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
- Employment Law
- Civil Rights
- Arbitration & Mediation
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We offer a variety of fee arrangements which accomodate our clients' needs.
- 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
- Abramson Employment Law LLC
- Temple University Beasley School of Law
- J.D. | Law
- The George Washington University Law School
- B.B.A. (1986) | Marketing
- Honors: Honors: Summa Cum LaudeMajor: Marketing
- 2012 President's Award
- Kelly Anne Dolan Memorial Fund
- Super Lawyer - Plaintiff Employment Litigation
- Super Lawyers
- AV Rating
- 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
- Employee Discrimination Reporter Blog
- Andrew S. Abramson Esq.
- Making Cents of Wage & Hour Laws, 22nd Annual Employment Law Institute, Philadelphia, PA
- Pennsylvania Bar Institute
- Andrew S. Abramson’s Website Profile
- Abramson Employment Law LLC Website
- Employee Discrimination Reporter Blog
- Statement that Employer “Didn’t Want to Get Screwed Over” if Employee Gave Birth Proves Pregnancy Discrimination
22 August 2017
- One Severe Incident is Enough to Prove Racial Harassment at the Workplace
23 July 2017
- Pennsylvania Employee Laid Off After 33 Years of Service Has Race Discrimination Claim
21 April 2017
- Pennsylvania School District Employee Forced to Resign has Age & Disability Discrimination Claims
6 April 2017
- Pennsylvania Employee Denied Request to Work From Home Has ADA Disability Discrimination, Reasonable Accommodation & Retaliation Claims
29 March 2017
- Pennsylvania Employees Can Prove FMLA Retaliation Claims When Leave is a Negative Factor in Terminating Employment
25 March 2017
- Preliminary Injunction to Enforce Non-Solicitation Agreement Against Pennsylvania Employee Denied
26 February 2017
- Extreme Sexual Harassment of Philadelphia Police Detective Proceeds to Trial
18 February 2017
- Pennsylvania Employee with 31-year Tenure Terminated by New Supervisor Has Viable Age, Sex & Retaliation Claims
10 February 2017
- Q. Connecticut vs NJ employment law
- A: As a general proposition, the employee-employer relationship would be governed by the laws of the state where you are employed. Thus, if the majority of your work was performed out of your home in New Jersey, then New Jersey law would apply. However, an employer can control which state's law applies to the employee-employer relationship. If there is an agreement by contract or some other written document that provides for some other state's law to apply, it is possible that Connecticut law could apply.
- Q. if ii had foot surgery and was out for 8 weeks but after the 8 weeks had medical approval to return to work but the
- A: Yes, the facts that you detail could support legal action for violation of the Family and Medical Leave Act (FMLA). Feel free to contact our office to discuss the entire situation Our contact information is blow. Also see this link for more information on the FMLA https://www.job-discrimination.com/family-and-medical-leave.html Andrew S. Abramson, Esq. Abramson Employment Law, LLC 790 Penllyn Blue Bell Pike - Suite 205 Blue Bell, PA 19422 telephone: 267-470-4742 email: email@example.com web: job-discrimination.com fax: 267-470-4754 Voted PA Super Lawyer: Employment Litigation Plaintiff 9 consecutive years (2009-2017) Martindale Hubbell Peer Review Rating AV- Preeminent Avvo Rating 10.0
- Q. Do I have a legal case here? How can a claim be denied after paying the premiums for 2 years?
- A: Yes, facts that you detail could very well form the basis for a claim for the amount of the life insurance but a few more details are need. Please free to contact our office to set up a consultation. Andrew Abramson _______________________________________ Andrew S. Abramson, Esq. Abramson Employment Law, LLC 790 Penllyn Blue Bell Pike - Suite 205 Blue Bell, PA 19422 telephone: 267-470-4742 email: firstname.lastname@example.org web: job-discrimination.com fax: 267-470-4754 Voted PA Super Lawyer: Employment Litigation Plaintiff 9 consecutive years (2009-2017) Martindale Hubbell Peer Review Rating AV- Preeminent Avvo Rating 10.0
- Q. Can a company in PA change bonus payment structure after the close of the year, with no prior notice?
- A: The issue is likely to be the terms of the written bonus plan. If the terms are clear and not discretionary, then under Pennsylvania law the plan could not be changed retroactively as to a complete yer. You should arrange for a consultation with an experienced employment law attorney to review the bonus plan document and the facts of your situation.
- Q. What is the likelihood that I have a wrongful termination lawsuit, that could result in obtaining severance
- A: Assuming that you did not sign the proposed severance agreeement which presumably would have a release of all claims, it is possible that you may have a claim, depending upon the employer’s true motivating reason behind the termination. For instance, if you believe that despite the employer’s claim that the termination was for poor performance, if instead, the termination was actually motivated by your age, race, sex, religion, national origin, disability or a recent leave from work, you could have a viable claim. You need to review the entire situation with an experienced employment law attorney to fully assess your situation. Feel free to contact our office.
- Q. My employer automatically deducts 30 minutes for lunch break even if I do not clock out to take it. Is it illegal?
- A: Employers must pay employees overtime pay at 1.5 the employee's regular rate of pay even if you are paid on a salary basis unless your job duties fall into an exempt category. You may have a substantial unpaid overtime claim against your employer. It is essential that you consult with an experienced employment law attorney as soon as possible to thoroughly review all facts and determine if you have a claim. Feel free to contact our office to discuss.
- Q. Can an employer avoid overtime pay?
- A: There is no “evening out” under federal or state overtime law. Each week is separate so any week where you work more than 40 hours you are entitled to overtime pay, even if you worked less than 40 hours in other weeks. You need to consult with an experienced employment law attorney. Feel free to contact our firm.
- Q. My employer doesn't pay me time and a half when I go over 40 hours. Is that legal?
- A: Federal and state laws require that when an employee works in excess of 40 hours per week, the employee must be paid 1.5 times the regular rate of pay for each hour over 40, unless your job duties fall into certain legally recognized exemptions from overtime laws. Thus, the answer to your question depends on your work duties. Also, keep in mind that there are time restrictions on how far you can go back in time to collect unpaid overtime pay. It is critical to consult with an experienced employment law attorney to discuss your job duties as soon as possible. Feel free to contact our firm.
- Q. Can my employer terminate me for additional leave after my FMLA has expired?
- A: It is possible that the additional leave that you requested and the request to work from home are reasonable accommodations under the Americans with Disabilities Act and the Pennsylvania Human Relations Act. If so you may have viable causes of action against your employer. It is essential that you consult with an experienced employment law attorney as soon as possible. Experienced employment law attorneys are listed on this website. Unfortunately, the Avvo rules do not permit us to contact you first; you must first directly contact us.