Can I Get Out of a Business Contract?

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Philadelphia Business Lawyers at Sidkoff, Pincus & Green P.C. Can Help You With a Business Contract.

A business contract between parties that is written and signed is a legally enforceable document. Signees generally cannot just leave the arrangement or void the contract at will.

In business, situations can change, and unforeseen circumstances can render one or both parties unable to honor their initial contractual agreements. Unfortunately, there are situations where one party purposely makes it difficult for the other to honor the contract.

A party can sometimes legally void their business agreement. Most of the time, breaching a contract comes with stiff financial penalties, legal costs, and possibly even litigation.

That is why it is important to have a business lawyer review a contract before it is signed. They may recommend including an escape clause in the agreement. This type of clause allows a party to terminate an agreement under certain predefined conditions lawfully.

If your contract did not have a termination clause, you might be able to still get out of the contract. There are some circumstances under which signees can void their agreement. It will still require legal action and an experienced lawyer.

Legally permissible reasons to void a business contract include the following.

Breach of Contract

If two or more parties sign a business contract and one signee unlawfully breaches the agreement, the other parties may not be required to fulfill their contractual obligations. The alleged breach must be proved in court. In a legal sense, a breach occurs when a party acts contrary to contract terms, refuses to maintain its contractual obligations, or prevents other parties from fulfilling their responsibilities.

Incapacity or Death

Contracts are typically nullified if a signee becomes incapacitated. This stipulation should be written into the contract terms. Generally, if a signee is deemed mentally incapable of maintaining the agreement, they are excused from the legal consequences of premature contract termination. In addition, deceased individuals are not held accountable to contract terms.

Fraud or Misrepresentation

If the contract is found to have been based on fraudulent or misrepresented information, the party experiencing the fraud or misrepresentation will have to prove it in court to void the contract. This process can be time-consuming and costly.

Impossible to Fulfill

If fulfilling your contractual obligation is deemed impossible, the contract can be lawfully terminated. However, the circumstances for voiding a contract for “impossibility to perform” are rare. Death and incapacity are legitimate reasons for making a contract impossible to perform. Traumatic and unexpected events, such as car accidents or natural disasters, may also be found legitimate reasons for making a business contract impossible to fulfill.

As stated previously, the best way to get out of a business contract is to have a termination clause built into the agreement, with predefined conditions that are reasonable and realistic. If that is not the case, a calm sit-down discussion involving all parties, led by an experienced lawyer, can result in negotiations and solutions fair to both parties.

Sometimes, it could even be as simple as asking the other party to allow you to void the contract. Smart business owners know that goodwill between business partners is worth more than going to court for a breach of contract. It may be possible to get out of your business contract for a fee or possibly for free. Let your lawyer lead the way.

Philadelphia Business Lawyers at Sidkoff, Pincus & Green P.C. Can Help You With a Business Contract

Our Philadelphia business lawyers at Sidkoff, Pincus & Green P.C. help businesses function smoothly and effectively under the law. If you are a business owner and need help with a contract or other legal matters, contact us online or call us at 215-574-0600 today. Located in Philadelphia, we serve clients throughout Pennsylvania and New Jersey.

What Qualifies as a Business Tort?

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Philadelphia Business Lawyers at Sidkoff, Pincus & Green P.C. Can Help You With Business Tort Litigation.

Whenever a conflict arises that causes harm to a business, a business tort could exist. Many business conflicts could endanger your business. The harm could be financial and threaten to close your business. The harm might even be the theft of trade secrets.

A business tort always involves the economic effects of wrongful acts that impact one or more businesses or other legal entities. Many begin with contract disputes that two or more parties cannot resolve. Then, lawsuits get filed in federal or state civil courts and sometimes both.

The plaintiff in a business tort must cite at least one cause of action for the lawsuit to proceed. A cause of action is comprised of legal facts that justify the lawsuit. Most business torts involve one or more of the following causes of action:

  • Tortious interference.
  • Injurious falsehood.
  • Restraint of trade.
  • Unfair competition.
  • Fraudulent misrepresentation.

