Category: Business Law

How Can Employers Help Employees Embrace Company Culture Changes?

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A distinct company culture is very important to the success of a business. Company cultures may change periodically to reflect new technologies and policies. Although necessary, this can be difficult for certain employees to embrace and accept, especially if they have been at the company for a long time.

Workplace culture is a broad term that encompasses a company’s physical environment to the mental and psychological space that company executives have created for their employees. It is the personality of a company that employees and clients embrace when walking into the office. Firm culture is important for a company to establish when expanding. A positive workplace culture will ultimately lead to a higher success rate for the company.

How to Handle Changes in Workplace Culture

Finding the perfect firm cultural balance may take time and is something that will continuously need improvement. Creating a workplace that can quickly and efficiently adapt to changes is important in making employees feel comfortable. The first step a company can take before, during, and after workplace change is to assess their current environment and develop a way to produce a more positive culture. To do this, company executives should put more priority on the hiring process to help weed out toxicity and hire positive people. Companies can also develop committees and programs to help maintain a positive work culture and help those who need it while transitioning to new workplace systems. The following are ways to help produce and maintain a positive work environment:

  • Firmwide meetings: Include every employee in a monthly meeting where all team members can ask questions and address their concerns. Seek feedback and employee engagement whenever possible to show employees that they are valued, and their opinions are important.
  • Anonymous complaints: Create a place where employees can address their problems anonymously if they do not feel comfortable speaking to their supervisors face-to-face.
  • Lead by example: Introducing new technologies or protocols to a workplace may be confusing and intimidating to employees. Executives should lead by example and show employees that change is good and necessary for the success of the company.
  • Diversity and inclusion committee: Create a committee that focuses on making a more equitable work environment.
  • Maintain a sense of community: Managers should ensure that their employees feel welcomed and part of a team. They should remind employees that they are a main component to the success of the company and are a valued team member.
  • Appropriate training: Managers should train their employees properly to prepare them for how their work culture is run and maintained. Training should also cover how change is enacted and handled to better prepare new employees for workplace adjustments.
  • Create change from an employee’s perspective: It may be easy for a manager to produce changes that they feel are good for the work environment, but it is more productive to approach change from an employee’s point-of-view and listen to what they have to say.

What to Do If an Employee is Unhappy with the Firm Culture

Not every employee reacts to company change in the same way. If an employee is upset or requires a slower transitional period, discuss with them their concerns. Changing and adapting to new company culture protocol can take time but is necessary when getting employees to embrace a business. Companies should create a workplace culture where employees feel comfortable and valued at work. Establishing a culture where change is embraced and accepted is also important to the success of a company, as well as to the success of individual workers.

Philadelphia Business Lawyers at Sidkoff, Pincus & Green P.C. Make Company Changes Easier to Understand

The Philadelphia business and employment lawyers at Sidkoff, Pincus & Green P.C. range in experience with business and employment matters to help produce the best outcome for our clients. Call us today at 215-574-0600 or contact us online for help with your legal matter. Located in Philadelphia, we serve clients throughout Pennsylvania and New Jersey.

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Are Business Losses Due to COVID-19 Covered Under Business Interruption Insurance?

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Many businesses have been forced to close during the pandemic. Restaurants, bars, gyms, and summer camps are just some of the businesses that have recently been seeking insurance coverage for their pandemic-related business interruptions. However, as coverage is typically dependent upon direct physical damage, most of these claims have been thrown out of court. Despite consistent rulings in favor of insurance companies, businesses continue to file claims for interruption and canceled events due to COVID-19.

What is Business Interruption Insurance?

Business interruption insurance replaces lost income that a business suffers after a covered loss. It is typically purchased by companies with a physical location that serves customers and is added on to their property insurance policy. If the business should lose income due to a fire or natural disaster, business interruption insurance can replace any income or business losses. Business interruption insurance does not cover flood or earthquake damage, utilities, broken items, or any undocumented income. Rather, this type of insurance only helps businesses cover operating expenses, such as:

  • Revenue
  • Mortgage, rent, or lease payments
  • Loan payments
  • Taxes
  • Payroll
  • Relocation costs

Although insurance policies differ regarding terms, most include some type of language stating that there must be direct physical damage in order for business interruption claims to be paid out. Therefore, if a hurricane blew away a roof or a fire burned down inventory, business interruption insurance would provide coverage. However, what if there was no physical damage, as is the case with many businesses affected by COVID-19? Business owners seeking legal relief are discovering that when it comes to lost income due to the pandemic, they may be left to their own devices.

