FMLA Law Firm. FMLA Attorneys and Lawyers Near You.

A Pennsylvania FMLA Interference, FMLA Retaliation, and FMLA Wrongful Termination Law Firm

FMLA Law Firm. FMLA Attorneys and Lawyers Near You. A Pennsylvania FMLA Interference, FMLA Retaliation, and FMLA Wrongful Termination Law Firm

As an employee with a disability or a major medical issue, you have certain rights under the Family and Medical Leave Act (FMLA) to take leave from work for medical reasons without fear of losing your job or suffering retaliation. The FMLA is a federal law that provides eligible employees with up to 12 weeks of unpaid, job-protected leave in a 12-month period for certain medical and family-related reasons. In this article, we will explain the three main causes of action for FMLA violations: FMLA Interference, FMLA Retaliation, and FMLA Wrongful Termination, as well as a list of commonly asked “Top FMLA Legal Questions.” We will also discuss the critical elements of each claim and provide tips for employees who want to assert their FMLA rights as well as information on FMLA Professional Exit Strategies that can be utilized to protect your rights and execute a separation of employment on your terms. MKO is dedicated to, “Providing you a path forward in your life, career, and recovering the compensation you deserve.™” 

FMLA Wrongful Termination Attorney

FMLA Termination occurs when an employer terminates an employee for taking FMLA leave or for asserting their FMLA rights. This is a separate cause of action from FMLA retaliation and FMLA Inference. Here is a list of elements that must be established for an FMLA termination claim:

  1. Eligibility for FMLA leave: To assert an FMLA termination claim, the employee must have been eligible for FMLA leave at the time of termination. This means that they must have worked for the employer for at least 12 months, have worked at least 1,250 hours in the 12 months prior to the start of the leave, and work at a location with at least 50 employees within a 75-mile radius.
  2. Notice of need for FMLA leave: The employee must have provided their employer with notice of their need for FMLA leave. This notice can be verbal or written and should explain the reason for the leave and the anticipated length of the leave.
  3. FMLA Termination of employment: The employer must have terminated the employee’s employment either during their FMLA leave or within a short time after their return to work.
  4. Motivation for FMLA termination: The termination must have been motivated by the employee’s exercise of their FMLA rights. This means that the employer must have terminated the employee specifically because they took FMLA leave or asserted their rights under the FMLA.
  5. FMLA Damages: If the employee can establish these elements, they may be entitled to damages, including lost wages and benefits, as well as emotional distress damages.

Terminating an employee for taking FMLA leave or for asserting their FMLA rights is a violation of the law and can result in significant legal consequences. Here are ten detailed examples of illegal and overt FMLA termination:

  1. An employee takes FMLA leave to care for a family member with a serious health condition. Upon returning to work, the employer terminates the employee without any legitimate reason.
  2. An employee takes FMLA leave for their own serious health condition. When the employee returns to work, the employer terminates the employee because they believe that the employee will not be able to perform their job duties.
  3. An employee takes FMLA leave and while on leave, the employer hires a replacement employee to perform the same job duties. When the employee returns to work, the employer terminates the employee, stating that their position is no longer available.
  4. An employee takes FMLA leave and when they return to work, the employer tells them that they have been demoted to a lower-paying job with fewer responsibilities.
  5. An employee takes FMLA leave and when they return to work, the employer gives them a negative performance review and terminates them shortly thereafter.
  6. An employee takes FMLA leave and when they return to work, the employer refuses to provide them with any work or assigns them menial tasks, making it clear that they are not wanted.
  7. An employee takes FMLA leave and when they return to work, the employer changes their job duties, making it impossible for the employee to perform their job.
  8. An employee takes FMLA leave and when they return to work, the employer harasses them, makes derogatory comments, and creates a hostile work environment.
  9. An employee takes FMLA leave and when they return to work, the employer tells them that they must resign or be terminated.
  10. An employee takes FMLA leave and when they return to work, the employer terminates them without providing any reason or explanation.

