Ruppert, Manes & Narahari

Open for Business
Offers Video Calls
Ruppert, Manes & Narahari

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.

This lawyer is licensed to practice in Pennsylvania and has no record of discipline from the Pennsylvania bar association. *

Ruppert, Manes & Narahari

Ruppert, Manes & Narahari

Open for Business
Offers Video Calls

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.

This lawyer is licensed to practice in Pennsylvania and has no record of discipline from the Pennsylvania bar association. *

Firm Overview

EMPLOYMENT LAW:
The attorneys at Manes & Narahari LLC represent 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 Manes & Narahari LLC with a problem without a clear solution or "end game." Our employment lawyers specialize in problem solving.

BUSINESS LAW:
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 LAW:
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. Manes & Narahari LLC represents individuals and businesses engaged in all kinds of litigation.

Main Office

Law and Finance Building
429 Fourth Ave, Suite 300
Pittsburgh, PA 15219

Phone

(412) 626-5626

Fees
Free Initial Consultation?

We offer free consultations to all prospective clients

Office Information
Office Hours

Mon-Fri 7am-7pm

Emergency After Hours

Yes

Employment

Our employment lawyers understand that every employment situation is dynamic and requires a different solution. We specialize in problem solving.

EMPLOYMENT DISCRIMINATION
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).

FAMILY AND MEDICAL LEAVE ACT
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.

HARASSMENT
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.

UNEMPLOYMENT BENEFITS
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.

UNPAID WAGES
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.

USERRA (MILITARY EMPLOYMENT) LAWYER
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.

WHAT BEHAVIOR CONSTITUTES HARASSMENT?
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.

REPORTING PROCEDURES
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.

PROTECTION AGAINST RETALIATION
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.

WHEN TO CONTACT AN EMPLOYMENT HARASSMENT ATTORNEY
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.

Unemployment

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.

Business

Wrongful Termination

What distinguishes your law firm from others?

Our clients have the direct phone numbers and email addresses for the lead attorney who is handling their case. Of course we return calls, we keep appointments, and we don't hide behind our support staff like many other attorneys do. We also work to go above and beyond in serving each client.

What are your firm's strengths and style?

CLIENT TESTIMONIALS:

"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

"When you absolutely need the finest legal representation, look no further than this firm. Resourceful and professional to get the job done right, caring and considerate to help you through the process." - Bruce, litigation 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

"David and his staff were beyond helpful, respectful and extremely knowledgeable. They explained the entire process and prepared me for my hearing, which was ruled in my favor" - Lauren, unemployment 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

Ruppert, Manes & Narahari
David Manes

David Manes is a business and employment law attorney at Manes & Narahari LLC. He counsels entrepreneurs and represents employees in court every day.

An experienced entrepreneur, David has personal experience growing a startup to a thriving multi-million dollar business.

David is an adjunct professor at the Duquesne University School of Law where he teaches Legal Entrepreneurship. He is also an instructor at other local colleges. In 2016, David co-authored of the book The Entrepreneur's Counsel: Practical Legal Guidance for Starting & Running a Business.

License

Bar Number: 314661
Pennsylvania, 2012

Education

University of Pittsburgh School of Law
J.D., 2012

Ruppert, Manes & Narahari
David Manes

David Manes is a business and employment law attorney at Manes & Narahari LLC. He counsels entrepreneurs and represents employees in court every day.

An experienced entrepreneur, David has personal experience growing a startup to a thriving multi-million dollar business.

David is an adjunct professor at the Duquesne University School of Law where he teaches Legal Entrepreneurship. He is also an instructor at other local colleges. In 2016, David co-authored of the book The Entrepreneur's Counsel: Practical Legal Guidance for Starting & Running a Business.

License

Bar Number: 314661
Pennsylvania, 2012

Education

University of Pittsburgh School of Law J.D., 2012


Ruppert, Manes & Narahari
Prabhu Narahari

Prabhu Narahari is an employment and business attorney at Manes & Narahari LLC. He fights in court and in negotiations every day for his clients.

With personal experience representing hundreds of clients, Prabhu knows how to deliver for them in tough situations.

Prabhu worked in Las Vegas for six years as a professional poker player prior to law school. Now he enjoys the strategic challenge of high-stakes litigation and the thrill of winning great results for his clients.

