Kraemer, Manes & Associates LLC

Kraemer, Manes & Associates LLC

We are a Pittsburgh law firm focusing on Business Law, Employment Law, and Litigation. Our clients include small businesses and their owners, employers, employees, property owners, and parties in civil litigation.

Firm Overview

The attorneys at Kraemer, Manes & Associates LLC represents employees across Pennsylvania. This includes representation and litigation in employment discrimination (age, disability, gender, LGBT, race, religious, reverse), executive and professional exit strategies, FMLA, sexual harassment, military discrimination, unpaid overtime, retaliation, severance agreements, unemployment benefits, unpaid salary or wages, and union issues.

If you are not sure exactly how to address your issue, don't worry. We encourage people facing problems at work to utilize our initial complimentary consultation with our employment lawyers to figure out the appropriate approach to a workplace dilemma. Our employment lawyers understand that every employment situation is dynamic and requires a different solution. In fact, most clients come to KM&A with a problem without a clear solution or "end game." Our employment lawyers specialize in problem solving.

We represent small businesses and small business owners across Pennsylvania with a variety of legal issues. We form and customize LLCs, corporations and non-profits. We represent small businesses in drafting contracts, negotiating deals, and resolving disputes. Our clients rely on the expertise of our lawyers to resolve any legal issue that arises.

Civil litigation lawyers attempt to right a wrong, fulfill obligations set in place by an agreement, or settle a variety of disputes. If there is a victim of a wrong, he or she receives compensation. If it is a matter of fairness, the attorney will apply the doctrine of equity. Kraemer, Manes & Associates LLC represents individuals and businesses engaged in all kinds of litigation.
Main Office
US Steel Tower
600 Grant Street, Suite 4875
Pittsburgh  PA  15219
  • (412) 626-5626
  • (412) 637-0232

Office Information

Office Hours
Mon-Fri 7am-7pm, Sat-Sun 8am-3pm

Other Offices

Eight Penn Center
1628 John F. Kennedy Blvd, Ste 1650
Philadelphia,  PA  19103
Our employment lawyers understand that every employment situation is dynamic and requires a different solution. We specialize in problem solving.
Employment discrimination is rampant in Pennsylvania largely because there is not sufficient training for employees to recognize discriminatory acts. For example, it is rather common for employees to fail to accommodate a disability because the laws are very specific in regards to required conduct. Also, workplaces that are often overwhelmingly homogeneous and frequently exclude and discriminate against people of a different gender, age, race, or religion. Attorneys that specialize in employment law are quickly able to ascertain the strength of a legal case and give you options to proceed. Under Pennsylvania and federal law, illegal discrimination includes:

* Age Discrimination
* Disability Discrimination
* Gender Discrimination
* LGBT Orientation Discrimination
* Race Discrimination
* Religious Discrimination
* Reverse Discrimination

Employers are not allowed to base employment decisions like hiring, firing, and promoting on the above characteristics. If you have suffered discrimination at work or have suffered wrongful termination, you have a limited time to file your claim. Discrimination claims arise under the Americans with Disabilities Act (ADA), Title VII of the Civil Rights Act (Title VII), the Age Discrimination in Employment Act (ADEA), and the Pennsylvania Human Relations Act (PHRA).

Whether a medical condition arose on the job or not, the law protects many employees who have difficulty performing their jobs due to such conditions. You may be entitled to benefits through an insurance program or you may be entitled to federally-protected medical leave. We assist with short-term disability and long-term disability issues, workers' compensation, reasonable accommodations under the Americans with Disabilities Act (ADA) and Family and Medical Leave Act (FMLA) claims. Family Medical Leave Act.

Federal, State, and local law prohibits sexual harassment and harassment because of race, color, national origin, ancestry, religion, creed, physical or mental disability, marital status, age, orientation, or any other basis protected by federal, state or local law. All such harassment is unlawful, should not be tolerated, and you should consult with an employment lawyer immediately. Employment Harassment.