What About Pandemic-Related Losses?

A professor at the University of Pennsylvania notes that currently, there are approximately 700 coverage lawsuits brought by businesses seeking coverage for pandemic-related business interruptions. This exceeds the normal number of claims for natural catastrophes by two or three times and is more than the number of case filings for hurricanes Sandy, Irma, and Harvey put together.

So far, this widespread need is not being met; courts in California, Michigan, and the District of Columbia have sided with insurers, leaving businesses without coverage for their losses. This is because most policies require direct physical loss or damage to property for coverage to apply. COVID-19 causes no tangible property damage and therefore does not form the basis of a valid claim.

Insurance companies claim they do not have enough funds to cover all pandemic-related claims and that their policies were not meant to cover losses outside of direct physical damage. However, it remains to be seen whether they will be compelled to do so as policyholders continue to file business interruption claims, attempting to convince the courts to construe ambiguous language in their favor.

Philadelphia Business Litigation Lawyers at Sidkoff, Pincus & Green P.C. Help Business Owners Recover Pandemic-Related Losses

If your business suffered losses due to the pandemic, contact a Philadelphia business litigation lawyer at Sidkoff, Pincus & Green P.C. Our knowledgeable and dedicated attorneys pride themselves on staying abreast of all developments in business law and will fight to obtain the benefits to which you are entitled. Contact us online or call us at 215-574-0600 for an initial consultation. Located in Philadelphia, we serve clients throughout Pennsylvania and New Jersey.

Small Business Fraud Discovered During Pandemic

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Due to the Coronavirus pandemic and to address the financial fallout experienced by many small business owners, the federal government instituted the Paycheck Protection Program. This program is part of the Coronavirus Aid, Relief, and Economic Security (CARES) Act that was initiated in March to prevent further unemployment and ease the financial burden faced by many small business owners throughout the nation.

The program sought to prevent unemployment by allowing applicants’ loans to be forgiven if they were used to cover payroll and other specified expenses related to the pandemic. The program meant to support small businesses was exploited by several people who lied about having legitimate businesses and instead used the money for luxury items. Several of the loans were disbursed to large, publicly traded companies and financial firms instead of small businesses that truly needed it.

Program Offerings

The program allowed small businesses to borrow up to 2.5 times their monthly average payroll costs. The loan could be forgiven in full if the small business owner retained employees for at least eight weeks after the loan was procured. Small business owners could also put a portion of the loan toward rent, utilities, and other specified expenses. The program’s loan administration was outsourced to the Small Business Administration (SBA) and a network of banks nationwide. Due to the high demand for loans, the SBA and banks involved were overwhelmed with having to administer 10 times the volume of loans they were used to.

Issues Discovered in the Program

Lack of a definition of what constituted a small business in order to be eligible for the program led to many large businesses partaking in the loans, even if they were able to withstand the financial stress of the pandemic. This limited the funds available to small business owners who truly needed them.

Banks were also uncertain about how the loans should be distributed and how they would be forgiven. Because the program offered immediate loan processing, many banks could not look over paperwork and lacked the necessary documentation and materials to process the loans at the scale and demand presented. Many banks were inexperienced in administering the loans at the scale required. They had to process loans rapidly for which they were not prepared.

Criminal and Fraud Charges Waged by the Justice Department

The Justice Department has charged at least 57 people for stealing from the program. The total amount stolen is more than $175 million. These individuals and groups sought loans ranging from $30,000 to $24 million. Those accused have lied about their businesses or fraudulently claimed to use the money for purposes other than those specified by the program. Some of those who procured the loans involved criminal rings.

The Justice Department is investigating these crimes with the help of the SBA, the Treasury Department, the Internal Revenue Service (IRS), and the United States Postal Service (USPS). They recovered and froze more than $30 million from those who violated the program or acted fraudulently.

Philadelphia Business Lawyers at Sidkoff, Pincus & Green P.C. Advocate for Business Owners Affected by the Pandemic

If your business is being accused of not using SBA loan funds appropriately, contact the Philadelphia business lawyers at Sidkoff, Pincus & Green P.C. We specialize in compliance matters and can help you navigate federal and state regulations and policies affecting business owners. For more information, contact us online or call us at 215-574-0600 for an initial consultation. Located in Philadelphia, we serve clients throughout Pennsylvania and New Jersey.

