Full-Service Employment Law Firm For Employers & Employees
Employment issues can disrupt a business and a career alike. For employers, ever‑changing laws and agency rules create a minefield where a single misstep can trigger costly claims. For employees, wage theft, discrimination, harassment, and retaliation can threaten livelihoods and futures. At Hardin Thompson PC, our employment law attorneys deliver balanced, results‑oriented counsel on both sides, proactive employer defense and assertive employee representation, so disputes are prevented when possible and resolved efficiently when they arise.
Employer Defense: Protect Your Business
Facing an employee complaint, agency inquiry, or wage-and-hour threat in Pennsylvania? Hardin Thompson PC provides proactive employer defense that starts with rapid, privileged internal investigations and a strategic playbook designed to control the narrative from first notice through final resolution. We defend businesses before the EEOC, DOL, NLRB, OSHA, and ICE and in court on discrimination and harassment claims, wage-and-hour/class actions, retaliation and whistleblower matters, and disputes over trade secrets, noncompetes, executive agreements, and contracts—tailored to sectors like health care, technology, retail/hospitality, manufacturing/logistics, and staffing. Protect your company and stay focused on growth, visit our Employer Defense page to get ahead of risk and secure a stronger defense.
What We Do for Employers
- Prevent problems through compliance counseling, policies, training, and investigations (FLSA, EEOC/PHRC, ADA, ADEA, Title VII, FMLA, state and local laws).
- Respond fast to claims and agency charges (EEOC, DOL, NLRB, OSHA) with privileged internal investigations and strategic defense.
- Litigate efficiently when needed, including wage‑and‑hour/class actions, discrimination and harassment claims, retaliation/whistleblower matters, and restrictive covenant, trade secret, and executive contract disputes.
- Offer cost‑effective outside general counsel solutions for small and midsize businesses, including staffing firms and growth companies.
Employee Representation: Stand Up for Your Rights
Facing discrimination, harassment, unpaid wages, misclassification, or wrongful termination in Pennsylvania? Hardin Thompson PC represents employees across Pennsylvania, New York, Colorado, Michigan, New Jersey, and West Virginia—hourly and salaried workers, misclassified contractors, union and nonunion staff, managers, and executives in industries from health care and retail to tech and construction—bringing business‑focused, practical strategy and evidence‑based advocacy to claims under Title VII, ADA, ADEA, PDA, PHRA, FLSA, the Pennsylvania Minimum Wage Act, FMLA, and local leave laws, with a proven courtroom track record. If your rights have been violated, protect your career and livelihood, visit our Employee Defense page to see how we can help, or call 412-944-2166 to get started.
What We Do for Employees
- Advocate for workers facing discrimination, harassment, retaliation, wrongful termination, or leave violations.
- Pursue wage, overtime, tip, and misclassification claims under the FLSA and state law.
- Represent hourly and salaried employees, misclassified contractors, union and nonunion workers, managers, and executives across industries.
- Aim for fair compensation and accountability through negotiation, agency practice, and litigation.
Answering The Questions You Have About Employment Law
Our knowledgeable lawyers can supply the answers you need to all your most complicated questions about employment law. In the segment below, you will find a few answers to some of our clients’ most frequently asked questions.
What problems can FLSA violations cause?
It is crucial to comply with the FLSA. If you do not, you face the risk of civil lawsuits from your workers. You could also face disciplinary proceedings, civil fines of up to $10,000 and even jail time. Employers have strict liability for FLSA violations, which means that you cannot claim a violation was accidental or out of ignorance of the law.
What is the definition of an employee under the FLSA?
Some of the most important criteria that define an employee according to the FLSA include:
- Depends economically on the employer
- Performs work that is integral to the employer’s company
- Performs work subject to the control of the employer
- Has an indefinite or permanent relationship with the employer
However, the Supreme Court determined that there is no single definition or rule to determine who is an employee under the FLSA.
Is there a family business exception to the FLSA?
Fortunately, family businesses have a little bit of leeway under the FLSA. As long as your company’s only employees are people related to the owner, the FLSA does not consider it an enterprise. As a result, your family business does not have to compensate its workers with overtime pay, equal pay for equal work or most child labor laws.
These are just a few of the inquiries we hear every day. To learn more and get detailed information, get in touch with an employment lawyer who can help you.
How common are employee disabilities?
Disabilities among employees are more common than often perceived. In the United States alone, at least 61 million individuals live with a disability. That’s one in four adults in this country.
As a result, employers should understand disability laws and accommodation requirements. Other forms of disabilities are invisible, like autoimmune disorders, mental illness or learning difficulties.
How do employers determine what accommodations are required under disability laws?
Employers must engage in an interactive, good-faith process with employees who disclose disabilities. This can help determine reasonable accommodations per the Americans with Disabilities Act (ADA) and state laws like the Pennsylvania Human Relations Act (PHRA).
The process involves open communication between the employer and the employee to identify the specific limitations of the disability. It allows the employer to explore potential accommodations, enabling the employee to perform essential job functions.
Additionally, employers should consider the guidance provided by disability laws and relevant regulations in making accommodation decisions.
What is an undue hardship for the employer when a disability accommodation is requested?
An undue hardship is a significant difficulty or expense incurred by the employer in providing a specific accommodation. Determining if an accommodation poses an undue hardship involves a case-by-case analysis considering factors such as:
- The nature and cost of the accommodation
- The financial resources and size of the employer
- The overall impact on business operations
Employers must document their assessment of undue hardship. This process demonstrates compliance with disability laws while ensuring fair treatment of employees with disabilities.
However, what constitutes undue hardship depends on the circumstances of each case. So, what one employer may consider an undue hardship, another employer may not view it as such. As a result, employers must strive to interactively engage with their employees to discuss potential accommodations and their potential impact on the employer’s operations.
What We Do
We represent businesses in a wide range of industries, ranging in size from sole proprietorships to large corporations. We offer cost-effective solutions for small and midsized businesses that wish to forgo the onerous expense of in-house legal counsel. A special focus of our employment law practice is serving the legal needs of staffing companies. Whatever employment law matter your company faces, our lawyers are prepared to help you achieve a favorable resolution.
Because of our extensive trial experience, we can often resolve employment law disputes before they go to court. Our approach to law is proactive and detail-oriented. A seemingly minor detail today could spiral into a costly liability in the future. Our experience positions us to identify problems that need to be fixed.
Representative Industries
- Manufacturing
- Construction
- Transportation
- Hospitality
- Professional services
- Nursing homes
- Staffing companies
- Professional Employer Organizations (PEOs)
- Food & Beverage
- Franchise
- Municipal government
Schedule A Call
For Employers
Running a business means staying ahead of employment risk. Hardin Thompson PC provides proactive counsel and strong defense for employers nationwide, helping you prevent disputes through compliant policies, training, and investigations, and resolving claims quickly and cost‑effectively when they arise (including FLSA, EEOC/PHRC, ADA, ADEA, Title VII, FMLA, and state law compliance). To schedule a consultation, call 412-944-2166 or complete our contact form. Our employment law attorneys advise and represent employers nationwide.
For Employees
If you’re facing discrimination, harassment, retaliation, unpaid wages, or wrongful termination, you don’t have to navigate it alone. Hardin Thompson PC advocates for employees nationwide, explaining your options, protecting your rights, and pursuing fair compensation through agency action, negotiation, or litigation. To speak with an attorney, call 412-944-2166 or complete our contact form. Our employment law attorneys advise and represent employees nationwide.