If you recently lost your job, unemployment benefits are a vital resource for you and your family. A lot of money is at stake, so you should make sure you do everything possible to win your case. You are not required to have an attorney represent you at a referee hearing, but it is strongly recommended. An experienced attorney knows how to zero in on the most relevant and helpful evidence in your case. A good attorney will also be able to make critical legal objections and arguments. The law in this area is full of pitfalls, any of which can prevent you from receiving your benefits. Learn more about unemployment benefits claims. Unemployment Benefits.

Federal and state law requires employers to pay minimum wage and overtime to most workers. If you have been denied your fair wages, you may have a claim against your employer under the Fair Labor Standards Act (FLSA) or the Pennsylvania Wage Payment and Collection Law (WPCL). Unpaid wages.

Under USERRA, it is unlawful for an employer to take adverse employment action against any employee for participating in active duty, active duty training, inactive duty training, initial active duty training, required fitness examinations, and/or funeral honors duty. An employment lawyer can help an employee sue their employer for discrimination in the three most common forms of military discrimination: failure to reemploy, unlawful termination, and failure to promote. Military Employment Discrimination.
Sexual Harassment
Federal, state, and local law prohibits harassment because of race, color, national origin, ancestry, religion, creed, physical or mental disability, marital status, age, or any other basis protected by federal, state or local law.
Unlawful harassment because of sex, race, color, national origin, ancestry, religion, creed, physical or mental disability, marital status, age or any other protected characteristic includes, but is not limited to:

* Verbal conduct such as epithets, derogatory comments, slurs, or unwanted sexual advances, invitations, or comments
* Visual conduct such as derogatory posters, photography, cartoons, drawings, or gestures
* Physical conduct such as unwanted touching, blocking normal movement, or interfering with work directed at you because of your sex or any other protected basis
* Threats and demands to submit to sexual requests in order to keep your job or avoid some other loss, and offers of job benefits in return for sexual favors
* Retaliation for opposing, reporting or threatening to report harassment, or for participating in an investigation, proceeding or hearing conducted by an investigating agency

Prohibited harassment is not necessarily limited to the loss of a job or some other economic benefit. Harassment may also impair your working ability or emotional well-being at work.

If an employee believes he/she has been harassed on the job, that employee should provide a written or verbal report to a supervisor, or to another manager, as soon as possible. The report should include details of the incidents, including the names of individuals involved, witnesses, direct quotes, and any documentary evidence (notes, pictures, cartoons, etc.). Oftentimes, employers will have reporting procedures already in place.

The law also prohibits retaliation against any employee by another employee or supervisor for reporting, filing or assisting in any manner, in any discrimination investigation conducted by a federal or state enforcement agency. Employees should report any retaliation to a supervisor or manager.

If you have followed your company's internal reporting procedures and/or you have notified a manager or supervisor regarding this unlawful conduct and you still have not seen a significant change, you may want to contact an attorney. The employment harassment attorneys at KM&A can evaluate your case and can take the appropriate action to ensure you do not have to continue dealing with the harassing conduct.
The process of collecting unemployment compensation can be lengthy and frustrating for anyone who is unfamiliar with the system. Let us help!
Do you need the help of an unemployment lawyer?
At a hearing, after you are sworn in, you are basically told "make your case." Without an unemployment lawyer, you must deliver an hour speech that hits the correct legal points, introduces evidence (both documentary and testimonial), makes and defends evidentiary objections, and avoids making any egregiously damaging statements. Unrepresented parties often are subject to the referees questioning them as if it were a cross examination. This is an intimidating experience, often unfair, but it is reality nonetheless.

With a good unemployment lawyer in your corner, you will have invaluable assistance of an experienced professional who can prepare you, develop the hearing legal strategy, challenge the employer's witnesses, and guide you through the contentious questioning from your employer's unemployment attorney.

An unemployment lawyer can ensure you do not destroy your own case. Many tend to sink their own case because they just can't stop talking and arguing legally irrelevant points.What is at stake is potentially over a year of PA and EUC unemployment benefits. In an uncertain economy, your benefits may be the only financial lifeline available for you and your family. You need a thoughtful, attentive, and aggressive unemployment attorney to help you secure your rights and your benefits.