These examples illustrate the kinds of actions that employers may take in violation of the FMLA. If you believe that you have been terminated in violation of your FMLA rights, you should speak to an experienced employment law attorney who can help you assert your rights and seek compensation for any harm you have suffered. Go Into Depth – Learn More.

Lawyers For FMLA Interference

FMLA interference occurs when an employer prevents an eligible employee from exercising their rights under the FMLA. This could include denying or discouraging an employee from taking FMLA leave, or providing inaccurate information about their FMLA rights.

To assert an FMLA interference claim, an employee must show that:

  1. They were eligible for FMLA leave
  2. They provided notice of their need for FMLA leave
  3. The employer interfered with their FMLA rights in some way
  4. The interference caused harm or prejudice to the employee

If you believe that your employer has interfered with your FMLA rights, you should speak to an experienced employment law attorney who can help you assert your rights and seek compensation for any harm you have suffered. Learn More.

Some common examples of FMLA interference include:

  1. An employer pressuring an employee not to take FMLA leave, or penalizing them for doing so.
  2. An employer denying an employee’s request for FMLA leave, even though the employee meets the eligibility requirements and has a qualifying reason for leave.
  3. An employer requiring an employee to perform work duties while on FMLA leave.
  4. An employer requiring an employee to use their available paid leave instead of FMLA leave.
  5. An employer discouraging an employee from taking intermittent FMLA leave for a chronic health condition.
  6. An employer requiring an employee to disclose private medical information beyond what is necessary to determine their eligibility for FMLA leave.
  7. An employer retaliating against an employee for asserting their FMLA rights, such as by demoting or transferring them to a less desirable position.
  8. An employer delaying an employee’s approval for FMLA leave, even though the employee has provided all necessary documentation and the reason for leave qualifies under the FMLA.
  9. An employer requiring employees to schedule their leave in ways that are not reasonable or practical.
  10. An employer providing an employee with incorrect information about their FMLA rights, such as telling them that they are not eligible for FMLA leave or that they will be fired if they take leave.

In conclusion, FMLA interference occurs when an employer hinders an employee’s right to take FMLA leave or retaliates against the employee for exercising their FMLA rights. Interference can take many forms, such as denying leave, failing to provide the required notices, pressuring the employee not to take leave, or failing to restore the employee to their position after leave. Employers have a legal obligation to inform employees of their FMLA rights and to not interfere with or retaliate against employees who exercise those rights. Employees who believe their FMLA rights have been interfered with may file a complaint with the Department of Labor or pursue legal action against their employer. Go Into Depth – Learn More.

FMLA Retaliation Law Firm

FMLA retaliation occurs when an employer takes an adverse employment action against an employee for exercising their rights under the FMLA. This could include firing, demoting, or disciplining an employee for taking FMLA leave, or for making a complaint or inquiry about their FMLA rights. Some common examples of FMLA retaliation include:

An employer terminating an employee’s employment shortly after they return from FMLA leave. An employer giving an employee a negative performance review or reducing their pay after they take FMLA leave.

An employer reassigning an employee to a less desirable job or denying them a promotion because they took FMLA leave. To assert an FMLA retaliation claim, an employee must show that:

  1. They engaged in protected activity, such as taking FMLA leave or making a complaint about their FMLA rights
  2. The employer took an adverse employment action against them
  3. There is a causal connection between the protected activity and the adverse employment action

If you believe that your employer has retaliated against you for exercising your FMLA rights, you should speak to an experienced employment law attorney who can help you assert your rights and seek compensation for any harm you have suffered. Go Into Depth – Learn More.

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FMLA Exit Strategy – Get Compensated & Leave On Your Terms

A professional exit strategy is a plan or approach that an employee can take when they decide to leave their job. It is a strategic plan designed to ensure that the employee’s rights are protected, and their interests are represented when they leave their job. Professional exit strategies can be especially important when an employee is facing an FMLA problem, such as being denied their rights under the Family and Medical Leave Act or facing retaliation from their employer for exercising their FMLA rights.