Common Types of Business Lawsuits

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According to the Small Business Administration (“SBA”), up to one-half of all businesses are likely to be sued in any given year and practically all businesses are the subject of a lawsuit at some point during their existence. Lawsuits can be very costly on several levels, especially to small business owners. Litigation can cause both emotional and financial hardship. It may also force a business to change the way it operates. Business owners can save time and money, and potentially avoid lawsuits, by becoming familiar with the types of business lawsuits and reaching out to a qualified attorney if they become the target of litigation. The SBA groups business lawsuits into the following categories:

  • Employee
  • Customer
  • Business-specific

Some lawsuits do not fit neatly into these categories, such as personal injury claims arising from auto accidents. When an employee gets into an accident while driving a company vehicle, a commercial auto insurance policy will likely cover the costs.

Lawsuits Filed by Employees

Lawsuits filed by employees can be expensive and oftentimes command attention from the press. In one 15-year period alone, Merrill Lynch paid nearly half a billion dollars to settle sexual harassment and racial discrimination claims. Lawsuits filed by employees may include the following:

  • Claims of discrimination due to age, race, sex, religion, gender identity, or disability
  • Harassment claims, including bullying and sexual harassment
  • Whistleblower claims
  • Wrongful termination
  • Breach of contract
  • Minimum wage complaints, denial of overtime pay, or other complaints involving misclassification

Many employee lawsuits can be avoided by hiring a qualified employment lawyer to assist in drafting policies and employee handbooks, as well as reviewing employee contracts. Employers can also take steps to create a company culture that does not enable sexual harassment in the workplace.

Lawsuits Filed by Customers

Lawsuits filed by customers tend to fall into three categories: premises liability, discrimination, and customer satisfaction. Premises liability lawsuits include slip-and-fall accidents, such as when a customer in a grocery store slips on a wet floor and sustains an injury. Premises liability lawsuits may also involve situations in which the business failed to provide adequate lighting, security cameras, or locks, which resulted in an injury sustained by a customer or other third party. If a business refuses to provide service to a customer because of their sexual orientation, race, religion, gender, or disability, that business may be the target of a discrimination lawsuit.

Customer satisfaction lawsuits typically focus on consumer rights. Customers may allege that they did not get what they paid for, or that the business violated the Fair Credit Reporting Act (“FCRA”) or other consumer-related regulation. In general, a small business may be able to avoid customer satisfaction litigation by reimbursing the customer for the product in question or providing additional services at no charge. In most cases, it costs business owners less to satisfy the customer rather than proceed with litigation, even if they know they customer may be wrong.

Lawsuits Involving Other Businesses

Suppliers, vendors, and competing businesses may file lawsuits involving breach of contract or intellectual property rights. Breach of contract essentially means that the business failed to adhere to the terms of the contact they signed. According to the SBA, approximately one-third of all litigation involving small businesses concerns breach of contract. Breach of contract may take many forms, which include the following:

  • Delivering damaged goods
  • Failing to pay for goods
  • Failing to deliver goods
  • Revealing trade secrets

Issues involving intellectual property rights may also arise with competing businesses. Another firm may claim that their company’s logo, image, or slogan was copied. Within the high-tech industry, lawsuits involving trade secrets are not uncommon.

Cost of Business Lawsuits

According to the SBA, legal costs for small businesses typically range around $10,000 but can easily exceed $150,000. Large companies may pay higher fees. However, the real cost to small businesses is the emotional hardship and upheaval caused to their future operations. Seeking the advice of skilled legal counsel can help businesses avoid these catastrophes.

Philadelphia Employment Lawyers at Sidkoff, Pincus & Green P.C. Help Business Owners Facing Litigation

If you are a business owner facing a lawsuit, the Philadelphia employment lawyers at Sidkoff, Pincus & Green P.C. are always available to advise your business regarding the best course of action when you face legal challenges. We can help you stay focused on running your business while we handle your legal matters. Whether you have a pressing legal challenge now or are looking for skilled counsel to avoid lawsuits in the future, please reach out to our staff by calling 215-574-0600 or contact us online. Located in Philadelphia, we serve clients throughout Pennsylvania and New Jersey.

Why Should I Avoid Copying Another Business’s Contract Language?  