This is most likely your first time in dealing with an unemployment benefits appeal, but it is almost certainly not the first time for your former employer. Have you received a notification that your employer is appealing your unemployment benefits or do you wish to appeal the Notice of Determination which listed you as ineligible? This is the most common help that KM&A's PA unemployment lawyers offer. Our unemployment lawyers specialize in appeal hearings and all levels of unemployment litigation.

What are the top reasons people tell our unemployment lawyers they are seeking unemployment benefits?

* You were laid off due to lack of work.
* You were fired without good cause.
* You quit your job with good cause.
* You had to leave your job because of domestic violence.
* You needed to quit your job because of a personal reason.
* You were fired through no fault of your own.
* You were discriminated against.
* You were fired for a seemingly minor or absurd reason.
* You felt pressured to leave and couldn't continue working.
* You were told you would get your unemployment benefits.

Do any of these reasons sound familiar? Our unemployment lawyers have secured benefits for people in all of these situations.
Overtime Pay
Overtime wage laws protect workers from being exploited by their employers.
These laws are designed to protect workers who are particularly vulnerable to exploitation while preserving flexibility in certain fields with non-traditional hours and conditions. Add to that the fact that both Pennsylvania and the federal government have legislated wage laws with separate conditions, exemptions and regulations and this issue can quickly become quite confusing and frustrating.

Fortunately, an experienced overtime attorney trained in employment and wage law is knowledgeable of this system and understands the rights that employees have with regards to overtime compensation. In Pennsylvania, it is legal for employers to require their employees to work overtime hours, but state and federal wage laws establish a higher rate of pay for each hour of overtime work. Generally under Pennsylvania law, employers must pay their employees at least one and one half times the employee's normal rate of pay for each hour worked in excess of forty hours over the course of a workweek. As such, overtime equals 1.5x the normal rate of pay.

Common questions employees ask include whether their employer allowed to:
1. Refuse to pay overtime because I receive a yearly salary instead of wages?
2. Give me paid time off instead of overtime pay?
3. Refuse to pay overtime because they say I am exempt from wage laws?

What are some common scenarios in which employers violate overtime wage laws?
* An hourly or non-exempt employee is only paid a "straight" 40 hours and all other time is ignored.
* An hourly or non-exempt employee works over 40 hours and is compensated at an amount less than the required overtime rate.
* An hourly or non-exempt employee is told by the employer that overtime work will not be permitted or paid without advance authorization. Overtime hours are worked but go unreported.
* A salaried employee who is misclassified as exempt works over 40 hours and is not paid the appropriate amount.
* An employee makes a request, complaint, or demand to be paid overtime and is terminated or disciplined because of that request.
* An employer does not include in hours worked time that an employee spends waiting for work and is without a task, but is still required and allowed to be on the job.

Which hours that are spent working count toward overtime?
Generally, all hours spent working in excess of forty hours per workweek are considered overtime if the employee was required to work during that time as part of his or her normal duties or as a result of an employer's instructions. It is important to understand what does and what does not constitute overtime to prevent employers from depriving you of a portion of your earnings.

Overtime includes:
* Time spent traveling as a part of the employee's regular duties or as a result of the employer's instructions.
* Hours during which the employee is required to be at a worksite or at the employer's place of business.
* Time spent working when the employee has been given permission or is expected to work by the employer.

Unrecorded overtime
If you are a non-exempt employee working more than 40 hours per week, you may be entitled to overtime pay, even if your employer did not directly instruct you to work the extra hours. Under state and federal overtime wage laws, employees must be paid wages and overtime wages for the time they actually work if the employer allows it.

Your employer may discipline you if you violate a policy by working more than 40 hours, but your employer may not refuse to pay you for those additional hours. If it does, you may have a legal claim to recover those additional wages. An overtime attorney can help determine if you can collect overtime pay from your employer.

When Am I Entitled to Receive Overtime Pay?
Generally, when an employee works more than 40 hours in one work week, that employee is entitled to at least one and a half times their regular pay for any work performed beyond the first 40 hours. Furthermore, your right to overtime pay cannot be waived through your employment agreement with your employer. If your employer tries to convince you otherwise, talk with an overtime lawyer to figure out your rights.