Other causes of action also exist, and most business torts involve a combination. The plaintiff usually seeks a judgment for cash, property, or affirmation of a legal right.

Tortious Interference Affects Prior Business Relationships

Tortious interference happens when an offending party interferes with a business’ contractual relationships with others. The offending party might make it impossible for your business to complete a contractual obligation. When your business cannot perform its obligations, tortious interference might be a valid cause of action in a lawsuit.

Injurious Falsehood Explained

You likely understand the general concept of defamation. If another party spreads a malicious lie that damages your business’ brand reputation, an injurious falsehood occurs. Malice must be shown and refers to intentionally spreading a known falsehood with the intent to cause damage to your business’ brand reputation.

How Restraint of Trade Could Occur?

When an offending party does something that limits your amount of trade, sales, or delivery of goods or services, a restraint of trade happens. Whenever your business cannot continue normal operations due to the actions of other parties, a restraint of trade might be claimed as a cause of action.

Many Kinds of Unfair Competition

Unfair competition has potentially widely varying actions that could result in the cause of action triggering a civil suit. Stealing your trade secrets or using your intellectual property to siphon away some of your market shares are examples of unfair competition. The unfair competition gives the offending party greater leverage to generate profit at your expense.

Fraudulent Misrepresentation Could Void Contracts

When one party intentionally lies in order to secure a business agreement, that is a form of fraudulent misrepresentation. The misrepresentation is done with the intent to deceive a business or an individual. It might involve contractual negotiations or other business dealings and could occur in many ways, including the omission of information.

Punitive Damages Might Be Sought

When a malicious act creates one or more legitimate causes of action that you could prove in court, the defendant might be subject to punitive damages. You would have to request punitive damages in a court filing or amend an existing case to request them. However, it is important to note that punitive damages are rare.

Philadelphia Business Lawyers at Sidkoff, Pincus & Green P.C. Can Help You With Business Tort Litigation

Our Philadelphia business lawyers at Sidkoff, Pincus & Green P.C. can help you explore your legal options when you must resolve a business dispute. Call us at 215-574-0600 or contact us online to schedule an initial consultation. Located in Philadelphia, we serve clients throughout Pennsylvania and New Jersey.

What Should I Do if I Find an Error in My Business Contract?

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Philadelphia Business Lawyers at Sidkoff, Pincus & Green P.C. Can Help You if You Have an Issue With Your Business Contract.

Most business contracts are complex, containing dozens of sections, sub-sections, and countless provisions detailing the requirements by both parties. Miscommunications could happen and something could be put in writing that should not have been. Also, there could be simple typos that happen when a contract is long. It is possible that a simple typo could significantly change the meaning or terms of a contract. If the typo is not caught during a review of the final draft, the parties could be in a tough spot since both parties signed the document.

There are three main categories of mistakes that can happen in business contracts.

Unilateral Mistakes

This is where one side of the contract makes the mistake or misunderstands a term or provision within the contract. This is the most common mistake. There are a few ways a contract can be rescinded if a unilateral mistake has been made:

  • A drafting or clerical mistake that did not lead to gross negligence.
  • If the error was so serious and irrational to be outrageous.
  • If one party to the contract relied on a material fact that the other party knew was a mistake but failed to inform the other party.

The best way to make sure unilateral mistakes are not made is to hire an experienced lawyer who focuses their practice on drafting and negotiating business contracts.

Mutual Mistake

A mutual mistake is when both parties misunderstand a term or provision in the contract. Since both sides have made the mistake, the contract can usually be voided. However, there must be a material fact for a mutual mistake to be void.

Common Mistake

A common mistake occurs if both parties mistakenly believe or misunderstand similar facts. The issue at the heart of the mistake has to be a fundamental aspect of the contract.

How to Prevent Business Contract Mistakes?

You want to make sure you have a lawyer on your side. Make sure your lawyer understands the goals of the contract that is being agreed upon, as well as the minor issues. A good line of communication with your lawyer is extremely important so that there are no misunderstandings and that everyone is on the same page.

Review every line of the contract with your lawyer. If there are any questions, make sure to go over the language in detail to make sure you completely understand the purpose of each sentence.

Philadelphia Business Lawyers at Sidkoff, Pincus & Green P.C. Can Help You if You Have an Issue With Your Business Contract

If you need to have a business contract negotiated and drafted, it is important that you consult with a lawyer. Our Philadelphia business lawyers at Sidkoff, Pincus & Green P.C. can help you explore your options. Call us at 215-574-0600 or contact us online to schedule an initial consultation. Located in Philadelphia, we serve clients throughout Pennsylvania and New Jersey.

Can Doctors Negotiate Their Contracts?

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Philadelphia Employment Lawyers at Sidkoff, Pincus & Green P.C. Help Doctors Negotiate Their Contracts.

Until you sign a contract, anything is negotiable. It takes a lot of hard work and education to become a doctor, and it is very important that a contract reflects that hard work and advanced education that was needed to become a licensed medical professional.

Verbal agreements can help prevent some conflicts, but they have almost no legal weight. However, a written contract clearly outlines what is expected of both parties. If you are weighing the merits of a contract, the following tips could help you to decide how to proceed.

Commonly Negotiated Conditions in Contracts

Pay, work hours, and benefits are common elements of any work-related contract. However, a doctor could have many more considerations placed in a contract. If you recently completed medical school and have a significant amount of student loan debt, you might negotiate a partial payment from your employer.

Many doctors need to do more than see patients and consult with staff. Some doctors have administrative duties as well. A contract might determine the type of administrative services and the amount that you are expected to do while on the clock.

Many doctors also might be required to remain on call on particular days and at particular times, such as overnight. The contract clearly should outline the times and how frequently you might have to be on call to handle emergencies and demands of hospital staff.

Virtually every aspect of your contract to perform duties is negotiable. It helps greatly to understand exactly what the contract says and what it requires of you and your employer.

How Can a Lawyer Help With My Contract if I am a Doctor?

The majority of doctors are highly skilled at providing medical services but are not well-versed in contracts. An experienced lawyer can help review a pending contract. Your lawyer can clearly explain what the legal terms mean. Your lawyer can also explain how the proposed terms might affect your work, pay, or benefits. A lawyer can help you understand the proposals in the contract and how to make counteroffers as well.

Making mistakes and signing a substandard contract might lock you into a bad deal for years. A lawyer can help prevent that and will negotiate the best possible terms of the contract.

Philadelphia Employment Lawyers at Sidkoff, Pincus & Green P.C. Help Doctors Negotiate Their Contracts

If you are a medical professional and need help with a contract, our experienced Philadelphia employment lawyers at Sidkoff, Pincus & Green P.C. can help. Call us at 215-574-0600 or contact us online to schedule an initial consultation. We are located in Philadelphia, and we serve clients throughout Pennsylvania and New Jersey.

What Constitutes a Material Breach of Contract?

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Philadelphia Business Lawyers at Sidkoff, Pincus & Green P.C. Can Help You With a Contract Breach.

At the heart of every contract are certain conditions that each party must follow. When one or more contractual parties does not abide by the obligations of the contract, a breach of that contract has occurred. There are four main types of contract breaches, and a material breach is the most serious. That is because a material breach permanently breaks the contract.

A material breach of contract causes irreparable damage that makes it impossible to continue the contract. The material breach refers to one or more parties failing to perform the contract. The breach goes to the very heart of the contract itself.

Suppose you have the architectural designs for a particular home that you want to build. You could pay a contractor to build it, but if the contractor builds a completely different home, a material breach of contract would have occurred. In this case, there likely would be no way to continue the contract.

Other Parties Must Be Ready, Willing, and Able

Ready, willing, and able are three important factors in claiming that a material breach of contract has occurred. If you are accusing another party of a material breach, you have to be ready, willing, and able to perform your end of the bargain.

If the contractual agreement were to build a home, you could show that you provided the architectural designs, land, and money to do the job reasonably and effectively. The homebuilder might continually delay or otherwise refuse to do the project as agreed. If so, you could make a strong case for a breach of contract. The homebuilder also could not erect or place a substandard home on the property and declare the contract fulfilled.

Did Bad Faith Play a Part in the Breach of the Contract?

If the breach of contract resulted from bad faith and the case is brought to court, they will likely presume it to be a material breach of contract. On the other hand, a breach that results from negligence is less likely to be considered a material breach. In this case, it would be considered a minor breach.

Philadelphia Business Lawyers at Sidkoff, Pincus & Green P.C. Can Help You With a Contract Breach

If another party has breached a contract you are a part of, speak with one of our experienced Philadelphia business lawyers at Sidkoff, Pincus & Green P.C. Each party involved in a contract must meet certain obligations. We can help you if another party is not following through on their end of the contract. Call us at 215-574-0600 or contact us online to schedule an initial consultation today. Located in Philadelphia, we serve clients throughout Pennsylvania and New Jersey.

Should I Have a Lawyer Review My Executive Employment Contract?

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Philadelphia Employment Lawyers at Sidkoff, Pincus & Green P.C. Help Executives Negotiate Favorable Employment Contracts.

Executive-level employees are often offered executive contracts or employment agreements. For employers, a contract can ensure that the executive will work for them for a predetermined amount of time, among other commitments. For the executive, a contract allows them to negotiate their compensation, criteria for raises, bonus structure, and severance payments.

It can be beneficial for anyone offered an employment contract to have a lawyer review the paperwork. An experienced employment lawyer can:

  • Demonstrate to the employer that you are serious about negotiating the best package possible.
  • Ensure that a proposed severance package will be adequate should you be let go.
  • Translate the legal jargon into understandable terms, so everything is clear.
  • Negotiate for a salary commensurate with the market.
  • Review noncompete and other clauses to ensure they will not compromise future employment.

In short, your lawyer will craft a complete negotiation strategy to make sure you are favorably covered in all aspects of employment: salary, vacation, bonuses, raises, termination, and postemployment provisions.

A terminated employee, executive or not, who is offered a severance package can also benefit from having a lawyer review the termination or severance agreement. This can help the employee understand all terms and expectations.

Most employers have deadlines for an employee to accept or reject an employment contract. That is why you should speak with a lawyer as soon as you receive the contract. Your lawyer will appreciate the extra time to craft a solid strategy that will include some or all of the following:

  • Compensation: Amount of compensation and timeframes for delivering payment.
  • Bonuses: Bonus criteria, amounts, and timing for payment.
  • Raises: Eligibility for raises, timing, and amounts.
  • Liability protection: A lawyer will review the contract to ensure appropriate insurance protections and agreements are in place to shield the executive from personal liability and indemnification.
  • Responsibilities: Full job description, title, duties, reporting structures.
  • Benefits and perks: Insurance coverages, such as disability and life insurance, medical plan/medical check-ups, 401k, pension, or other retirement plans, meal and entertainment reimbursement, company car, cellphone, housing assistance.
  • Stock rights: Stock amounts, vesting, exercising stock options, dilution of stock value; how stock options and vesting will be managed postemployment.
  • Timeframes: Length of contract and criteria for a contract extension.
  • Performance evaluations: Criteria and timing, benchmarks, and ratings to be used.
  • Post-employment provisions: Noncompete clauses, trade secrets, and intellectual property considerations. A lawyer will review these restrictive covenants to ensure the executive’s future employment is not jeopardized.
  • References: Agreement on what employer may disclose about the employee should they be terminated; how references will be handled.
  • Severance: Items the severance package will include compensation, timing and length of salary payments, benefits, such as insurance coverage and other considerations.
  • Confidentiality requirements: Most employment agreements require that an executive employee agree not to divulge confidential information acquired during employment. A lawyer will ensure that the employer provides for certain limitations, such as information that is publicly known or is already lawfully in an executive’s possession.
  • Continued employment: A contract should include salary, benefits, and perks should the executive remain with the company but in a different capacity. There should also be language that spells out what will happen to the executive and the position should the company be sold, taken over, or if there is a material change in job duties or reporting relationship.