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Every business should have a contract, often called Terms of Use or Privacy Policy, that is specific to their company, and includes detailed information about the parties involved, the goods or services that are being exchanged, and the details of the agreement. Start-up companies or entrepreneurs who are building a business may be tempted to use language from another company’s contract to avoid paying a lawyer to draft a new contract. Tempting as this may be, there are a number of reasons why this is highly discouraged. The cost of hiring a lawyer to generate a business contract will save you money in the long run and protect your company from lawsuits or regulatory investigations.

Reasons Why Copying a Contract is Discouraged

  • Bad Publicity: Negative media attention can be very damaging to a small company. Depending on how small the company is, it may not survive the bad publicity. A company can run into trouble if the contract they copied was drafted to comply with laws from another jurisdiction. In addition, it could be out of date or include protections for goods or services that are different from those provided by your company. This could leave the company vulnerable to lawsuits.
  • It could scare off investors: Potential investors may walk away if they find out that your company is involved in a lawsuit or is being investigated by state or federal regulators.
  • A strong contract distinguishes you from the competition: The terms and conditions of a contract should reflect the company’s mission and values. It does not need to contain complicated legal jargon. In fact, the best contracts are easy to read and understand, legally accurate, and on brand.
  • Copying a contract is illegal. Copying another company’s contract without their permission is a violation of copyright law. It also sets an example within the company that it is acceptable to break the rules.
  • The company’s entire user agreement could be invalidated. If it is discovered that a company copied another company’s legal contract, it could invalidate the contract and leave the company vulnerable to steep fines, class action lawsuits, and put the future of the organization at risk.

There are contract templates available online. However, they are often written by individuals who do not have a legal degree and are unqualified to write a business contract. Therefore, it is highly discouraged to go this route. Invest the time and money in hiring a business lawyer to draft a legal contract for your company.

Philadelphia Business Lawyers at Sidkoff, Pincus & Green P.C. Assist Clients with Business Contracts

If you are starting up a new company, or you require assistance with important legal documents for your existing company, do not hesitate to contact the Philadelphia business lawyers at Sidkoff, Pincus & Green P.C. We have extensive experience in drafting business contracts that are concise, legally accurate, and reflect your company’s brand and mission. To schedule a confidential consultation, call us today at 215-574-0600 or contact us online. Located in Philadelphia, we serve clients throughout Pennsylvania and New Jersey.

Terminating a wedding contract in Pennsylvania due to COVID-19 & Coronavirus

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Many couples and venues are having to postpone or even cancel wedding plans because of the effects of the novel Coronavirus on travel, events, and socialization. The starting point for determining your rights would be to look to the contract’s language, which may contain a force majeure or “act of god” clause. Such a clause may explicitly excuse the performance of a wedding venue or vendor, or excuse the bride and groom from the payment terms of the contract. The precise language of the force majeure clause is most important, as it may be read to unambiguously include or exclude events such as COVID-19.  Moreover, there have been legislative efforts to enact laws that would mandate the application of any force majeure clause to apply to the pandemic. To date, state and local governments in Pennsylvania have not enacted such laws.

If the wedding-related contract in question does not include a force majeure clause, or if the clause uses vague language that may not ultimately cover the COVID-19 pandemic, Pennsylvania recognizes two common law doctrines that may be of use: frustration and impossibility.

The doctrine of impossibility applies in the event that a party’s performance was made impracticable through no fault of his own by an unforeseeable event, the non-occurrence of which was a basic assumption of both parties at the time of agreement. Performance will be excused, unless language or circumstances point otherwise. Pennsylvania’s definition of “impossibility” requires strict impracticability. As such, mere unanticipated difficulty is not likely to excuse performance.

Pennsylvania’s frustration of purpose doctrine protects excuses performance even if it is still possible so long as the event substantially frustrates a party’s principal purpose. Additional requirements are the assumption by both parties that the event would not occur and no fault on behalf of the party asserting the application. The ultimate question for frustration is whether the unforeseeable event significantly altered the circumstances of the agreement such that performance would no longer fulfil any aspect of its original purpose.

If you have concerns about how the COVID-19 will impact a wedding contract, the 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.

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Applying Pennsylvania Law to Contracts without Force Majeure clauses during COVID-19

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There are many questions being raised about whether parties are required to perform under contracts during the COVID-19 health crisis. In some cases, government shutdowns have made performance impossible, and in other cases, health concerns have made performance unwise and impractical.  A force majeure clause is a provision in an agreement that excuses a party from performance if an unforeseeable event arises. This type of clause is also commonly referred to as an “act of god” provision and it is a common starting point for a legal analysis of whether performance will be required due to concerns over COVID-19.  However, what happens if your contract does not contain a force majeure clause?

If your contract is governed by Pennsylvania law, then the courts will likely look to common law, including the doctrine of impossibility and the frustration of purpose doctrine. The doctrine of impossibility applies in the event that a party’s performance was made impracticable through no fault of his own by an unforeseeable event, the non-occurrence of which was a basic assumption of both parties at the time of agreement. Performance will be excused, unless language or circumstances point otherwise. Pennsylvania’s definition of “impossibility” requires strict impracticability. As such, mere unanticipated difficulty is not likely to excuse performance.  Pennsylvania’s frustration of purpose doctrine excuses performance even if it is still possible so long as the event substantially frustrates a party’s principal purpose. Additional requirements are the assumption by both parties that the event would not occur and no fault on behalf of the party asserting the application. The ultimate question for frustration is whether the unforeseeable event significantly altered the circumstances of the agreement such that performance would no longer fulfil any aspect of its original purpose.

If you have concerns about how COVID-19 will impact a contract with or without a force majeure clause, the lawyers at Sidkoff, Pincus & Green P.C. can assist you with these matters. To schedule an initial consultation, call our team at 215-574-0600 or contact us online. Located in Philadelphia, we serve clients throughout Pennsylvania and New Jersey.

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Applying Pennsylvania Law to Contracts with Force Majeure clauses during COVID-19  

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The COVID-19 health crisis has led to government mandated shutdowns of non-essential businesses in Pennsylvania for an extended period of time. Further, due to ongoing health concerns, many questions remain about whether parties will be interested in performing under contracts even after stay-at-home and shut-down orders are lifted.  For example, if you have a large event scheduled in August, will you want to hold it even if the Commonwealth permits large gatherings?  If you have these types of questions, and have entered into a written agreement, it is important to determine whether there is a force majeure clause, and to examine it closely.

A force majeure clause is a contract provision that excuses a party from performance if an unforeseeable event arises during the terms of the contract. Commonly, this type of clause is referred to as an “act of god” provision. When drafting force majeure clauses, parties control the contours of the agreement and those contours will dictate the application, effect and scope of the clause. However, generally speaking, the non-performance must have been caused by an unforeseeable event at the time the contract was entered into. In addition, the event must not have been due to any fault or negligence by the parting asserting the application of the clause.

For courts applying Pennsylvania law, they will likely also look to see whether performance has been made impossible, not simply impractical. In Sunseri v. Garcia & Maggini Co., the Pennsylvania Supreme Court struck down a force majeure clause. The party asserting excusal under the clause did not fulfill its obligations under a contract due to crop failure. Although the contract included crop failure in the force majeure clause, the Court held that application of the clause was not valid due to a partial crop failure, which rendered performance still possible.

COVID-19 is an unprecedented occurrence that many courts have yet to address, particularly as it applies to the enforcement of contracts. The courts in Pennsylvania may apply “act of god” provisions to this pandemic, but that is uncertain and could depend on the contract language.  This could vary on a case-to-case basis, considering the type of contract and material terms of the contract, such as scope in time. If the contract contains broad “act of god” language, then a court is probably more likely to apply the clause versus more specific language defined by the parties themselves. Moreover, there have been legislative efforts to enact laws that would mandate the application of any force majeure clause to apply to the pandemic. To date, state and local governments in Pennsylvania have not enacted such laws.

If you have concerns about how the COVID-19 will impact a contract with or without a force majeure clause, the Philadelphia 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.

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Amazon Can Now Be Held Liable for Damaged Third-Party Products

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In addition to the products that Amazon sells itself, the online retail giant also allows third-party vendors to sell products through its website. There are times, however, when the products are damaged or defective. Depending on the product and the nature of the defect, this can cause injuries to the consumer. Until recently, Amazon could not be sued by consumers if a third-party product was defective because the law stated that Amazon was not considered a seller. However, a federal district judge recently ruled that Amazon can now be held liable for selling defective third-party products.

