Chester County Severance Agreement Lawyers

Defending Employee Rights in the Delaware Valley

Many employees treat their bosses as infallible, often allowing them to do as they please. While it is hard to debate a boss’s actions, especially if one is an at will employee, the truth is that employers are bound by the same laws as employees. If it should be discovered that an employer violated a law on the state or federal level, there can be steep penalties.

Furthermore, employers are bound by the same contracts they make their employees sign and can be held accountable for breaching them. For example, if an employer fires an employee for something that is not ruled to be egregious, and the employee manual or contract says that a termination can only occur after a certain number of disciplinary actions, then the employer may be acting in violation.

At Sidney L. Gold & Associates, P.C., our Chester County employment lawyers understand every aspect of employment law, and have represented employees in wrongful termination suits all throughout the Delaware Valley, winning them compensation, back pay, and even reinstatement to their previous position. Our team of lawyers will fastidiously review every aspect of a case, and then move to aggressively defend a client’s rights in court.

Severance Agreements

Upon signing a severance agreement, many employees believe that their employer has carte blanche to terminate their employment whenever they see fit, so long as they pay the agreed-upon amount in the contract. While this is true, if it should be discovered that an employer violated the Civil Rights Act of 1964 or any pertinent state laws regarding discrimination, then they can be held liable. Employers who terminated an employee based on the following factors are in violation of federal laws as well as Pennsylvania state laws:

  • Age
  • Disability or perceived disability
  • Gender Identity or expression
  • Pregnancy
  • Race or National Origin
  • Religion
  • Sex or Gender

Furthermore, should an employee have a question or concern about their employee contract, they can contact our legal team for inquiries. We can review your contract and inform you of the details of any severance agreements or noncompete clauses therein.

Severance Agreements and Retaliation for Whistleblowers

In addition to discrimination, severance agreements do not protect employers from any retaliatory practices, particularly if an employee reports any fraudulent or unethical activity. Employees who report any misuse of federally allotted funds are protected from retaliation in the form of demotion, change in duties, or termination. These employees, known as “whistleblowers,” may also receive rewards from the federal government for reporting such activity. If an employee was fired in the wake of reporting any fraudulent activity, then they many have been wrongfully terminated and can pursue that as well as a qui tam action under the False Claims Act. Our Chester County severance agreement lawyers have experience in representing whistleblowers who have suffered retaliation.

Chester County Severance Agreement Lawyers at Sidney L. Gold & Associates, P.C. Advocate for Wrongfully Terminated Employees

If you have been recently terminated in Philadelphia and you suspect that it was discriminatory or retaliatory in nature, then seek legal representation with Sidney L. Gold & Associates, P.C. We remind you that even of you did sign a severance agreement, you are still protected under state and federal laws. Do not sacrifice your professional reputation if your termination was discriminatory or retaliatory.

Contact us online or call our offices at 215-569-1999 to schedule your complimentary consultation with one of our experienced Chester County severance agreement lawyers today.

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Attorney Advertising Materials. Sidney L. Gold is responsible for the content of this website. This website is designed for general information only. The information presented at this site should not be construed to be formal legal advice nor the formation of a lawyer/client relationship.

* The awards and accolades displayed on this website were issued to the attorneys, or the entire law firm by the respective providers of these honors. They are as follows, Avvo Inc., Super Lawyers®, Martindale Hubbell Peer Review Rated, ASLA 2019 Top 100 Lawyers, Million Dollar Advocates Forum, Legal Leaders Top Rated Lawyers 2018, Bar Register Preeminent Lawyer 2019, Happening List Winner 2019, BBB Accredited Business, National Association of Distinguished Counsel Top 1 Percent 2017, America's Top 100 Attorneys, The Employee Rights Advocacy Institute for law and policy 2017-2018, Best Lawyers 2019, Lead Counsel Rated, Top Employment Lawyers in Philadelphia, Association of American Trial Lawyers Top 100 in 2019 and Martindale Hubbell Client Champion Silver 2019. No aspect of these advertisements have been approved by the Supreme Court of New Jersey.

A Message to Our Customers About Coronavirus COVID-19:
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A Message to Our Clients About Coronavirus COVID-19:

At Sidney L. Gold & Associates, P.C. we view the safety and well-being of our clients, staff and business partners as our highest priority.

The situation regarding the COVID-19 virus is continually changing, and we are following all recommended guidelines to stay healthy.

Currently, our business will remain open to serve your needs.

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