An employment contract will also typically include the grounds for which an employer may terminate the executive’s employment and not pay severance benefits. This is called a “for cause” provision and will include reasons such as:

  • Employee’s felony conviction.
  • Employee has substantially failed to perform job functions.
  • Employee fraud or willful and material misconduct concerning the employer.
  • A willful and material breach of the employment contract.

In summary, an employment lawyer can help ensure that the high-ranking employee is protected both during and after employment.

Philadelphia Employment Lawyers at Sidkoff, Pincus & Green P.C. Help Executives Negotiate Favorable Employment Contracts

Any employee offered an employment contract should reach out to one of our Philadelphia employment lawyers at Sidkoff, Pincus & Green P.C. We have helped many executives get substantial compensation and benefits packages. For an initial consultation, contact us online or call us at 215-574-0600. Located in Philadelphia, we serve clients throughout Pennsylvania and New Jersey.

What Should I Do if My Company Gets Sued?

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Philadelphia Business Lawyers at Sidkoff, Pincus & Green P.C. Can Help if Your Business Is Being Sued.

Businesses of all sizes and types are vulnerable to lawsuits. If the lawsuit progresses to a courtroom, there may be devastating effects on the company. It may hamper a business’s finances and funding, ability to operate normally, and even its reputation among customers and business partners.

Many smaller businesses do not have the luxury of in-house legal counsel. They may be taken by complete surprise when an employee, client, vendor, insurer, financial partner, or another party files a lawsuit against them. Common causes of business litigation include:

Act Quickly

Review the case with a trusted and experienced business lawyer. They can advise you on how they can help you respond. They may even find incorrect information from the start and move to dismiss the lawsuit. If information is correct, they will quickly put a preservation order in place to preserve relevant data, including documents and electronic materials.

As a business owner, you should never communicate directly with the person or entity that has filed the lawsuit to try and resolve the issue. Any words or actions can be held against you in litigation; always let a business lawyer speak on your behalf.

Inform Your Insurer of the Complaint

Most businesses have several different types of insurance policies to cover a variety of situations. They should immediately contact the appropriate insurer. Insurance will often cover costs, and the insurance company may also use its own counsel defense. Even so, the business should also keep its own counsel informed of proceedings.

Have Legal Counsel

A lawsuit usually comes with a requirement to submit a written response within 30 days or another timeframe. That is another reason to quickly hire legal counsel. The written response needs to come from a lawyer and must include:

  • Admittance or denial of each allegation.
  • Defense and counter/cross-claims against the plaintiff or other defendants.
  • Whether you want a jury trial or alternative resolution.

Before submitting the response, your lawyer will discuss with you options for resolution, insurance coverage, potential counterclaims, such as holding another party responsible, dismissals of all or part of a complaint, and other issues.

Tips for During and After the Case

As you and your legal counsel work toward negotiation or litigation, follow these tips to help ensure a successful process:

  • Be quiet: Do not discuss the case with anyone but legal counsel and those in the company who need to know.
  • Be honest: Do not hide any information or cover anything up. Your lawyer should never be surprised by new information.
  • Be prompt and diligent: Your lawyer will ask for a lot of information, and you must respond quickly to avoid delays.
  • Stay focused on your business: A lawsuit may be stressful, but it does not mean you are guilty of something. Let the appropriate parties decide that while you focus on running a good and ethical business.
  • Learn: If a lawsuit comes up, then review your employment-related practices, policies, handbooks, and management training. You should make changes where necessary.

Philadelphia Business Lawyers at Sidkoff, Pincus & Green P.C. Can Help if Your Business Is Being Sued

Our Philadelphia business lawyers at Sidkoff, Pincus & Green P.C. have the skill and knowledge to defend your business if you are being sued. We provide counsel on business conflicts and disputes involving employment, partnerships, contracts, and other related issues. For an initial consultation, contact us online or call us at 215-574-0600. Located in Philadelphia, we serve clients throughout Pennsylvania and New Jersey.