MKO Employment Law LLC provides professional exit strategies for employees who are facing challenging employment situations, such as discrimination, harassment, retaliation, or other issues. Our attorneys work closely with clients to understand their unique circumstances and develop a legal strategy that is tailored to their specific goals and needs.

The goal of a professional exit strategy is to help employees leave their job with their legal rights protected and with the best possible outcome. This may involve negotiating a severance package that includes financial compensation, continued health insurance coverage, and other benefits.

In summary, a professional exit strategy is a plan or approach that an employee can take when they decide to leave their job, designed to ensure that their rights are protected and their interests are represented. MKO Employment Law LLC provides professional exit strategies for employees who are facing challenging employment situations, including those related to FMLA problems, to help them achieve the best possible outcome. Go Into Depth – Learn More.

Maximizing Your FMLA Benefits: Legal Questions Answered

  1. What is FMLA and how does it work? The Family and Medical Leave Act (FMLA) is a federal law that provides eligible employees with up to 12 weeks of unpaid, job-protected leave in a 12-month period for certain medical and family-related reasons. This means that employees can take leave without fear of losing their job or facing retaliation. FMLA also requires employers to maintain the employee’s health benefits while they are on leave.
  2. Who is eligible for FMLA leave? To be eligible for FMLA leave, an employee must have worked for their employer for at least 12 months, worked at least 1,250 hours in the 12 months prior to the start of the leave, and work at a location with at least 50 employees within a 75-mile radius. If an employee meets these criteria, they are entitled to take up to 12 weeks of unpaid leave in a 12-month period.
  3. How much time off can an employee take under FMLA? Eligible employees can take up to 12 weeks of unpaid leave in a 12-month period for certain medical and family-related reasons. However, in some cases, an employee may be entitled to take up to 26 weeks of leave to care for a covered service member with a serious injury or illness.
  4. What are the reasons for taking FMLA leave? The reasons for taking FMLA leave include the birth or adoption of a child, caring for a spouse, child, or parent with a serious health condition, or the employee’s own serious health condition. FMLA also allows eligible employees to take leave to care for a covered service member with a serious injury or illness.
  5. Is FMLA paid leave or unpaid leave? FMLA provides unpaid leave, but an employee may be able to use their accrued paid leave, such as sick or vacation time, during their FMLA leave. Employers can require an employee to use their available paid leave during their FMLA leave.
  6. Can an employer deny FMLA leave? An employer can only deny FMLA leave if the employee is not eligible or if the employee has exhausted their FMLA leave entitlement for the year. Employers must provide notice to employees of their eligibility for FMLA leave and their rights and responsibilities under the law.
  7. What are the requirements for an employer to provide FMLA leave? Employers must provide eligible employees with up to 12 weeks of unpaid, job-protected leave in a 12-month period for certain medical and family-related reasons. Employers must also maintain the employee’s health benefits while they are on FMLA leave.
  8. Can an employer terminate an employee while on FMLA leave? An employer cannot terminate an employee for taking FMLA leave, but they can terminate an employee for reasons unrelated to the FMLA. If an employer terminates an employee while they are on FMLA leave, the employee may have a claim for FMLA retaliation or FMLA termination.
  9. What are the employee’s responsibilities when taking FMLA leave? When taking FMLA leave, an employee must provide notice to their employer and may be required to provide certification of their need for leave. The employee must also make arrangements to continue their health insurance coverage and may need to use their accrued paid leave during their FMLA leave.
