Answers Before You Even Call.

If you believe you were terminated due to discrimination, retaliation, or another unlawful reason, you may have grounds for a wrongful termination claim. Every situation is unique, so the best way to know for sure is to schedule a free consultation.

Deadlines vary depending on the type of claim. In Pennsylvania, some workplace claims must be filed within as little as 30 days, so it’s important to act quickly.

We offer free initial consultations. Depending on your case, we may work on a contingency fee basis, meaning you don’t pay unless we recover compensation for you.

The first call usually runs about an hour. We walk through your facts, identify potential claims, and give you a realistic assessment of what’s possible, including, sometimes, that you don’t have a case. We’d rather tell you that on a free call than charge you to find out the same thing.

If you decide to move forward, we’ll explain fee structure and next steps. If you decide not to, you owe nothing.

Workplace retaliation occurs when an employer punishes an employee for engaging in protected activity. That may include reporting discrimination, opposing harassment, requesting medical leave, seeking accommodations, filing a workers’ compensation claim, complaining about unpaid wages, or reporting unlawful workplace conduct.

You may have a case if your complaint involved legally protected activity and your employer fired, disciplined, demoted, or otherwise punished you afterward. Timing matters, but so does the full record: what you reported, who knew about it, what changed, and how the employer explains its decision.

Protected activities are actions the law shields from employer retaliation. Common examples include reporting discrimination or harassment, participating in an investigation, requesting a reasonable accommodation, taking protected medical leave, complaining about wage violations, or refusing to participate in illegal conduct.

No. Employers cannot lawfully punish employees for certain reports of illegal, unsafe, fraudulent, or improper conduct. Whistleblowing claims are fact-specific, so it is important to review what was reported, who received the report, and what happened afterward.

Helpful evidence may include emails, text messages, complaints, write-ups, performance reviews, schedules, policies, witness names, and termination paperwork. These cases often depend on building a clear timeline that connects the protected activity to the employer’s response.

Yes. A severance agreement is not just a payment offer. It may require you to release legal claims, accept confidentiality obligations, limit what you can say, restrict future employment, or waive rights you may not realize you have.

Most severance agreements require employees to release claims against the employer. That may include claims for discrimination, retaliation, harassment, unpaid wages, medical leave violations, wrongful termination, or other workplace claims. You should understand what you are waiving before you sign.

Sometimes. Depending on the facts, the severance amount, payment timing, benefits, reference language, confidentiality terms, non-disparagement language, and restrictive covenants may be negotiable. The employer had its legal team review the agreement. You are entitled to understand your leverage before responding.

As soon as possible. Severance agreements usually include strict deadlines, and some deadlines may affect whether you can revoke, negotiate, or accept the offer. Waiting too long can limit your options.

Steenland Law reviews severance agreements on a flat-fee basis, so you know the cost before we begin — no hourly surprises. Kyle reviews the agreement, explains the legal terms, identifies issues for negotiation, and helps you make an informed decision before you sign.

A hostile work environment may exist when workplace conduct becomes severe or repeated enough to make your job intimidating, offensive, or impossible to endure. The conduct must usually be tied to a protected characteristic, such as sex, gender, race, disability, religion, age, or another protected category.

Contact Steenland Law as soon as possible. We can help you understand how to document what happened, preserve messages or emails, identify witnesses, and evaluate whether reporting internally is the right next step.

No. Retaliation for reporting sexual harassment, hostile treatment, discrimination, or other unlawful workplace conduct is illegal. If your employer fires you, disciplines you, cuts your hours, isolates you, or treats you worse after a complaint, you may have a separate retaliation claim.

Helpful evidence may include text messages, emails, photographs, witness names, complaints to management, performance reviews, schedules, discipline records, and notes showing when each incident occurred. These cases often turn on the timeline, the employer’s knowledge, and whether the company took the complaint seriously.

Yes. Unemployment Compensation hearing representation is one of our core services. We work on a flat-fee basis for UC matters so you know exactly what the cost will be before we begin. Reach out for a free consultation and we’ll walk you through what to expect.

It depends. A lawyer can ensure you advance the right legal arguments, object to improper evidence, and ensure you’re prepared before and during the hearing. Our team will talk to you about the costs and benefits of retaining an attorney and whether it makes sense for your case.

You may have a case if your employer failed to pay all wages you earned, including overtime, commissions, bonuses, tips, final pay, or other promised compensation. The best first step is a free consultation so we can review your pay records, schedule, job duties, and the facts.

Many employees are entitled to overtime when they work more than 40 hours in a workweek. Being paid a salary does not automatically mean you are exempt from overtime. If you are paid hourly, work overtime hours, and receive a separate bonus, you may be entitled to overtime wages. Ultimately, your actual job duties, pay structure, and hours worked matter.

No. Employers must pay employees for work they know about or require, including work before a shift, after a shift, during unpaid breaks, or from home. If you worked the time, your employer should not be allowed to pretend it did not happen.

Misclassification is a common form of wage theft. Employers may call someone an independent contractor, salaried employee, or manager even when the law still requires minimum wage or overtime pay. The label matters less than the actual working relationship and job duties.

Helpful evidence may include paystubs, schedules, time records, text messages, emails, job descriptions, commission agreements, calendars, screenshots, and notes showing the hours you worked. Even if the employer controls the records, your own timeline and documents can help prove what you are owed.

Not every unfair workplace decision is unlawful. But if you were treated differently because of your race, gender, age, disability, pregnancy, religion, national origin, sexual orientation, or another protected characteristic, you may have a discrimination claim. A free consultation can help identify whether the facts support legal action.

Important evidence may include emails, text messages, write-ups, performance reviews, witness names, schedules, pay records, and examples of coworkers being treated more favorably. The timing of events can also matter, especially when discipline or termination happens shortly after a protected disclosure or complaint.

Generally, no. Disability discrimination and failure to provide reasonable accommodations are unlawful. If your employer changed your duties, forced you onto leave, or disciplined you after learning of a medical condition, you may have a claim worth evaluating.

Document what happened, including dates, names, witnesses, and what was said or done. Save relevant emails, text messages, policies, schedules, and discipline records. Then contact Steenland Law so we can review the facts confidentially and explain your legal options.

Deadlines vary depending on the claim and where it must be filed. In Pennsylvania, some discrimination claims may require action within as little as 180 days. Because these deadlines can be short, it is important to speak with an employment lawyer as soon as possible.

If you believe you were terminated due to discrimination, retaliation, or another unlawful reason, you may have a case. The best first step is a free consultation so we can review the facts.

We offer free initial consultations. Depending on your case, we may work on a contingency basis, meaning you pay nothing unless we recover for you.

Contact Steenland Law first to identify your options. We’ll review how you can document every incident in detail, including dates, times, and witnesses.

Retaliation for reporting discrimination, harassment, or illegal activity is unlawful. If you were punished for speaking up, you may have a claim.

Deadlines vary depending on the type of claim. In Pennsylvania, some workplace claims must be filed within strict windows, as little as 30 days, so it’s important to act quickly.