One Gateway Center
420 Fort Duquesne Blvd
Pittsburgh, PA, 15222
Employees have rights, we are here to protect them. Steele Schneider’s attorneys are experienced in all areas of employment law. We have successfully handled litigation involving discrimination, wrongful termination, trade secret litigation, sexual harassment, disability discrimination, wage and hour (unpaid overtime), whistleblowing, and retaliation.
We want to help you succeed. Steele Schneider provides creative, practical solutions – the kind that have worked for our clients time and time again. We know how to stand up for our clients in negotiations, in court, and in mediation. You can trust us to ask the tough questions and identify potential problems so that we may avoid them before they arise.
Steele Schneider will advocate for your employment rights as we guide you through your claim. We build your case by examining how your facts interact with:
Steele Schneider has represented a diverse group of clients in employment law matters. The following is a representative list of employees that have turned to Steele Schneider for help with their employment related legal needs:
At-will means that an employer can terminate an employee at any time for any reason, or no reason at all – except an illegal one. In Pennsylvania, unless your employer gives some clear indication that it will only fire employees for good cause, the law presumes that you are employed at will.
You still have rights as an at-will employee. You cannot be fired for illegal reasons under state and federal law.
Steele Schneider is proud to offer a variety of free structures to meet our clients needs. Many state and federal employment laws allow for “fee shifting” that requires your employer to pay reasonable attorneys’ fees if you prevail. Because of this, Steele Schneider can often offer representation at no cost to you. If fee shifting is not available for your claim, we will work with you to devise a fair hourly or contingent fee agreement structure. Your specific arrangement will be confirmed in a written fee agreement and engagement letter.
Visit the EEOC to learn more about your right to: