Jacob M. Sitman is a shareholder in the Employment Law & Labor Relations Group. He represents both private and public employers in a wide array of employment law and traditional labor matters. Mr. Sitman litigates claims of discrimination, harassment, whistleblower, breach of contract, wrongful discharge and workplace safety claims filed in state and federal courts, with administrative agencies and in arbitration (union grievance, Act 111, and private employment claims), including but not limited to matters filed with the U.S. Department of Labor, EEOC, PHRC, NLRB, OSHA. He has also been successful in wage and hour, noncompete and trade secret litigation and appeals.
Mr. Sitman counsels and trains business owners, executives, human resource managers and supervisors in matters of wage and hour compliance, reductions in force, family and medical leave, sexual harassment avoidance and investigations, employee benefits, disability accommodations, employee health and workplace safety, and labor-management relations, including collective bargaining, alleged unfair labor practice charges, and union grievance arbitrations. Mr. Sitman is experienced in drafting employment and severance agreements, noncompete agreements, employee handbooks and personnel policies of all kinds, including those dealing with social media and employee use of technology in the workplace. He is an author and frequent speaker on labor and employment law topics for clients and various industry groups. Currently Mr. Sitman is also the Northampton County Assistant Solicitor for Labor & Employment Matters.
by Jacob M. Sitman and Theresa DeAngelis, Summer Associate On May 17, 2017, Bill No. 170334 was signed into law by Philadelphia Mayor Jim Kenney. The Bill amends Philadelphia’s Fair Practices Ordinance, which covers Philadelphia employers and prohibits unlawful discrimination practices in employment. The Fair Practices Ordinance already vested the Philadelphia Commission on Human Relations […]
by Jacob M. Sitman and Theresa M. DeAngelis, Summer Associate The question of whether a recently terminated employee in Pennsylvania has a statutory right to inspect his or her personnel file has been answered. The Pennsylvania Personnel Files Act (the “Act”) grants employees the statutory right to “at reasonable times” inspect their personnel files used […]
If recent statistics are indicative of a new trend resulting from last year’s changes by the National Labor Relations Board (NLRB) in union election rules and timing, employers must respond more quickly and more effectively than ever to avoid unionization of their workforces.