  10. How does FMLA interact with other types of leave, such as sick leave or vacation leave? FMLA leave can run concurrently with other types of leave, such as sick leave or vacation leave. If an employee takes FMLA leave, their employer may require them to use their available paid leave during their FMLA leave. Additionally, an employer can count any days an employee takes off under FMLA against their available sick or vacation time.
  11. What is FMLA interference and how can it be prevented? FMLA interference occurs when an employer interferes with an eligible employee’s right to take FMLA leave. Employers can prevent this by providing employees with accurate information about their FMLA rights, responding promptly to FMLA requests, and not discouraging employees from taking FMLA leave.
  12. What is FMLA retaliation and how can it be prevented? FMLA retaliation occurs when an employer takes adverse employment action against an employee for exercising their FMLA rights. Employers can prevent this by treating employees who take FMLA leave the same as employees who do not, avoiding negative comments about FMLA leave, and not taking adverse employment action against employees for taking FMLA leave.
  13. What is FMLA termination and how can it be prevented? FMLA termination occurs when an employer terminates an employee for exercising their FMLA rights. Employers can prevent this by treating employees who take FMLA leave the same as employees who do not, avoiding negative comments about FMLA leave, and not terminating employees for taking FMLA leave.
  14. How can employees assert their FMLA rights? Employees can assert their FMLA rights by notifying their employer of their need for FMLA leave, providing the required documentation, and filing a complaint with the Department of Labor or suing their employer for FMLA violations.
  15. Can an employer require an employee to use their available paid leave in place of FMLA leave? Yes, an employer can require employees to use their available paid leave during FMLA leave, but only if the employer follows certain guidelines and does not interfere with the employee’s FMLA rights.
  16. What happens to an employee’s benefits while on FMLA leave? During FMLA leave, an employee’s health benefits must continue on the same terms as if the employee had not taken leave. However, the employer can still require the employee to pay their share of the premium.
  17. Can an employee take intermittent FMLA leave? Yes, employees can take intermittent FMLA leave for certain reasons, such as for a chronic health condition or to care for a family member with a serious health condition.
  18. Can an employee sue their employer for FMLA retaliation? Yes, an employee can sue their employer for FMLA retaliation if they can show that they engaged in protected activity, such as taking FMLA leave, and the employer took adverse employment action against them because of it. Contact MKO Employment Law LLC.
  19. Can an employee sue their employer for FMLA interference? Yes, an employee can sue their employer for FMLA interference if they can show that the employer prevented them from exercising their FMLA rights. Contact MKO Employment Law LLC.
  20. Can an employee sue their employer for FMLA termination? Yes, an employee can sue their employer for FMLA termination if they can show that they were terminated because of their exercise of FMLA rights. Contact MKO Employment Law LLC.
  21. Can an employee take FMLA leave to care for a parent? Yes, an employee can take FMLA leave to care for a parent with a serious health condition.
  22. Can an employee take FMLA leave for a child’s school-related activities? No, an employee cannot take FMLA leave for a child’s school-related activities, generally.
  23. Can an employee take FMLA leave to care for a child / stepchild? Yes, an employee can take FMLA leave to care for a child or stepchild (or who is the employee’s legal ward) with a serious health condition.
  24. Can an employee take FMLA leave for a chronic health condition? Yes, an employee can take FMLA leave for their own serious health condition.
  25. Can an employee take FMLA leave for a short-term illness? Yes, an employee can take FMLA leave for a short-term illness if it meets the criteria for a serious health condition.
  26. How long do I have to file an FMLA lawsuit? An employee has two years from the date of the alleged FMLA violation to file a lawsuit. However, if the violation was willful, the employee has three years to file a lawsuit. Often, a law firm wants to combine this claim with an ADA/PHRA claim meaning that you should not delay in contacting legal help. 
