Pittsburgh Employment Lawyer Charles A. Lambertoncal@lambertonlaw.com -- 412-258-2250
Pittsburgh employment attorney Charles A. Lamberton represents employees with harassment, discrimination, retaliation and wrongful termination claims. His firm specializes in employment law and serves employees across 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. Whether you need an age discrimination lawyer, disability discrimination lawyer or gender discrimination attorney, if your employer has broken the law, Charles will fight for you.
Fighting for Victims of Discrimination, Retaliation and Harassment in the Workplace
Discrimination, retaliation, sexual harassment and other unlawful harassment can occur in any workplace. Knowing your rights as an employee and working with a preeminent Pittsburgh employment lawyer like Charles A. Lamberton are the key first steps to the justice and compensation you deserve.
Representation for Pennsylvania Employees
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
- Retaliation, including wrongful termination from employment
How an employment attorney can help you
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.
When Should You Contact an Employment Lawyer?
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.
Have You Experienced Unfair Treatment in the Workplace?
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, and promotions and been a good employee, especially if you have worked with your employer for ten years or more.
Employers break the law if they take 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.
How to prepare for an Employment Law Lawsuit
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 and any documents, records, emails, or other evidence that could be relevant to your claims.
The Equal Opportunity Employment Commission or EEOC
If your employer has unlawfully discriminated against, retaliated or harassed you, 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 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 as you try to move forward in life.
The employment lawyers at our Firm are here for you 24 hours a day, seven days a week. There is no wrong or inconvenient time to reach out. Your initial consultation is free of charge. Contact us today at 412-258-2250 or email@example.com. If we can’t pick up the phone when you call, we will return your call within 24 hours.
Federal Wage, Discrimination, Retaliation, and Harassment 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 and sexual harassment lawyer 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. Don’t go it alone. Contact an experienced sexual harassment attorney today.
Request a Free
Contact us at 412-258-2250 or firstname.lastname@example.org if you are in need of legal services in one
of our practice areas. We look forward to the opportunity to serve you.
Frequently Asked Employment Law Questions
When does an employee need an employment lawyer?
If you think you 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 have experienced the same kind of treatment as you did, you should document that as well.
How much does an employment lawyer cost?
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.
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 when we are asked to negotiate an employment contract or severance package, we charge by the hour.
How to choose an employment attorney
Trust your gut.
You should feel at ease when you communicate with us and comfortable with our attention to your matter. You should also feel comfortable with our business model – that is, we carefully screen cases 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 sometimes invest 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.