Employees who are eligible for overtime
Generally under Pennsylvania overtime wage laws, all non-exempt employers must pay their employees time and a half (1.5x) pay for each hour spent working in excess of forty hours per workweek. Pennsylvania's Minimum Wage Act (PMWA) and the FLSA explicitly guarantee certain types of employees overtime compensation. Emergency personnel including police, firefighters and paramedics are specifically covered by the FLSA. Additionally, certain classes of employees who would otherwise be exempt from overtime wage laws are explicitly covered, such as paralegals and some nurses. An experienced overtime attorney is familiar with the classifications and can let you know if you are entitled to overtime pay.

What distinguishes your law firm from others?

We bill almost exclusively on a fixed flat-fee basis. The old way that most attorneys billed for legal services involved taking a large retainer up front and billing by the hour. Clients wouldn't have a firm idea of the cost until the invoice came in the mail weeks or months later. Hourly billing invoices typically include line items for meetings, phone calls, filings, memos, and documents. There are some times when hourly billing is the only practical way to move forward. But at KM&A, we try to avoid hourly billing as much as possible. Instead, we try to bundle distinct projects together and quote fixed, flat fees for them that we discuss up front. We find that this way works better for everybody than the old way of billing. Instead of billing according to the number of hours we spend on your case, we bill according to the value of the services we provide.

What are your firm's strengths and style?


"Michael Kraemer is very helpful in explaining the law and the circumstances involved in each situation. Keeps in communication often and responds quickly. Great lawyer!" - Troy, employment law client

"Attorney David Manes is a great asset and source of information for my small business. He is incredibly accessible and very quick to respond to my emails and phone calls He brings a lot of ideas and knowledge to the table that are essential for my small business growth." - Bryan, small business client

"Thank you Attny. Christi Wallace on a job well done. Christi was instrumental in getting my unemployment appeal approved. She helped me feel at ease and was very familiar with the process. I would highly recommend." - Jill, unemployment client

"I have gone to Sean for legal counsel on multiple occasions. Each time, he has treated me and my problem with the utmost respect and attention and has always provided well-reasoned legal advice. He knows the law and always explains it to me in a way I can understand and use. Further, his ability to find solutions to my legal issues or point me in the right direction is unparalleled. I highly recommend seeking Sean's counsel whether it be business or employment related or for any other legal issue you may have." - Zach, business client

"Michael Kraemer gave me some very good advice and very appreciative of that I will go back to him for advice and hire him if I need a good lawyer." - Roger, employment law client

"David Manes is extremely knowledgeable, as well as personable. He listens very well and takes into account your company's needs. Furthermore, David is very helpful in guiding you towards what legal services are best for you and your company." - Melissa, small business client

"I'm very glad i contacted Kraemer, Manes & Associates LLC . Christi Wallace was super at my hearing. The facts Christi provided on my behalf were key for my decision to be overturned in my favor." - Mike, unemployment client

"Micheal Kreamer was the only lawyer who took my case and would be the only lawyer I'd rely on. He kept me informed and was very intellectual on the whole subject that my case was revolved around. I give Mr. Kreamer a 10 out of 10 and I would refer him and his associates to anyone who wants a well defined lawyer." - Andrew Lanier

"I was very happy working with Mr. Chase. He was knowledgeable, quick to respond, professional, and easy to approach. I think he was left with a very low original payment demand but worked diligently to make the best of it. During the arbitration he put me at ease continually. I had never experienced any involvement with the law in that way but Mr. Chase explained things as we went and kept a great attitude throughout." - Victoria, employment client

"I have had the pleasure of working with Attorney Ruppert on several occasions, in both personal as well as business related matters. He is always very responsive, returning my phone calls or emails in a very timely mannerusually within a matter of an hour or two. He is extremely knowledgeable of the applicable law, analyzes the matter at hand in great detail, explains it in a way that you can understand, and then recommends the best course of action to take for each particular issue. His caring attitude and personal service just cannot be beat!!! I will continue to use the services of Attorney Ruppert for all of my legal needs, and I highly recommend him to anyone who may be in need of legal services." - Jill, business client

