Our employment group provides advice and representation to employers on a wide range of employment related matters, including:
- Counseling and litigation with respect to employment discrimination, wrongful termination, wage and hour issues, trade secret misappropriation, OSHA, affirmative action, use of independent contractors, employee mobility, union organizing and other issues pertaining to hiring, promotion, compensation, termination and unfair competition
- Representation of large employers in class actions and individual cases in state and federal courts and in arbitrations and mediations throughout the country
- Regular advice to employers concerning personnel systems, risk avoidance and policies, and practices including:
- Wage / hour compliance (including classification audits)
- Handbooks, policy manuals and drug testing plans
- Employment and independent contractor agreements
- Reduction in force policies and best practices
- Terminations, severance plans and releases
- Manage sexual harassment training (including prevention)
- Protecting trade secrets and confidential business information
- IP ownership and assignment issues
- Leaves of absence and return to work issues
In addition to our general employment law practice, Chuck Curley leads a team that represents and counsels individuals with respect to all types of discrimination, harassment, and retaliation in the workplace.
Federal, state, and city laws prohibit discrimination on the basis of race, sex, national origin, religion, age, disability, and other grounds. In some locales, laws in Pennsylvania and New Jersey also prohibit discrimination based on sexual orientation, marital status, citizenship, and conviction and arrest records. These laws also prohibit harassment of employees for the grounds listed above, as well as prohibiting employer retaliation against employees who oppose or complain about such discrimination or harassment, whether against themselves or others, within the company or in any agency or court proceeding, or who participate in any such proceedings.
Discrimination is not limited to on-the-job issues. It may occur before employment begins (e.g., discriminatory hiring practices or questions), during the employment relationship (e.g., discrimination in compensation, promotions, or other terms and conditions of employment), or at the end of employment (e.g., discriminatory discharge). It may even occur after employment ends (e.g., a bad reference in retaliation for objecting to discrimination).