How Should I Handle Business Disputes?

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Philadelphia Business Lawyers at Sidkoff, Pincus & Green P.C. Can Help You Resolve Business Disputes.

Business disputes will likely happen at some point, especially when there are high-value transactions involved. The more money that your business takes in, the more likely there will be internal or external disputes.

Business disputes should not cause duress unless they truly threaten your business and livelihood. There are many ways in which to handle the variety of business disputes that might arise. Most can resolve disputes outside of a courtroom. However, if business litigation is inevitable, an experienced lawyer will help you get the best possible outcome.

Additionally, many business disputes could be settled with the help of experienced third parties. A mediator could help two or more sides in a dispute to reach an amicable agreement that resolves the matter. An arbitrator could hear both sides of a business dispute and then render a decision by which both sides must abide.

Disputes with workers might have to go through the respective state agencies. They also might go through state or federal commissions tasked with handling such disputes. For example, if a worker files a discrimination claim, the federal Equal Employment Opportunity Commission (EEOC) would have to investigate before any kind of lawsuit might be filed against your business.

What Are Some Common Business Disputes?

Business disputes could be internal, external, or a combination of the two. The dispute might be with a business partner and one or more workers. It might be due to a contractual disagreement with another party. No matter the cause, the result usually means a negative impact on your business endeavors.

The four most commonly occurring business disputes include:

  • Partnership disagreements.
  • Disputes between two or more businesses.
  • Financial or contractual breaches.
  • Employment disagreements.

Partnership disagreements usually are the most common of all business disputes. Disagreements regarding business direction, finances, leadership changes, and hiring issues are common sources of partnership disputes. A breach of contract also might trigger an internal dispute among business partners.

Outside of the business, breaches of contract also commonly trigger legal disputes with other business entities. The breach might involve finances, products, or the improper delivery of services. Whatever the contractual obligation, external business disputes often arise.

Employment disputes often involve issues with pay or discrimination claims by one or more workers. Your business also might be on the receiving end of a discrimination complaint that may or may not have merit.

Philadelphia Business Lawyers at Sidkoff, Pincus & Green P.C. Can Help You Today

If you are in the midst of a business dispute, our Philadelphia business lawyers and Sidkoff, Pincus & Green P.C. can help you resolve the matter. Call us at 215-574-0600 or contact us online to schedule an initial consultation. Located in Philadelphia, we serve clients throughout Pennsylvania and New Jersey.

How Does a Non-Disclosure Agreement Work?

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Philadelphia Business Lawyers at Sidkoff, Pincus & Green P.C. Are Here to Help You With Any Concerns About NDAs.

A non-disclosure agreement (NDA) can be a useful tool for a business to protect sensitive information, such as trade secrets, internal company plans and data, and proprietary information and ideas. Having an NDA is important for your business and may even help prevent business litigation issues that may arise.

An NDA is often referred to as a confidentiality agreement, proprietary agreement, or a secrecy agreement. An NDA can be used to keep anything secret and can used in almost any industry or setting. Even governments use a version of NDAs to keep secrets from getting out.

An NDA might cover:

  • Client or customer lists.
  • System procedures or knowledge.
  • Software plans and coding.
  • Customer order history.
  • Marketing strategies and targets.
  • Schematics for new products.
  • Lawsuit settlements.

The main goal of an NDA is to describe the information that is considered sensitive and what will happen if it is leaked in violation of the contract. The holder of the confidential information named in the NDA may lawfully force the other person to pay monetary compensation for any damages incurred as a result of its unauthorized release of the information.

Quite often, an NDA is used where a company is attempting to entice new investors by showing the new people secret information. The potential new investors would be required to sign an NDA before they could see internal company financial data and trade secrets.

Is an NDA Legally Binding?