One example of a defective third-party product involved a consumer from Pennsylvania who ordered a dog collar from an Amazon Marketplace seller. The collar broke while she was walking her dog, causing the leash to snap and recoil. It hit her in the eye, causing permanent blindness. A district court in Pennsylvania ruled in favor or Amazon, saying that the retailer was protected by Section 230 of the Communications Decency Act, which protects platforms from the actions of people using those platforms. After she appealed the ruling, the Third Circuit Court of Appeals in Philadelphia ruled in her favor.

In the Court’s ruling, the judge stated that Amazon could be held liable for being part of the sales chain. In addition, the Court stated that Amazon is protected for speech, but not for the sale of goods in the real world. According to the Circuit Judge, Amazon may be liable because its business model allows third-party vendors to essentially be hidden from the consumer. If a consumer is injured by a defective third-party product, this makes it difficult for the consumer to hold the vendor liable for the injuries.

Third-Party Products Make Up Significant Percentage of Amazon Business

Roughly half of the products sold on Amazon are third-party products. In the third quarter of 2019, Amazon’s profits from third-party products totaled approximately $11 billion. The defective collar sold on Amazon by the vendor, Furry Gang, is just one example of a damaged third-party product that caused injuries to the consumer. Another defective third-party product that got a lot of attention in 2015 involved the Chinese hoverboards. Problems with the battery caused them to catch on fire, resulting in hundreds of fires and burn-related injuries. State Farm is seeking to hold Amazon liable for the $600,000 in damages associated with a house fire that occurred when the hoverboard caught on fire.

Philadelphia Business Lawyers at Sidkoff, Pincus & Green P.C. Handle Third-Party Liability Issues

The Philadelphia business lawyers at Sidkoff, Pincus & Green P.C. handle a wide range of legal matters, including cases involving third-party liability issues. Our skilled legal team has a proven track record of reaching successful outcomes for our clients. To schedule a confidential consultation, call us today at 215-574-0600 or contact us online. Located in Philadelphia, we serve clients throughout Pennsylvania and New Jersey.

Understanding Employment Law Helps Businesses Avoid Future Lawsuits  

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When employers appreciate and respect their employees by offering competitive salaries and benefits packages, opportunities for promotions, and paid time off, their employees are generally more productive and loyal to the company. However, if an employee has been discriminated against or accuses the company of legal wrongdoing, an employer could face serious legal issues if they do not know how to protect themselves from lawsuits and discrimination claims. An experienced employment lawyer can answer all your questions and prepare the legal documents necessary to protect your company from future lawsuits.

One of the most important steps companies should take to avoid serious employment law disputes is to draft a comprehensive, detailed contract that takes as many possibilities into consideration as possible. This is true regardless of how big or small your company is. There is a tendency for entrepreneurs and small business owners to assume that employment law only applies to larger corporations. They do not always consider the fact that small business owners can get into hot water if they make bad hiring and firing decisions or treat their employees poorly.

Importance of Paid Time Off

Employers do not always recognize the value of giving employees paid leave. While some may think it is an unproductive expense, it pays off in the long run by encouraging employees to prioritize their health and wellbeing. Ultimately, this builds job satisfaction and productivity. In addition, if an employer expects employees to work long hours during a particularly busy time, they may be less likely to complain, or accuse the company of unfair treatment if they can take advantage of paid days off.

Employers should also make it a habit of documenting everything that happens in the workplace. For example, if an employee is injured, fill out a detailed accident report that includes information about how the accident occurred and how the company will handle it. Depending on the company size, employers may want to consider hiring a dedicated specialist that can help manage a company’s records.

Hiring an employment lawyer is a significant expense, but one that can save thousands of dollars. An employment lawyer should protect the company and have a thorough understanding of contracts and policies. However, they should not attempt to confuse an employee who accused the company of wrongdoing, simply to try and outwit them. Companies cannot depend on their legal team to bend the rules on their behalf.

Philadelphia Employment Lawyers at Sidkoff, Pincus & Green P.C. Provide Skilled Legal Counsel for Employers

The Philadelphia employment lawyers at Sidkoff, Pincus & Green P.C. are highly skilled in all areas of law that impact the employer-employee relationship, including discrimination, harassment, and wrongful termination. Our experienced legal team will work closely with you to create a litigation strategy that addresses your specific concerns. To schedule a confidential consultation, call us today at 215-574-0600 or contact us online. Located in Philadelphia, we serve clients throughout New Jersey and Pennsylvania.