Employment Attorneys Serving Philadelphia, PA

Write down everything you remember about the circumstances of your termination while it's fresh, save any relevant emails or messages, and speak with an employment attorney before signing any severance agreement.

Yes, but at-will status doesn't permit termination that is discriminatory, retaliatory against a whistleblower, or that breaches an employment contract, those terminations remain illegal.

We can advise on how to document and report conduct in a way that preserves both your legal position and your employment, and retaliation for a good-faith complaint is itself independently unlawful.

Both agencies investigate discrimination and harassment complaints, and in many cases a single charge can be cross-filed with both. Which one takes the lead, and the applicable deadlines, depend on the specific facts of your claim.

No. Retaliation against an employee for a good-faith complaint is independently unlawful, even if the underlying discrimination claim is ultimately unproven.

For most discrimination and harassment claims, yes, Pennsylvania and federal law generally require exhausting an administrative charge with the EEOC or the Pennsylvania Human Relations Commission before filing suit. An attorney can walk you through the specific timeline that applies to your claim.

It depends on the language of the agreement and whether it was signed knowingly and voluntarily. Some releases don't cover claims that arose after signing, and some can be challenged. Speak with an attorney before assuming a signed agreement closes the door.