  27. Can an employer require medical certification for FMLA leave? Yes, an employer can require medical certification to support an employee’s request for FMLA leave. The certification should be provided by a health care provider and should include information about the employee’s medical condition and the need for leave.
  28. Can an employer contact an employee’s health care provider for additional information about their FMLA leave? An employer may contact an employee’s health care provider for clarification or authentication of the medical certification, but the employer must follow specific rules to protect the confidentiality of the employee’s medical information.
  29. Can an employer require an employee to work during their FMLA leave? No, an employer cannot require an employee to work during their FMLA leave. The purpose of FMLA leave is to allow employees to take time off work to deal with their own or a family member’s serious health condition or for other qualifying reasons.
  30. Can an employer require an employee to return to work before their FMLA leave is over? No, an employer cannot require an employee to return to work before their FMLA leave is over. However, an employer may contact the employee during their leave to discuss their return to work and to plan for their return.
  31. Can an employer require an employee to provide periodic updates during their FMLA leave? Yes, an employer can require an employee to provide periodic updates during their FMLA leave. The employer may ask for updates on the employee’s medical condition and estimated return-to-work date, but the frequency and scope of the updates must be reasonable and not overly burdensome.
  32. What happens if an employer violates the FMLA? If an employer violates the FMLA, the employee may be entitled to compensation for any harm suffered as a result of the violation. This could include lost wages, benefits, or other damages.
  33. Can an employer retaliate against an employee who complains about an FMLA violation? No, an employer cannot retaliate against an employee who complains about an FMLA violation. Retaliation is a separate violation of the law and can result in additional legal claims and damages for the employee.
  34. What is FMLA interference and how can it be prevented? FMLA interference occurs when an employer interferes with an employee’s right to take FMLA leave or retaliates against the employee for exercising their FMLA rights. Employers can prevent FMLA interference by providing employees with clear information about their FMLA rights, documenting all FMLA-related communication and actions, and avoiding any actions that may discourage employees from taking FMLA leave.
  1. What is FMLA termination and how can it be prevented? FMLA termination occurs when an employer terminates an employee for taking or requesting FMLA leave, which is a violation of the employee’s FMLA rights. Employers can prevent FMLA termination by providing employees with clear information about their FMLA rights, documenting all FMLA-related communication and actions, and avoiding any actions that may discourage employees from taking FMLA leave.
  2. How can employees assert their FMLA rights? Employees can assert their FMLA rights by notifying their employer of their need for FMLA leave, providing the required certification or documentation, and documenting all FMLA-related communication and actions. 
  3. Can an employer require an employee to use their available paid leave in place of FMLA leave? An employer can require an employee to use their available paid leave in place of FMLA leave, as long as the employer follows the FMLA regulations and the employee is properly informed about the requirements. However, employers cannot force employees to use their paid leave instead of FMLA leave, and employees can choose to use their paid leave in addition to FMLA leave.
  4. What happens to an employee’s benefits while on FMLA leave? During FMLA leave, employees are entitled to maintain the same level of benefits as they had before taking leave, including health insurance and retirement benefits. Employers may require employees to continue paying their portion of the premiums while on leave.
  5. Can an employee take intermittent FMLA leave? Yes, employees can take intermittent FMLA leave if they have a qualifying condition that requires leave in separate blocks of time, or if they need to take leave on a reduced schedule. Employers are required to track and count the leave accurately, and employees must provide proper notice and documentation for intermittent FMLA leave.