License

Bar Number: 323895
Pennsylvania, 2017

Education

University of Pittsburgh School of Law
J.D., 2016

Ruppert, Manes & Narahari
Prabhu Narahari

Prabhu Narahari is an employment and business attorney at Manes & Narahari LLC. He fights in court and in negotiations every day for his clients.

With personal experience representing hundreds of clients, Prabhu knows how to deliver for them in tough situations.

Prabhu worked in Las Vegas for six years as a professional poker player prior to law school. Now he enjoys the strategic challenge of high-stakes litigation and the thrill of winning great results for his clients.

License

Bar Number: 323895
Pennsylvania, 2017

Education

University of Pittsburgh School of Law J.D., 2016


Ruppert, Manes & Narahari
Ryan Notzen

Ryan Notzen is an aggressive and strategic litigator. His primary practice area is employment law, but he also assists with the firm's general litigation and business cases.

Ryan is a Duquesne University School of Law Graduate with a background in civil litigation. During his time at Duquesne, Ryan was active in Trial Advocacy and the Duquesne Intellectual Property Law Association (DIPLA).

Ryan's primary practice area is employment law, but he also assists with the firm's general litigation and business cases.

​Ryan received a Bachelor of Science in Neuroscience and a Bachelor of Art in Philosophy from the University of Pittsburgh.

​In his spare time, Ryan is an avid reader with diverse philosophical and scientific interests. He also enjoys running and spending time at nearby North Park.

License

Bar Number: 330471
Pennsylvania, 2021

Education

Duquesne University School of Law
J.D., 2021

Ruppert, Manes & Narahari
Ryan Notzen

Ryan Notzen is an aggressive and strategic litigator. His primary practice area is employment law, but he also assists with the firm's general litigation and business cases.

Ryan is a Duquesne University School of Law Graduate with a background in civil litigation. During his time at Duquesne, Ryan was active in Trial Advocacy and the Duquesne Intellectual Property Law Association (DIPLA).

Ryan's primary practice area is employment law, but he also assists with the firm's general litigation and business cases.

​Ryan received a Bachelor of Science in Neuroscience and a Bachelor of Art in Philosophy from the University of Pittsburgh.

​In his spare time, Ryan is an avid reader with diverse philosophical and scientific interests. He also enjoys running and spending time at nearby North Park.

License

Bar Number: 330471
Pennsylvania, 2021

Education

Duquesne University School of Law J.D., 2021


Firm Overview

EMPLOYMENT LAW:
The attorneys at Manes & Narahari LLC represent 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 Manes & Narahari LLC with a problem without a clear solution or "end game." Our employment lawyers specialize in problem solving.

BUSINESS LAW:
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 LAW:
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. Manes & Narahari LLC represents individuals and businesses engaged in all kinds of litigation.

Main Office

Law and Finance Building
429 Fourth Ave, Suite 300
Pittsburgh, PA 15219

Phone

(412) 626-5626

Fees
Free Initial Consultation?

We offer free consultations to all prospective clients

Office Information
Office Hours

Mon-Fri 7am-7pm

Emergency After Hours

Yes

Employment

Our employment lawyers understand that every employment situation is dynamic and requires a different solution. We specialize in problem solving.

EMPLOYMENT DISCRIMINATION
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).

FAMILY AND MEDICAL LEAVE ACT
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.

HARASSMENT
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.

UNEMPLOYMENT BENEFITS
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.

UNPAID WAGES
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.

USERRA (MILITARY EMPLOYMENT) LAWYER
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.

WHAT BEHAVIOR CONSTITUTES HARASSMENT?
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.

REPORTING PROCEDURES
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.

PROTECTION AGAINST RETALIATION
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.

WHEN TO CONTACT AN EMPLOYMENT HARASSMENT ATTORNEY
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.

Unemployment

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.

Business

Wrongful Termination

What distinguishes your law firm from others?

Our clients have the direct phone numbers and email addresses for the lead attorney who is handling their case. Of course we return calls, we keep appointments, and we don't hide behind our support staff like many other attorneys do. We also work to go above and beyond in serving each client.

What are your firm's strengths and style?

CLIENT TESTIMONIALS:

"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

"When you absolutely need the finest legal representation, look no further than this firm. Resourceful and professional to get the job done right, caring and considerate to help you through the process." - Bruce, litigation 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

"David and his staff were beyond helpful, respectful and extremely knowledgeable. They explained the entire process and prepared me for my hearing, which was ruled in my favor" - Lauren, unemployment 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

Ruppert, Manes & Narahari
David Manes

David Manes is a business and employment law attorney at Manes & Narahari LLC. He counsels entrepreneurs and represents employees in court every day.

