes” make the workplace unbearable.  Often, employers have mandatory trainings and systems in place to prevent workplace sexual harassment, but supervisors, managers, and bosses often violate these simple rules anyway, resulting in lawsuits that are often quite successful.

Other Harassment

Not all harassment in the workplace is because of sex.  Often, workplace bullying and harassment can be based on race, sexual orientation, or other protected classes.  Even if you faced no explicit employment decisions against you, this kind of harassment can be the basis for a claim similar to the hostile work environment claims made in sexual harassment cases.

Retaliation

Employees who face some sort of discrimination, sexual harassment, or other wrongs in the workplace often fear coming forward because they think their employer will try to punish them for speaking out or standing up for their rights.  In some cases, clients reach out to us after they have already faced these negative outcomes as retaliation, and in other cases, clients we are already working with face retaliatory firings while our claims against them are already underway.  In either case, we can help you seek justice for what already happened to you and add on additional claims of retaliation for each instance of negative pushback that you receive while a case is already pending against your employer.

Whistleblower Protections

Coming forward about something you witnessed or needed to report to regulatory agencies or even law enforcement is a brave thing to do.  You should never face negative consequences for doing your legal duty, and whistleblower protections under federal and state law may help provide additional protections against retaliation from an employer that has been exposed.

Pregnancy and Family Medical Leave Act Cases

As mentioned, the Pregnancy Discrimination Act prevents certain employers from being able to discriminate against workers on the basis that they are pregnant or might become pregnant.  In addition, the Family Medical Leave Act authorizes covered employees to take family medical leave in the event that a spouse gives birth to a baby or a family member needs medical assistance at home.  Often, negative employment decisions are made to punish workers who got pregnant or took their allotted leave, and our lawyers can help you file claims for these kinds of violations as well.

Call Our Employment Lawyers in Easton, PA Today

If you faced any of the issues above, call our employment attorneys at Leeson & Leeson today at (610) 890-6332 for a free case assessment.
Leeson & Leeson: Lehigh Valley Lawyer Fighting for Maximum Compensation