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“Providing you a path forward in your life, career, and recovering the compensation you deserve.™” 

MKO is a “boutique firm” which means that we focus on a niche area and offer highly specialized services to clients who are looking for the personal touch within our area of expertise: Employment Law. Boutique law firms are not a general practice or one-stop legal shop, and that’s a good thing. You need one good attorney who knows the ins and outs of the area of law that’s relevant to your case. Look for a law firm that primarily practices the area of law that you need. If that’s all they do, chances are, they do it very well. We see each legal dispute as an opportunity to find a fair and equitable resolution without destroying your reputation, resume, job prospects, income, and if avoidable, not subjecting you, your family, friends, and former coworkers to unnecessary, highly invasive, time consuming, stressful, and ultimately public litigation. MKO, “Providing you a path forward in your life, career, and recovering the compensation you deserve.™” Confidentiality is key, for everyone. Are you a victim? MKO’s employment lawyers are always available for the clients. You can contact us anytime for a case assessment and evaluation. 

Ten Reasons You Want MKO As Your Employment Counsel

1. Focused Employment Law Practice

MKO is a “boutique law firm” which means that we concentrate on this niche area and offer highly focused employment law services to clients who are looking for the personal touch. Boutique law firms are not a one-stop legal shop, and that’s a good thing. While a long roster of diverse legal services may look impressive on paper, it’s fairly pointless in practice. You need one good attorney who knows the ins and outs of the area of law that’s relevant to your case.  Look for a law firm that only practices in the area of law that you need. If that’s all they do, chances are, they do it very well.

2. Technology Driven & Experts in the Cloud

We provide immediate legal consultations, operate a paperless law firm, use advanced cloud storage, digital signatures, electronic forms, and can review your documents using screen share technology instantaneously. MKO is technologically savvy, nimble, flexible, and efficient. 

We are not confined to our office, chained to a desktop computer, or burdened with IT maintenance. Thanks to the smart use of technology we can focus on providing our clients with the best representation possible. By streamlining our practice we can focus on what our clients hire us to do – advocate on their behalf and work diligently toward a desired result.

3. Legal Advice Instantly From The Comfort of Home

MKO can provide superior legal services through adaptive use of new technology and provide the majority of legal assistance while you are comfortably working from your home. It just also happens it's better, easier, and faster for our clients - they really appreciate it. We seamlessly and interactively collaborate with you in a relaxed environment where you have all of your files in your immediate control. We find this is the absolute best way to provide legal advice to our clients on complex legal issues, hands down.

The old style of coming into our office with binders of disjointed and unsearchable paperwork, of which we to organize and figure out on the fly, is incredibly wasteful, time-consuming, inefficient, and not highly productive. Because of our integration with technology, we are ready to work with you on highly intricate matters on a moments notice, no matter where you (or we) are.

4. Discreet When Necessary

While many cases require that we go to court to seek justice, there are a substantial number of disputes that need to be handled discreetly. We see each legal dispute as an opportunity to find a fair and equitable resolution without destroying your reputation, resume, job prospects, income, and if avoidable, not subjecting you, your family, friends, and former coworkers to unnecessary, highly invasive, time consuming, stressful, and ultimately public litigation. MKO, “Providing you a path forward in your life, career, and recovering the compensation you deserve.™”

Confidentiality is key, for everyone. 

5. Experience, Professional, & Integrity

Through representing and managing thousands of employment situations, rest assured there is help or a path forward for your situation. For example, Partner Christi Wallace has personally represented over 1000 clients and has managed hundreds more for associates that worked for her in just her first 10 years!

6. Highly Responsive Attorneys

We always get the question, "If I choose to have you represent me, will it be difficult for me to get in touch with you?"

Absolutely not, we even make ourselves available to clients beyond our normal business hours! Further, when you call us your attorney answers, not a secretary who puts you on hold for 20 minutes, then tells you that you can leave a voicemail for your attorney. Besides the MKO office phone number, our clients can contact their attorney via mobile, SMS & texting, business email, and an urgent emergency email. For example, we can often respond to a text message in just a few minutes. Experience a better, faster, and more efficient way to work with an attorney. MKO believes that clients can and should depend on the fact that we’ll respond quickly.

7. Attorneys Available 74+ Hours Per Week

Employment Attorneys are available at least 74 hours per week by phone, email, and text messaging. Don't be fooled by marketing, many law firms are using non-attorney 3rd party answering services and advertising "Phones Answered 24 Hours A Day, 7 Days A Week." We pick up our own phones, respond to our own emails and text messages, and use real attorneys, 74+ hours per week. 

M-F 7am-7pm
Sat/Sun 8am-3pm

8. Practical Advice From Seasoned Professionals

MKO strongly believes that every situation is distinctly unique and therefore we must endeavor to find the right solution for that particular issue. Because we are a boutique employment law firm, we strive to find unique and innovation solutions for our clients in every circumstance. We take action when necessary, put together deals when possible, and work with our clients so we can be creative and find smart solutions instead of needless litigation. We want to protect your interests now and in the future.