An experienced entrepreneur, David has personal experience growing a startup to a thriving multi-million dollar business.

David is an adjunct professor at the Duquesne University School of Law where he teaches Legal Entrepreneurship. He is also an instructor at other local colleges. In 2016, David co-authored of the book The Entrepreneur's Counsel: Practical Legal Guidance for Starting & Running a Business.

License

Bar Number: 314661
Pennsylvania, 2012

Education

University of Pittsburgh School of Law
J.D., 2012

Ruppert, Manes & Narahari
David Manes

David Manes is a business and employment law attorney at Manes & Narahari LLC. He counsels entrepreneurs and represents employees in court every day.

An experienced entrepreneur, David has personal experience growing a startup to a thriving multi-million dollar business.

David is an adjunct professor at the Duquesne University School of Law where he teaches Legal Entrepreneurship. He is also an instructor at other local colleges. In 2016, David co-authored of the book The Entrepreneur's Counsel: Practical Legal Guidance for Starting & Running a Business.

License

Bar Number: 314661
Pennsylvania, 2012

Education

University of Pittsburgh School of Law J.D., 2012


Ruppert, Manes & Narahari
Prabhu Narahari

Prabhu Narahari is an employment and business attorney at Manes & Narahari LLC. He fights in court and in negotiations every day for his clients.

With personal experience representing hundreds of clients, Prabhu knows how to deliver for them in tough situations.

Prabhu worked in Las Vegas for six years as a professional poker player prior to law school. Now he enjoys the strategic challenge of high-stakes litigation and the thrill of winning great results for his clients.

License

Bar Number: 323895
Pennsylvania, 2017

Education

University of Pittsburgh School of Law
J.D., 2016

Ruppert, Manes & Narahari
Prabhu Narahari

Prabhu Narahari is an employment and business attorney at Manes & Narahari LLC. He fights in court and in negotiations every day for his clients.

With personal experience representing hundreds of clients, Prabhu knows how to deliver for them in tough situations.

Prabhu worked in Las Vegas for six years as a professional poker player prior to law school. Now he enjoys the strategic challenge of high-stakes litigation and the thrill of winning great results for his clients.

License

Bar Number: 323895
Pennsylvania, 2017

Education

University of Pittsburgh School of Law J.D., 2016


Ruppert, Manes & Narahari
Ryan Notzen

Ryan Notzen is an aggressive and strategic litigator. His primary practice area is employment law, but he also assists with the firm's general litigation and business cases.

Ryan is a Duquesne University School of Law Graduate with a background in civil litigation. During his time at Duquesne, Ryan was active in Trial Advocacy and the Duquesne Intellectual Property Law Association (DIPLA).

Ryan's primary practice area is employment law, but he also assists with the firm's general litigation and business cases.

​Ryan received a Bachelor of Science in Neuroscience and a Bachelor of Art in Philosophy from the University of Pittsburgh.

​In his spare time, Ryan is an avid reader with diverse philosophical and scientific interests. He also enjoys running and spending time at nearby North Park.

License

Bar Number: 330471
Pennsylvania, 2021

Education

Duquesne University School of Law
J.D., 2021

Ruppert, Manes & Narahari
Ryan Notzen

Ryan Notzen is an aggressive and strategic litigator. His primary practice area is employment law, but he also assists with the firm's general litigation and business cases.

Ryan is a Duquesne University School of Law Graduate with a background in civil litigation. During his time at Duquesne, Ryan was active in Trial Advocacy and the Duquesne Intellectual Property Law Association (DIPLA).

Ryan's primary practice area is employment law, but he also assists with the firm's general litigation and business cases.

​Ryan received a Bachelor of Science in Neuroscience and a Bachelor of Art in Philosophy from the University of Pittsburgh.

​In his spare time, Ryan is an avid reader with diverse philosophical and scientific interests. He also enjoys running and spending time at nearby North Park.

License

Bar Number: 330471
Pennsylvania, 2021

Education

Duquesne University School of Law J.D., 2021


This lawyer is licensed to practice in Pennsylvania and has no record of discipline from the Pennsylvania 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.

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This lawyer is licensed to practice in Pennsylvania and has no record of discipline from the Pennsylvania 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.