Focused, Aggressive Representation

Pittsburgh employment attorney Charles A. Lamberton. Representing executives, managers and professional employees in discrimination, retaliation, sexual harassment and wrongful termination cases for 25 years. High quality representation for high end cases and clients.

Pittsburgh Employment Lawyer

Charles A. Lamberton

Pittsburgh employment attorney Charles A. Lamberton represents employees with harassment, discrimination, retaliation and wrongful termination claims. His firm specializes in employment law and serves all of Western Pennsylvania, including Pittsburgh, Shadyside, Squirrel Hill, Cranberry Township, Moon Township, Upper St. Clair, Mt. Lebanon, Peters Township, Edgeworth, Swissvale, Fox Chapel, Wexford, Sewickley, and Point Breeze. If your employer has broken the law, Charles will fight for you.

Wrongful Termination

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Fighting for Justice

Discrimination, retaliation, sexual harassment and other unlawful harassment can occur in any workplace. Knowing your rights and working with a preeminent Pittsburgh employment lawyer like Charles A. Lamberton are the key first steps to the justice and compensation you deserve.

Cases our employment lawyers handle

Our employment lawyers ensure that employers treat their employees fairly and equally under the law. Our Pittsburgh employment attorneys have experience with many different kinds of employment law cases, including:

  • Sexual harassment
  • Discrimination (based on military status, age, race, religion, disability, sex, pregnancy, sexual orientation, among other protected categories)
  • Breach of employment contracts and other employment agreements
  • Whistleblowing
  • Retaliation, including wrongful termination from employment

How an employment attorney can help you

Pittsburgh Employment Lawyer Charles Lamberton

Pittsburgh employment lawyer Charles A. Lamberton has decades of experience in employment law matters.

Once you sense that something is not right at work or that you have been unfairly terminated from employment, nothing is more important than reaching out to an experienced employment lawyer. Employment law cases are complex. Discrimination, retaliation and workplace harassment are often subtle. An employment lawyer versed in the law and in the evidence needed to prove your employment claims is critical to the success of your employment law case. An employment attorney can also help you prepare for meetings with your employer and refrain from doing or saying anything that could hurt your case.

Your employer has resources on its side; it also controls the documents and witnesses, at least at the beginning. An employment lawyer knows how to collect key evidence of discrimination, retaliation or harassment from your employer both when working with the Equal Employment Opportunity Commission and after an employment lawsuit is filed in court. This evidence is very important and often makes the difference between winning and losing.

You should be suspicious if your employer fires you, lays you off or eliminates your job, even though you have had good performance reviews, merit raises, promotions and been a good employee, especially if you have worked with your employer for 10 years or more. Employers break the law if they take an adverse action against an employee that is really just a smokescreen for discrimination or retaliation, when supervisors or co-workers sexually harass other employees at work, or when they breach an employment contract. Because employers rarely tell the truth about such matters, it is important not to take anything your employer tells you at face value, especially if you have been a good performer, or have engaged in protected activity such as requesting a reasonable accommodation, reporting wrongdoing or complaining about harassment at work.

Given that many employment law cases center on proving dishonesty or deception by the employer, it is easy to see how an employment lawyer skilled in these areas can help you. You should contact an employment attorney at the first sign something is not right at work, and immediately after you have been terminated, laid off or fired if that has happened. Keep detailed notes and records. Collect documents, emails, text messages and other information that could be useful, but don’t violate any laws or employment policies when doing so. In general, if you have access to information in the normal course of your employment, it is permissible to share that information with your employment lawyer. But you should not retrieve documents or access files that you would not normally be authorized to access.

Your employment lawyer will carefully review the facts of your employment law case with you, as well as any documents, records, emails or other evidence that could be relevant to your claims. If it appears that your employer has unlawfully discriminated, retaliated or harassed you, then your employment lawyer will guide you through the process of filing a Charge of Discrimination with the EEOC which is where most employment law cases must begin. After that, if the facts and evidence support your case, your employment lawyer can litigate your claims in court and help you recover compensation for your lost wages, lost benefits, mental distress and other damages permitted by law.