9. Contingency Representation

Contingency Legal Representation is where you do not have to pay your lawyer up front. This is fantastic if you are offered this option. Lawyers and litigation costs are incredibly expensive if you pay hourly. With contingency representation, you are not faced with large legal bills and expenses that are daunting and causes slow downs while waiting for a retainer to be replenished. Further, when you're offering to pay anyone up front and hourly, it seems they'll take almost any case - so long as they are getting paid. Funny how that works. Here's how we help:

  • People can afford an attorney. – Without the benefit of contingency, it would be very difficult for a person who was recently separated from their job to afford an employment lawyer.
  • MKO only gets paid if there is a recovery.  – We put our money where our mouth is, if we don't get a recovery, you don't owe legal fees and costs.
  • Contingency representation says something about your case. – Considering MKO only will get paid if there is a recovery, you can assume we like to cases that we believe have merit.
  • Helps people can move on with their lives – Instead of racking up debt to pay for legal help, our contingency representation lets you move on with your life as we deal with the legal stuff. This is exactly what MKO stands for, “Providing you a path forward in your life, career, and recovering the compensation you deserve.™"
10. Keeping Costs Low To Focus On Your Case

Our clients understand that their representation is are far more important than an expensive address. Some law firms might be battling an extremely burdensome and large cost overhead. In other words, to survive, they may need to be a "factory firm" or "volume practice" that needs to process a vast amount of cases to be able to afford their superfluous costs, expenses, and overhead. We aggressively keep costs down so we can focus on you.

Don't want to be treated like an account number, a settlement figure, or a wheel that needs to be turned to keep the law firm getting paid? We keep our costs low and use this financial freedom for our clients best interests.

Legal Consultations

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Clients & Cases Managed

Wrongful Termination

We help people fired, or soon to be fired, when they have been treated unfairly, illegally, or unjustly.

Employment Discrimination

Race, religion, gender (including pregnancy, childbirth, and related medical conditions), orientation, disability.

Professional Exit Strategies

Remove yourself from a toxic workplace or help with a job loss. Lawyers give you an exit strategy.

Medical Accommodations

Employees needing physical or mental health/wellness accommodations are protected.

Disability Discrimination

Many health conditions can be considered disabilities and are  legally protected including retaliation.  

EEOC or PHRC Agencies

Aggressive lawyering in the state and federal agencies can mean quick, quiet, and lucrative resolutions.

Age Discrimination

For those over 40 years old (but older is preferred) that experience bias based on your age.

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Sexual Harassment

A range of actions from mild transgressions to sexual abuse or sexual assault. A highly serious offense.

I trusted Mr. Kraemer with a rather difficult period of time for my family, and we came out on top. He is trustworthy and honest, incredibly helpful, and understanding. Five stars aren’t enough! Him and his staff are well experienced, and won’t let up until the truth is known and justice is served. Michael, it’s been a pleasure. I hope I never need your services again! If I do, I will not hesitate to give you a call.

Bob B.

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Halfway to legal help. If you don't get paid, neither do we. All you need to do is call MKO!

📲412-301-2700

Employment Law Ready✔ ™

Michael Kraemer was the only lawyer who took my case and would be the only lawyer I’d rely on. He kept me informed and was very intellectual on the whole subject that my case was revolved around. I give Mr. Kraemer a 10 out of 10 and I would refer him and his associates to anyone who wants a well defined lawyer.

Andrew L.

Wrongful Termination & Discrimination Questions

To Ask During Your Free Lawyer Consultation

  • =What does an employment discrimination, wrongful termination lawyer do?

  • =Do I need an employment lawyer, what options do I have?

  • =Can a employment attorney really help my case, even if I still work there?

  • =When should I hire an employment law firm? 

  • =Is discrimination, illegal conduct, and severance negotiations that common?

  • =How do you retain an employment attorney and is it really this easy? 

  • =How do I know when I need an employment lawyer?

  • =When should I address discrimination at the office?

  • =What is my case worth? 

  • =Do I have a retaliation, wrongful termination, or discrimination case?

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