A properly drafted NDA will be legally binding. With that being said, sometimes, NDAs can be very complicated and have to be drafted and reviewed with a fine-tooth comb. There are times when an NDA may not be enforceable if it is overly broad. For example, if you forbid your employees from ever utilizing any information they acquire as a result of their employment, your NDA might be deemed void and unenforceable. The NDA has to be specific enough to address the main concerns of the parties but broad enough to cover any unforeseen information that the person might learn.

What Should Be Included in an NDA?

The following are the basic categories that need to be included in an NDA:

  • Party identification: It is important to be very specific as to whom the NDA applies to so that all parties know their place.
  • Definitions of confidential information: This is extremely important. You should describe specifically what information you want to capture within the NDA. You may want a detailed description or a list of numerous items that are classified as confidential.
  • Scope of the agreement: The scope of the agreement describes exactly who can learn of the protected information.
  • Any exclusions to the agreement: It is possible that you would want to designate other data as non-confidential in some cases. For example, an employee’s abilities and knowledge acquired while working for you may be excluded. Other possibilities include items or circumstances that are already known to the public.

Philadelphia Business Lawyers at Sidkoff, Pincus & Green P.C. Are Here to Help You With Any Concerns About NDAs

If your company needs a solid NDA, we are here to help. Our Philadelphia business lawyers at Sidkoff, Pincus & Green P.C. can help you with any concerns you might have with an NDA. Call us at 215-574-0600 or contact us online to schedule an initial consultation. Located in Philadelphia, we serve clients throughout Pennsylvania and New Jersey.

 

Former Employee Sues Behavioral Health Company

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Philadelphia Employment Lawyers at Sidkoff, Pincus & Green P.C. Protect Employees Who Have Been Wrongfully Terminated.

Allegations of Wrongful Termination Based on Her Age and Requests for Reasonable Accommodations

A Pennsylvania woman filed a lawsuit in the Western District of Pennsylvania against a behavioral health company alleging discrimination and unlawful termination. According to the complaint, the plaintiff, 61, worked as an outpatient treatment reporting screener for 21 years. She was diagnosed with anxiety and depression after her mother’s death, and requested reasonable medical accommodations at that time, including a two to three month medical leave. Upon her return on a part-time basis, she claims she became the target of harassment, receiving criticism for the quality and speed of her work and an increased workload.

The plaintiff submitted reasonable accommodation paperwork from her doctor requesting a lesser workload. Her request was denied without her employer providing any legitimate reason why. Shortly thereafter, she was given a written warning requiring her to perform an “unreasonable” amount of job duties for a part-time position, including a quota of 20 to 25 inquiries per day, returning all phone calls and covering for absent co-workers. She met with her supervisor and HR about the situation, and again requested accommodation to temporarily decrease her workload, but her request was again denied.

After the meeting with her supervisor and HR, the plaintiff received a follow-up email, stating she was now required to complete 20 to 25 complex inquiries or up to 60 less complex inquiries per day. She emailed both parties about the higher quota, but received no response, court documents state. The plaintiff informed her employer that her doctor had approved her to return to work full-time. However, before she was allowed to return to work full-time, she was terminated for allegedly failing to meet performance expectations. In addition to disability discrimination and retaliation, the plaintiff claims she was terminated because of her advanced age.

The lawsuit claims her employer violated the Americans with Disabilities Act, the Age Discrimination in Employment Act, the Family and Medical Leave Act and the Pennsylvania Human Relations Act. The plaintiff is seeking the defendant to promulgate and adhere to a policy prohibiting discrimination and retaliation against employees; provide back pay, reinstatement and benefits; punitive and/or liquidated damages; other equitable and legal relief as the Court deems appropriate; and attorney’s fees.

Philadelphia Employment Lawyers at Sidkoff, Pincus & Green P.C. Protect Employees Who Have Been Wrongfully Terminated

If you believe that you were wrongfully terminated from your job, the Philadelphia employment lawyers at Sidkoff, Pincus & Green P.C. can assist you with these matters. To schedule an initial consultation, call us at 215-574-0600 or contact us online. Located in Philadelphia, we serve clients throughout Pennsylvania and New Jersey.