Andrew S. Abramson has been practicing law since 1989. In 1995 Mr. Abramson realized a life long dream to start his own law firm whree he concentrates his practice in employment law, helping employees fight unfair practices by their employers such as discrimination based upon age, race, sex, religion and national origin, sexual harassment, overtime and unpaid wage disputes and violation of the Americans with Disabilities Act. Mr. Abramson also represents clients in unemployment compensation claims, severance agreements, executive employment contracts and disability and pension benefit claims. Prior to starting his own firm, Mr. Abramson was employed by a large center city Philadelphia law firm, Hoyle, Morris and Kerr, where his typical client was a large national corporation and he was involved in litigating cases with teams of attorneys throughout the United States
- Employment Law
- Civil Rights
- Arbitration & Mediation
- Contingent Fees
- Rates, Retainers and Additional Information
We offer a variety of fee arrangements which accomodate our clients' needs.
- New Jersey
- 3rd Circuit
- U.S. District Court, District of New Jersey
- U.S. District Court, Eastern District of Pennsylvania
- U.S. District Court, Middle District of Pennsylvania
- English: Spoken, Written
- Abramson Employment Law LLC
- Temple University Beasley School of Law
- J.D. / Law
- The George Washington University Law School
- B.B.A. / Marketing (1986)
- Honors: Honors: Summa Cum LaudeMajor: Marketing
- 2012 President's Award
- Kelly Anne Dolan Memorial Fund
- Super Lawyer - Plaintiff Employment Litigation
- Super Lawyers
- AV Rating
- Philadelphia Bar Association
- Montgomery County Bar Association
- Pennsylvania State Bar
- National Employment Lawyers Association
- Temple Law School Alumni Association
- Whitpain Recreation Association
- Baseball, basketball and soccer coach
- - Current
- New Jersey State Bar # 019331989
- - Current
- Kelly Anne Dolan Memorial Fund of Ambler Pa
- Employee Discrimination Reporter Blog
- Andrew S. Abramson Esq.
- Making Cents of Wage & Hour Laws, 22nd Annual Employment Law Institute, Philadelphia, PA
- Pennsylvania Bar Institute
- Andrew S. Abramson’s Website Profile
- Abramson Employment Law LLC Website
- Employee Discrimination Reporter Blog
- Statement that Employer “Didn’t Want to Get Screwed Over” if Employee Gave Birth Proves Pregnancy Discrimination
22 August 2017
- One Severe Incident is Enough to Prove Racial Harassment at the Workplace
23 July 2017
- Pennsylvania Employee Laid Off After 33 Years of Service Has Race Discrimination Claim
21 April 2017
- Pennsylvania School District Employee Forced to Resign has Age & Disability Discrimination Claims
6 April 2017
- Pennsylvania Employee Denied Request to Work From Home Has ADA Disability Discrimination, Reasonable Accommodation & Retaliation Claims
29 March 2017
- Pennsylvania Employees Can Prove FMLA Retaliation Claims When Leave is a Negative Factor in Terminating Employment
25 March 2017
- Preliminary Injunction to Enforce Non-Solicitation Agreement Against Pennsylvania Employee Denied
26 February 2017
- Extreme Sexual Harassment of Philadelphia Police Detective Proceeds to Trial
18 February 2017
- Pennsylvania Employee with 31-year Tenure Terminated by New Supervisor Has Viable Age, Sex & Retaliation Claims
10 February 2017
- Q. Connecticut vs NJ employment law
- A: As a general proposition, the employee-employer relationship would be governed by the laws of the state where you are employed. Thus, if the majority of your work was performed out of your home in New Jersey, then New Jersey law would apply. However, an employer can control which state's law applies to the employee-employer relationship. If there is an agreement by contract or some other written document that provides for some other state's law to apply, it is possible that Connecticut law could apply.
- Q. I'm a chha. My hours are over 40 each week. I'm not paid over time. What are the rules?
- A: If the "agency" is the employer that pays you and weekly hours add up to over 40, you may be entitled to overtime pay for each work hour over 40. More information is needed including a description of your duties in each position and your rate of pay. Please feel free to contact me directly to review all facts.
- Q. Can I sue under FMLA or ADA? Job description, duties & schedule changed after coming back from lung cancer surgery &
- A: You may ultimately have claims under the FMLA and possibility for disability discrimination. It is critical that you consult with an experienced employment law attorney to review of all facts concerning your situation to develop a course of action. strategy while you are out on leave. Feel free to contact our office. Andrew Abramson
- Q. What can I do about wrongful termination? Can I get in contact with someone to actually discuss all the details?
- A: Please contact our office at 267/470-4743 and we will discuss and evaluate your situation.
- Q. I am owed commissions for jobs i brought in. I get paid when the company gets paid. What happens if i quit before paid?
- A: In situations where a Pennsylvania employee is no longer employed when commission payments would otherwise be due, entitlement to the commissions is a matter of the employer's written policy. If the employer has a policy that you must still be employed in order to receive the commissions the law provides that such a policy is valid. If there is no such policy, you may be entitled to the commissions depending on the facts of a particular situation.
- Q. can I file a workman compensation or sue the employer what are my options
- A: This is a clear workers compensation case. You need to speak to an experienced workers compensation attorney as soon as possible. I highly recommend Marla Joseph who can be reached at 2215-884-6664, or workcompa.com. Andrew Abramson
- Q. I feel like I am being harassed in a sexual way by someone who is frequently at my work, but they are not an employee
- A: While sexual harassment claims typically involve another employee/manager that works for the employer, there are circumstances in which an employer can be held responsible for sexually harassing conduct by a non-employee. In this type of situation, it is critical to speak to an experienced employment law attorney as soon as possible. Feel free to contact our firm to discuss the situation further. Andrew S. Abramson, Esq Abramson Employment Law, LLC 790 Penllyn Blue Bell Pike - Suite 205 Blue Bell, PA 19422 telephone: 267-470-4742 telecopy: 267-470-4754 email: firstname.lastname@example.org web: job-discrimination.com
- Q. My employer owes me thousands in back wages. I am also owed more money for buying material. How do I get my money?
- A: Assuming that you work in Pennsylvania you may have a claim for up to 125% of the amount of wages due plus attorneys' fees and costs. Feel free to contact our office to provide more information. Andrew S. Abramson, Esq. Abramson Employment Law, LLC 790 Penllyn Blue Bell Pike - Suite 205 Blue Bell, PA 19422 telephone: 267-470-4742 email: email@example.com web: job-discrimination.com .
- Q. My husband's employment agency is playing games with his continued employment at Amazon, what can we do?
- A: The facts that you detail could support a claim under the Americans with Disabilities Act and the Pennsylvania Human Relatins Act depending on how the situation plays out. Feel free to contact our office to provide further details for assessment.