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Philadelphia Employer Representation Law Firm

Employers Face Myriad of Employment Laws & Regulations

Philadelphia Employer Representation LawyersThe Philadelphia employment lawyers at Sidney L. Gold & Associates know how daunting a task it can be for an employer to understand and adhere to the myriad of federal, state, and local laws governing business today.   On all levels, the laws and regulations are constantly being amended and updated.  Changes in societal norms, the global marketplace, and advances in technology have created unique circumstances for employers.

Employers unaware of current laws and employee rights can quickly find themselves involved in expensive and time consuming litigation.  Employee rights, discrimination, contract negotiations, health and retirement benefits, Workers’ Compensation and unemployment insurance, severance pay, and termination of employment represent some of the most sensitive issues for employers today.  The Pennsylvania employment lawyers at Sidney L. Gold & Associates are extremely knowledgeable in all aspects of employment law, and can help you to avoid the pitfalls of unlawful business practices.

Our New Jersey Employment Lawyers Represent Employers in All Aspects of Employment Law

There are a vast array of laws and regulations facing employers, each with its own set of requirements for compliance.  It is vital for an employer to be knowledgeable of the laws and to work within the parameters set before them.  The Philadelphia employment law attorneys at Sidney L. Gold & Associates work with the employer to ensure that lawful business practices are executed in all areas of employment, from the hiring process to termination of employment.

Our PA & NJ employment lawyers represent employers from Pennsylvania and New Jersey, providing our expert knowledge and counsel in all areas of employment law, including:

  • Discrimination: Under Title VII of the Civil Rights Act of 1964, it is unlawful for an employer to treat an employee unfairly because of their race, religion, sex, disability, or age.   Employees who believe they have been refused an interview, denied employment or promotion, or feel that they have been harassed by administration and/or co-workers because of their race, sex, age, disability, or religion can file a discrimination suit against the employer. Our New Jersey employment lawyers are experienced with the New Jersey Law Against Discrimination, representing countless employees and employers in employment law and discrimination cases in New Jersey.
  • Contract Negotiations:  Employers must take extreme care when defining stipulations in contract negotiations.  Salary, health and retirement benefits, severance pay, vacation time, profit sharing, disability and unemployment insurance, and termination policies and procedures are the most valuable bargaining tools, but can also lead to costly settlements if not clearly defined.
  • Non-Compete AgreementsA non-compete agreement is established to protect the business interests of the employer by limiting a current or former employee from working with a competitor.  The agreement can be a separate contract, or a clause within a contract, that clearly defines the time period and geographic location of the limitation.  For a non-compete agreement to be enforceable in cases of litigation, the employer must be reasonable in the limitations set forth and be specific as to what areas of the business need are protected.
  • Trade Secret Infringement –  A trade secret is information that is not public knowledge and gives the owner of the trade secret a financial advantage over their competitors.   Employees that are privy to the trade secret are commonly required to sign non-disclosure or non-compete agreements.  Individuals that fail to uphold this agreement face stiff monetary consequences.
  • At-Will Employment:  All employees hired without a contract in Pennsylvania are considered at-will employees.  As such, the employer has the right to terminate an employee at any time, for any reason.  Employers are protected in wrongful termination suits filed by at-will employees.  Attention to detail in the hiring process is imperative in determining an at-will status.
  • Mediation and Arbitration:  The employment law attorneys at Sidney L. Gold & Associates avoid litigation when possible by representing the employer in mediation and arbitration.  The time and money that an employer has to invest in litigation is staggering.  Mediation and arbitration offer an employer a less expensive and much less time consuming alternative.

Philadelphia Employment Lawyers at Sidney L. Gold & Associates Represent Employers in all Areas of Employment Law

Sidney L. Gold & Associates focus our practice on all aspects of employment law and represent employers in Pennsylvania and New Jersey.  Our NJ employment lawyers work with employers to develop policies and procedures that comply with federal, state, and local employment laws, provide counsel in times of dispute, and our New Jersey employment lawyers represent clients in all areas of mediation, arbitration, or litigation.  Call us today at 215-569-1999 to schedule a consultation with a qualified Philadelphia employment lawyer or contact us online.  We will evaluate your business needs and work with you to protect your interests.

We offer flat fee arrangements for small businesses. 

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* 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 Top 100 Lawyers, Million Dollar Advocates Forum, Legal Leaders Top Rated Lawyers, Bar Register Preeminent Lawyer, Happening List Winner, BBB Accredited Business, National Association of Distinguished Counsel Top 1 Percent, America's Top 100 Attorneys, The Employee Rights Advocacy Institute for law and policy, Best Lawyers, Lead Counsel Rated, Top Employment Lawyers in Philadelphia, Association of American Trial Lawyers Top 100 and Martindale Hubbell Client Champion Silver. No aspect of these advertisements have been approved by the Supreme Court of New Jersey.