Casey Green
Partner at Sidkoff, Pincus & Green| Commercial Litigation & Employment Matters|
I have been an attorney for 19+ years at a Philadelphia boutique law firm that offers high-quality services to individuals and businesses of all sizes.
We represent clients throughout Pennsylvania and New Jersey in commercial and employment matters, contract negotiations including non-compete agreements and other restrictive covenants, litigation related to trade secrets and intellectual property, and various disputes of all types and sizes.
At Sidkoff, Pincus & Green, I'm fortunate to work alongside some outstanding attorneys and have been part of significant outcomes, including numerous multi-million dollar awards and settlements for plaintiffs, and dismissals and defense awards for defendants. We are also routinely called upon to serve as local counsel, particularly in federal court, and I have done so hundreds of times within just the past 5 years.
Please feel free to contact me about legal matters in the Philadelphia area. If my firm is not able to help you, I likely know someone who is.
- Employment Law
- Employee Benefits, Employment Contracts, Employment Discrimination, ERISA, Overtime & Unpaid Wages, Sexual Harassment, Whistleblower, Wrongful Termination
- Business Law
- Business Contracts, Business Dissolution, Business Finance, Business Formation, Business Litigation, Franchising, Mergers & Acquisitions, Partnership & Shareholder Disputes
- Intellectual Property
- Medical Malpractice
- Birth Injury, Medical Misdiagnosis, Pharmacy Errors, Surgical Errors
- Civil Rights
- Americans with Disabilities Act (ADA), Discrimination, Employment, Fair Housing, Police Misconduct, Privacy Law
- Legal Malpractice
- Free Consultation
- Credit Cards Accepted
- Contingent Fees
- New Jersey
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- Pennsylvania
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- 3rd Circuit
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- English: Spoken, Written
- Attorney
- Sidkoff, Pincus & Green
- - Current
- Brandeis University
- B.A.
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- Villanova University School of Law
- J.D.
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- Super Lawyer
- Super Lawyers
- Selected to Super Lawyers: 2015 - 2022
- AV Preeminent
- Martindale-Hubbell Lawyer Services
- Selected as AV Preeminent: 2016 - 2022
- Client Champion - PLATINUM
- Martindale-Hubbell Lawyer Services
- Best Lawyer
- Best Lawyers in America
- Roll of Honor for Pro Bono Service
- First Judicial District of Pennsylvania
- Big Brothers Big Sisters of Philadelphia
- Current
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- Philadelphia Volunteer Lawyers for the Arts
- Current
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- Philadelphia Volunteer for the Indigent Program
- Current
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- Negotiating the Contract, Philadelphia
- NBI
- Presented to attorneys on various issues related to contract negotiations and authored written materials.
- The benefits of the PA Electronic Transactions Act during the COVID-19 lockdown
- Pennsylvania Bar Institute
- Provided a lecture to attorneys on the PA Electronic Transactions Act at the start of the pandemic.
- Basics of Employment Law, Philadelphia
- Pennsylvania Bar Institute
- Presented on the FLSA and provided written materials for CLE for attorneys.
- Q. Is it legal for an employer to approve both a raise and bonus only for employees who did not vote to form a union?
- A: I'd like to hear more about this, but based on your representation, it appears to be unlawful discrimination under the National Labor Relations Act. For example, Section 8(a)(3) of the Act makes it an unfair labor practice for an employer to discriminate against employees “in regard to hire or tenure of employment or any term or condition of employment” for the purpose of encouraging or discouraging membership in a labor organization. Feel free to contact me to determine if I'm able to help.
- Q. Hello, I was a part of a team working for a Temp Agency. We had contracts with CVS health till March 31st.
- A: I'd like to know more information because the answer likely depends on whether you had a contractual relationship with CVS or just the temp agency. The at-will doctrine applies in Pennsylvania and essentially allows an employer to terminate an employee for any reason or no reason. There are exceptions to this doctrine, including federal and state laws that prohibit certain types of discrimination, as well as protection for whistle-blowers. Based on your question, it does not seem like any of those exceptions apply. Instead, the issue appears to be whether you are at-will, or is there some contract that states CVS has agreed to employ you until March 31st. If the agreement is only with the temp agency, I would raise the issue with them and find out if there is a reason why the contract was terminated early, and if any efforts are being made to place you. Best of luck.
