Level The Playing Field With An Experienced Lawyer

By law, employers are required to adhere to state and federal guidelines with regard to how they treat their employees in hiring, compensation and termination, among other areas. Employees have limited rights in certain job-related circumstances, but these are very important rights that need to be protected.

If your civil rights or employee rights have been violated at work, legal action may be needed to remedy the situation. Our attorneys can help you level the playing field and fight for your rights if you are being treated illegally. We handle a wide range of employment matters, including:

• Harassment/discrimination cases related to age, sex, race, national origin or military status
• Wrongful termination
• Cases involving pregnancy and the Family and Medical Leave Act (FMLA)
• The rights of people with disabilities, which are protected by the Americans with Disabilities Act (ADA) and Pennsylvania laws
• Whistleblower cases
• Contract matters involving noncompetes, nondisclosure agreements, severance agreements and other types of contracts
• Governmental employers, including municipalities, counties, states and federal agencies
• Universities and school districts
• Factories and industrial employers
• Doctors and other medical professionals terminated by hospitals
• ERISA cases in federal court
• Appeals

We are committed to aggressively pursuing full protection of our clients’ rights, regardless of their socioeconomic background, career path and ethnic heritage.

Common Workplace Discrimination And Retaliation Issues We See

Employment discrimination and retaliation take many forms, and understanding the difference between illegal conduct and general workplace unfairness is critical to protecting your rights. Our Williamsport civil rights attorneys regularly handle the following types of cases:

• Hostile work environment versus general unfair treatment: Not every unpleasant workplace situation rises to the level of illegal harassment. A hostile work environment exists when pervasive conduct based on protected characteristics creates an abusive atmosphere that affects your ability to do your job. General rudeness or unfair management decisions, while frustrating, do not necessarily violate civil rights laws.
• Failure to accommodate disabilities and pregnancy-related limitations: Employers have a legal obligation to provide reasonable accommodations for qualified employees with disabilities under the ADA. Similarly, pregnancy-related conditions often require workplace modifications. When employers refuse to engage in the interactive process or deny legitimate accommodation requests, they violate federal and state law.
• Retaliation after reporting harassment, safety issues, wage violations or discrimination: Employees who report illegal conduct are protected from retaliation. If you faced termination, demotion, schedule changes or other adverse actions after raising concerns about workplace violations, you may have a retaliation claim regardless of whether the underlying complaint was ultimately substantiated.
• Unequal pay and discriminatory promotion or discipline patterns: Pay disparities and promotion decisions based on protected characteristics rather than merit violate equal employment opportunity laws. Similarly, when discipline is applied inconsistently across different groups of employees, it may indicate discriminatory practices that warrant legal action.

These employment law violations often overlap and compound each other, making it essential to consult with an experienced attorney who can evaluate the full scope of your situation.

Frequently Asked Questions

For nonlawyers, employment law often seems overly complex and difficult to understand. Listed below are answers to a few basic questions regarding the law.

What counts as workplace retaliation under federal or Pennsylvania law?

Retaliation occurs when an employer takes a “materially adverse action” against you because you engaged in a protected activity – such as filing a formal complaint or testifying in a discrimination investigation. This can include termination, salary reduction or even a sudden, negative shift in job assignments.

Is “unfair treatment” at work the same as illegal discrimination or harassment?

No. Pennsylvania is an “at-will” employment state, meaning an employer can be rude or unfair for no reason at all. To be illegal, the treatment must be motivated by your membership in a protected class (race, religion, disability, etc.) or be a direct response to a protected activity.

Can I be fired for requesting a disability accommodation or taking FMLA leave?

Absolutely not. Both the ADA and the FMLA provide stringent protections. If you were terminated while on leave or shortly after requesting an accommodation, it is a significant “red flag” that requires legal review.

What constitutes retaliation?

This is the most common type of claim we see. If you reported a safety violation, a wage error or discrimination and were subsequently fired, demoted or sidelined, you have been retaliated against. The keys to a successful retaliation claim are providing direct evidence, such as emails or conversations, and showing that the retaliation took place shortly after the action that caused it.

What should I bring to a consultation with a Williamsport employment lawyer?

To help us evaluate your case with the rigor it deserves, please bring your employee handbook, any performance evaluations, relevant emails or text messages, and a chronological timeline of the events in question.

Contact An Experienced Employment Law Attorney

Call Rieders, Travis, Dohrmann, Mowrey, Humphrey & Waters at 570-796-7613 or contact us online to discuss your employment concern in confidence. We can explain how Pennsylvania and federal law apply to your situation and help you understand your options for moving forward.

Attorney Jeff Dohrmann

Attorney Jeff Dohrmann joined Rieders, Travis, Dohrmann, Mowrey, Humphrey & Waters as a litigation paralegal. He went to law school while working, graduating magna cum laude from Widener University School of Law in 1993. He was admitted to the Pennsylvania Bar Association and the United States District Court for the Middle District of Pennsylvania in November 1993.

Mr. Dohrmann only represents people. People who have been physically or emotionally injured at work or in personal injury situations. People who have been wrongfully treated, terminated, harassed or discriminated against at work. People who have had their civil rights violated. [Attorney Bio.