In my professional career, I was first an employee and then an employer. I know what it feels like to be the victim of a boss’ unfair treatment and to experience the anxiety and uncertainty of looking for another job. As an employer, I also know the frustration of having employees who are frequently late or absent and who don’t give you a day’s work for a day’s pay. So when it comes to employment law, you aren’t hiring an attorney for whom your case is all in a day’s work. When you hire me, you hire an employment lawyer who has stood in your shoes.
Many law firms represent employers or employees, but not both, as if there was an inherent conflict in advocating for both sides. I disagree. The law is the same. I represent employers and employees because I want to see the law applied fairly in every workplace. I work with my employer clients to establish policies and procedures and provide employee training to prevent situations that may lead to litigation. I counsel them on their approach to a difficult employee so the employee cannot use the law as a shield against disciplinary measures for poor performance.
I am very selective about the employees I represent as plaintiffs. Yet, it remains an unfortunate reality that discrimination and illegal behavior still occur in today’s workplace. If I believe an employee’s rights have been violated, I will pursue justice for the employee with equal fervor.
A growing area of my practice is assisting clients with claims for private disability benefits. Many employers provide both short term and long term disability benefit coverage as part of the employees’ fringe benefit package. Unfortunately, many employees do not realize that the insurance company, not the employer, usually makes the determination of eligibility for benefits. Moreover, the law governing disability benefits, called the “Employee Retirement Income Security Act,” or “ERISA” for short, heavily favors the insurance companies, not the employees. The courts have held that an insurance company need only articulate a reasonable basis for a denial of the claim. This “reasonable basis” often takes the form of a report from a physician paid by the insurance company who, on nothing more than a review of medical records, renders an opinion that the employee is capable of working.
Presenting an incomplete application for disability benefits will often result in an initial denial and delay of your benefits during an appeal. Our office will help you prepare your claim and present it in its best and strongest light the first time increasing the likelihood of an early approval. If the insurance company denies your claim, we will aggressively pursue an appeal on your behalf.
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As an Employment Lawyer and Attorney I am proud to represent the residents of Newtown, Yardley, Bucks, Langhorne, Morrisville, Levittown and the surrounding areas.