"From the first time that I spoke with David Manes, it was evident that he was extremely knowledgeable, personable, and truly interested in what my husband and I were trying to accomplish through the legal system. He was, by far, the only lawyer who we talked with that had a true passion for his job. Needless to say, we are extremely happy with our decision in choosing Mr. Manes. He has gone above and beyond to answer any and all questions that we have had throughout our legal process and has been our guide each step of the way." - Kristy, litigation client

"She is a good lawyer to represent you in your case. She recently just helped me win a case against my old employer in the unemployment court. She was very helpful she listened and I appreciate everything she did for me." - Tavona, employment law client

"I trusted Mr. Kraemer with a rather difficult period of time for my family, and we came out on top. He is trustworthy and honest, incredibly helpful, and understanding. Five stars aren't enough! Him and his staff are well experienced, and won't let up until the truth is known and justice is served. Michael, it's been a pleasure. I hope I never need your services again! If I do, I will not hesitate to give you a call." - Bob

Michael Kraemer

Michael Kraemer is one of the founding partners of KM&A. Michael leads the employment legal team and works on the major litigation cases handled by the firm. He primarily represents employees and former employees regarding their legal issues, but also works with small businesses and parties in civil litigation. Michael represents clients near the firm's headquarters in Pittsburgh and across Pennsylvania.

Before forming KM&A, Michael founded and managed Kraemer Law Firm, LLC. He centered his practice on employment law issues and, along with an associate attorney, helped a large number of clients achieve successful outcomes in their cases. Recognizing that many employment clients are in hard situations, Michael takes pride in providing sincere attention and strong representation. He is well-versed in the nuances of employment law, and can cut quickly to the most important legal issues in any situation.

Michael is a graduate of the University of Pittsburgh School of Law and the University of Pittsburgh Dietrich School of Arts and Sciences. He has studied and traveled extensively abroad, but always considers Pittsburgh to be his home. He is admitted to practice law in the Commonwealth of Pennsylvania and in the United States District Court for the Western District of Pennsylvania.

* University of Pittsburgh School of Law (J.D.)
* Certificate of Advanced Study in Civil Litigation
* University of Pittsburgh (B.A.)

Bar Admissions
* Commonwealth of Pennsylvania
* U.S. District Court, Western District of Pennsylvania

* Allegheny County Bar Association

David Manes

David Manes is a Managing Partner at Kraemer, Manes & Associates. He directs the small business practice as well as the firm's litigation practice. Attorney Manes represents small businesses, shareholders, employers, and employees. He represents clients near the firm's headquarters in Pittsburgh and across Pennsylvania.

The majority of David's practice involves providing advice, consultation, and representation for small businesses. David knows that small businesses don't need a full-time attorney on staff, but every business needs a good business attorney. For dozens of small businesses in the Pittsburgh area, David is the attorney they call when a legal issue arises.

David's practice also involves a significant amount of work representing employees in disputes with their employers and other litigation matters.where he aggressively represents his clients' interest in negotiations and in court.

Before co-founding KM&A, David was a partner at the Kisner Law Firm, which he first joined as an employee in 2010. Before that, he gained firsthand experience working with small businesses at Sain Law, LLC.

David earned his Juris Doctor from the University of Pittsburgh School of Law where he was a staff editor on the award-winning JURIST legal news service and a member of the Moot Court Board. He was also the champion of the Murray S. Love Mock Trial Competition. Before law school, he graduated summa cum laude from Harding University with a degree in Political Science.

David's pro bono work has included representing and assisting low-income clients through Neighborhood Legal Services and the Christian Legal Aid clinic.

David Manes is admitted to practice law in the Commonwealth of Pennsylvania and in the United States District Court for the Western District of Pennsylvania. He grew up in Cranberry Township in Butler County, and he now lives in Pittsburgh with his wife, Heather, and their dog, Moxie.