Never sign a separation agreement before speaking with an employment lawyer. If you do that, you will release your legal claims and not be able to sue in court. Employers also often attempt to place unfair and onerous terms in these agreements which could burden you down the road as you try to move forward in life.

The employment lawyers at our Firm are here for you 24 hours a day, 7 days a week. There is no bad or inconvenient time to reach out. Your initial consultation is free of charge. Contact us today at 412-258-2250 or If we can’t pick up the phone when you call, we will return your call within 24 hours.

Federal Protections

Many federal laws protect employees from discrimination, retaliation and harassment. They include:

  • The Americans with Disabilities Act
  • The Age Discrimination in Employment Act
  • The Civil Rights Act of 1964
  • The Pregnancy Discrimination Act
  • The Equal Pay Act of 1963
  • The Family and Medical Leave Act
  • The Uniformed Services Employment and Reemployment Rights Act

If you have been discriminated against based on sex (including sexual harassment), race, religion, disability, age, pregnancy, military status or any other protected classification, contact Pittsburgh employment lawyer Charles A. Lamberton for help.

Fighting Sexual Harassment at Work

Sexual harassment is always wrong and often illegal, especially at work. When a supervisor or co-worker sexually harasses a woman at work, it is time to speak with Pittsburgh employment lawyer Charles A. Lamberton. Mr. Lamberton has represented many victims of workplace sexual harassment and obtained millions of dollars in compensation for his clients. A Pittsburgh employment attorney like Charles knows how to build a sexual harassment case and will fight until his client receives justice.

Sexual harassment is any unwelcome sexual advance, request for sexual favors, and any other verbal or physical harassment of a sexual nature. Sexual harassment does not have to be of a sexual nature; it includes offensive remarks about a person’s sex. For example, it is illegal to harass a woman by making offensive comments about women in general. Both victim and the harasser can be either a woman or a man, and the victim and harasser can be the same sex. Although the law doesn’t prohibit simple teasing, offhand comments, or isolated incidents that are not very serious, sexual harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as the victim being fired or demoted). The harasser can be the victim’s supervisor, a supervisor in another area, a co-worker, or someone who is not an employee of the employer, such as a client or customer.

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Frequently Asked Questions

    1. What should I do if I think I have a discrimination, retaliation, wrongful termination or harassment case? Contact an employment lawyer immediately. Then begin organizing your evidence and case facts. A good timeline, documents, contemporaneous notes, text messages, emails, social media messages, anything that tells the story of what you have gone through, or anything that tends to prove what you say happened actually happened, are very important first steps in building a case. Take the time to write down what happened. Include dates, locations, and names and titles of anyone involved. If coworkers or other employees are witnesses or experienced the same kind of treatment as you did, you should document that as well.
    2. Do you charge for initial consultations? Never. Initial consultations are free. We will review your documents and spend time with you in person, on the phone, on Zoom, or however you prefer to communicate, learning enough about the facts of your employment case to give you our initial impressions and explain your options. We do not bill for this time.
    3. If you accept my case, how will you charge your attorney fee? Most cases we accept for litigation purposes are charged on a contingent fee basis. This means we take a percentage of the money we recover for you as our attorney fee. If we do not recover money for you, we do not recover an attorney fee. Contingent fee representation works best for clients with discrimination, retaliation, wrongful termination or sexual harassment cases. In some situations, such as where we are asked to negotiate an employment contract or severance package, we charge by the hour.
    4. How do I know you are the right employment lawyers for me? Trust your gut. You should feel at ease when you communicate with us and comfortable with the attention we are giving to your matter. You should also feel comfortable with our business model – that is, we carefully screen cases that we accept for representation and then work them aggressively. We are not a Firm that signs up every person who contacts us hoping to obtain a quick, low settlement so we can move on to the next case. We invest sometimes thousands of attorney hours in the cases we litigate because we believe in the facts and want to do everything we can to help our clients. While every case is different and there are never guarantees about the outcome, the experienced employment lawyers at our Firm have a track record of success in helping their clients get justice and compensation for their damages.