Who is Andrew S. Abramson?
I graduated from the Temple University Beasley School of Law where I served as Executive Vice-President of the Moot Court Honor Society and received the Barrister’s Award for Excellence in Trial Advocacy.
I have been an attorney for more than 30 years and am admitted to practice law in the Commonwealth of Pennsylvania and the State of New Jersey. I am a member of the Pennsylvania Bar Association and the Montgomery County Bar Association. I am admitted to practice in the United States Court of Appeals for the Third Circuit, the United States District Court for the Eastern District of Pennsylvania, the United States District Court for the Middle District of Pennsylvania and the United States District Court of New Jersey.
I have presented continuing legal education courses on employment law subjects for the Pennsylvania Bar Institute, the Philadelphia Bar Association and the Montgomery Bar Association.
Upon graduation from law school, I was employed by a Center City Philadelphia law firm, Hoyle, Morris and Kerr, where the typical client was a large national corporation and I was involved in litigating cases with teams of attorneys throughout the United States. In 1995, I opened my own law firm, where at first, I handled all types of civil matters representing individuals and some closely held businesses. During the first few years in what at the time was known as, the Law Offices of Andrew S. Abramson, I started to handle a few employment law cases and I began to recognize that I had a passion for employment law. Over time, I increasingly began to concentrate most of my practice in employment law matters of all types. Eventually, the name of the firm was changed to Abramson Employment Law, LLC, and for the past 20 years I have almost exclusively handled employment law matters of all types for many different types of clients.
Having a reputation as being reasonable, fair, respectful to others and well versed in the law should be a goal for any responsible employment law attorney. These traits can be recognized in many ways. One of the best honors an attorney can achieve is when a former adversary refers a client to you. I have received that honor on many occasions from fellow employment law practitioners who are attorneys at some of the largest law firms in Philadelphia, New Jersey and the surrounding counties.
I have also regularly had fellow employment practitioners reach out to me for my opinions and assistance on difficult employment law questions. Each of these situations demonstrates the respect of fellow employment law attorneys and the value of a reputation as an attorney with a reasonable practical approach to resolving employment law disputes. Serving as an Employment Law Mediator and creating Abramson Employment Law Mediation is a natural extension of my employment law experience and the honor of being asked to assist adverse parties to resolve a dispute.
I have been voted a Pennsylvania Super Lawyer in Employment Litigation from 2009 to present and am rated AV® Preeminent™ by the Martindale Hubbell rating organization.
While outsiders sometimes view the resolution of a dispute involving a civil action solely as a numbers game, employment law disputes are different. Most employees devote more than one third of their day to working, commuting to work, or and thinking about work. Jobs provide the financial support for employees to live and support themselves, and in many instances their families. Feelings and emotions bring another dynamic to an employment dispute. The manner in which the Parties to an employment dispute reach a mutually satisfactory resolution will depend upon a thorough analysis of the respective merits of each Party’s claims and defenses. In addition, in order to resolve an employment law dispute, there are a number of non-monetary terms that are important to each Party in order to reach a satisfactory resolution that will achieve the ultimate objective, a binding agreement that will result in a release of claims and the ability of each party to move on with finality.
In order for a Mediator to be effective in assisting the Parties to reach their goals, it is important for the Mediator to bring experience and subject matter expertise to the mediation process. Subject matter expertise enables a mediator to ask critical questions so that the Parties are able to make critical assessments as to how the facts at issue in an employment dispute relate to the laws at issue, so that parties can appropriately evaluate a dispute from all angles. During my career as an employment law attorney, I have been involved in virtually every employment law subject matter area, as either as an advisor, litigator, or mediator.
A wide range of experience that includes matters involving. . .
Unlawful discrimination claims filed under federal law, the Pennsylvania Human Relations Act, the New Jersey Law Against Discrimination, the Philadelphia Fair Practices Ordinance, and numerous local laws, including:
- Age Discrimination
- Disability Discrimination
- Equal Pay
- Gender Identity Discrimination
- National Origin Discrimination
- Pregnancy Discrimination
- Sex Discrimination
- Race Discrimination
- Religious Discrimination
- Sex Plus Discrimination
- Sexual Orientation Discrimination
- Sexual Harassment
- Sexual Stereotype
- Reasonable Accommodations
Whistleblower claims for . . .
- Reporting violations of truck safety standards under the Surface Transportation Assistance Act
- Reporting corporate fraud by publicly traded corporations under the Sarbanes Oxley Act (SOX)
- Reporting workplace safety issues to Occupational Safety and Health Administration (OSHA)
- Reporting corporate fraud by publicly traded corporations under the Dodd-Frank Act
- Numerous other whistleblower statutes
Violation of federal statutes, including:
- The Fair Labor Standard Act (FLSA)
- Family and Medical Leave Act (FMLA)
- Disability claims under the Employee Retirement Income Security Act (ERISA)
- Pension claims under the Employee Retirement Income Security Act (ERISA)
- Armed Services Employees Rights Under the Uniformed Services Employment and Reemployment Rights Act (USERRA)
- Worker Adjustment and Retraining Notification Act-Rights of Employees Plant Closings and Mass Layoffs (WARN)
- Consolidated Omnibus Budget Reconciliation Act (COBRA)
- Fair Credit Report Act
Pennsylvania and New Jersey common law claims including:
- Non-Compete Agreements
- Non-Solicitation Agreements and other restrictive covenants
- Executive Employment Contracts
- Pennsylvania Wage Payment and Collection Law
- Wrongful termination in violation of public policy
- Wrongful termination for pursuit of workers compensation benefits.
- Pennsylvania Criminal History Record Information Act
- Pennsylvania Commissioned Sales Representatives Law
- Pennsylvania Employee’s Failure to Report to Work During a State of Emergency Law
- Pennsylvania Whistleblower Law
- New Jersey Conscientious Employee Protection Act
EMPLOYMENT LAW MEDIATION
Blue Bell, PA 19422