* University of Pittsburgh School of Law (J.D.)
* Certificate of Advanced Study in Civil Litigation
* Harding University (B.A., summa cum laude)
* Graduate of the Honors College with Distinction

Bar Admissions
* Commonwealth of Pennsylvania
* U.S. District Court, Western District of Pennsylvania

* Allegheny County Bar Association
The Independent Networking Group

Christi Wallace

Christi Wallace is an employment law and litigation attorney at Kraemer, Manes & Associates LLC. Focusing her practice on unemployment compensation and other employment matters, Christi works hard to get benefits and justice for her clients. She works with unemployed clients to develop the best strategy for navigating the legal process of fighting for benefits. Christi represents clients near the firm's headquarters in Pittsburgh and across Pennsylvania.

Prior to joining KM&A, Christi worked with clients at the Shah Law Group and at Brenlove & Fuller, LLC.

Christi earned her law degree from the Duquesne University School of Law, where she participated in the Unemployment Compensation Clinic, providing pro bono representation for underprivileged clients. She is licensed to practice law in Pennsylvania's state courts and in the US District Court for the Western District of Pennsylvania.

* Duquesne University School of Law (J.D.)
* Duquesne University (B.A.)

Bar Admissions
* Commonwealth of Pennsylvania
* U.S. District Court, Western District of Pennsylvania
* U.S. District Court, Eastern District of Pennsylvania
* Third Circuit Court of Appeals

* Allegheny County Bar Association
* Pennsylvania Bar Association
* American Bar Association

Sean Ruppert

Sean Ruppert, a business law and litigation attorney, merged his independent practice with the KM&A in 2015, becoming a core member of the team. He now focuses on two main areas of law: business law and civil litigation. Sean guides business owners in avoiding costly mistakes and making good decisions with their contract negotiation, insurance decisions, employment practices, and entity formation. When employers mistreat employees, he fights for the fair compensation of the employees. Sean is a strategic thinker and a savvy negotiator when advising small businesses and fighting in court.

Sean is a graduate of the University of Pittsburgh School of Law, where he participated in the Immigration Law Clinic, providing pro bono representation to refugees in asylum hearings. He earned his Bachelor's in Journalism at West Virginia University and worked for several years as a newspaper reporter prior to attending law school.

For pro bono work, Sean volunteers with Project Olympus, a business incubator affiliated with Carnegie Mellon University. At CMU, he advises entrepreneurs on legal issues involved in forming and running a business.

* University of Pittsburgh School of Law (J.D.)
* West Virginia University (B.A.)

Bar Admissions
* Commonwealth of Pennsylvania
* U.S. District Court, Western District of Pennsylvania
* U.S. District Court, Middle District of Pennsylvania
* U.S. District Court, Eastern District of Pennsylvania
* Third Circuit Court of Appeals
* District of Colorado

* Allegheny County Bar Association
* Pennsylvania Bar Association
* American Bar Association

Jonathan Chase

Jonathan Chase, an employment litigation attorney at KM&A, anchors his practice on years of experience litigating employment law cases in the Philadelphia area. He represents workers in federal court, state court, and the EEOC. Jonathan pursues employers who break the law and fights for every dime of damages that his clients are entitled to.

Targeting issues in civil litigation and employment law, Jonathan champions the rights of his clients. He pairs clients, whether victims of wrongful termination or employment discrimination, with the best legal strategy to recover their rights under the law. Jonathan rises to the challenge.

Jonathan graduated cum laude from the Widener University School of Law. Prior to attending law school, he earned his Bachelor's Degree from Wagner College.

* Widener University School of Law (J.D.)
* Wagner College(B.A.)

Bar Admissions
* Commonwealth of Pennsylvania
* State of New Jersey
* U.S. District Court, Eastern District of Pennsylvania
* U.S. District Court, District of New Jersey

* Allegheny County Bar Association
* Pennsylvania Bar Association
* American Bar Association

* Nolo has confirmed that every member attorney has a valid license and is in good standing with the state agency that licenses lawyers. Any past disbarments and suspensions (with possible exceptions for minor violations or nonpayment of dues, in our discretion) will be indicated accordingly in the badge. Member attorneys are required to notify Nolo immediately if they become the subject of any disciplinary action by any state licensing agency.