# Goldshaw Greenblatt Pierce LLC > https://www.ggplawfirm.com > Last Updated: 2026-07-27 Goldshaw Greenblatt Pierce LLC was born from the founding partners’ desire to create a client-focused legal practice that emphasizes excellence. Excellence in client service, excellence in work product, and excellence in results. Combining the founding partners’ decades of experience in the fields of employment law, criminal defense, civil rights and survivor’s rights, our firm’s driving purpose is to provide quality legal representation in cases that matter to those at the center of our practice, our clients. ## Contact - Phone: +1-215-978-9090 - Address: 1500 John F Kennedy Blvd, Suite 1230, Philadelphia, PA 19102 ## Locations - Philadelphia, PA - +1-215-978-9090 Areas served: Philadelphia - Haddonfield, NJ - +1-856-873-9090 Areas served: Haddonfield ## Practice Areas - Employment - Survivor’s Rights - Civil Rights - Criminal ## Attorneys - Scott B. Goldshaw: https://www.ggplawfirm.com/our-team/scott-b-goldshaw/ Scott B. Goldshaw has been practicing employment law and litigation since 1996, representing employers and employees in Pennsylvania, New Jersey, and New York. - Ronald L. Greenblatt: https://www.ggplawfirm.com/our-team/ronald-l-greenblatt/ Ronald L. Greenblatt has successfully litigated more than 1,000 trials involving allegations ranging from serious criminal offenses to civil rights violations, family law disputes, consumer fraud claims, and employment issues. - Patricia V. Pierce: https://www.ggplawfirm.com/our-team/patricia-v-pierce/ Patricia V. Pierce represents individuals and groups of workers who have suffered employment discrimination and workplace harassment. - Kasturi Sen: https://www.ggplawfirm.com/our-team/kasturi-sen/ Kasturi protects those who have suffered workplace discrimination, ERISA violations, sexual abuse or harassment, wage theft, police misconduct, unlawful restrictions in work opportunities, and more. - Christen L. Casale: https://www.ggplawfirm.com/our-team/christen-l-casale/ Christen L. Casale is an experienced employment litigator and advisor with broad expertise. She represents clients big and small, ranging from multinational corporations to family-owned businesses. - Noah S. Cohen: https://www.ggplawfirm.com/our-team/noah-s-cohen/ Noah Cohen focuses predominately on Employment law representing both employees and employers regarding harassment, employment agreement negotiation, whistleblowing, retaliation, non-competes and more. - Leonard S. Baker: https://www.ggplawfirm.com/our-team/leonard-s-baker/ Len’s legal career has been primarily devoted to criminal defense, representing clients for decades on matters ranging from driving while under the influence of alcohol or drugs (DUI) to capital murder. - Michele G. Morgera: https://www.ggplawfirm.com/our-team/michele-g-morgera/ Michele is the former chief of the Camden County New Jersey Prosecutor’s Office Major Crimes Unit. She concentrates her practice in criminal defense. - Jack Hensler: https://www.ggplawfirm.com/our-team/jack-hensler/ Jack is a committed advocate, trusted advisor, and creative problem-solver. He litigates cases involving discrimination, retaliation, harassment, and whistleblower claims under federal, state, and local laws. ## Key Pages - Homepage: https://www.ggplawfirm.com/ - Attorneys: https://www.ggplawfirm.com/our-team/ - Blog: https://www.ggplawfirm.com/blog/ - Contact: https://www.ggplawfirm.com/contact-us/ ## Social Profiles - https://www.linkedin.com/company/ggp-lawfirm/ - https://www.instagram.com/ggplawfirm/ - https://profiles.superlawyers.com/pennsylvania/philadelphia/lawfirm/goldshaw-greenblatt-pierce-llc/f3424667-2042-4ba8-98f8-ae04517405ba.html ## Reviews - Rating: 5/5 based on 124 reviews ## Practice Area Details ### Philadelphia Employment & Criminal Defense Lawyers https://www.ggplawfirm.com/ Experienced Philadelphia employment, criminal defense & civil rights lawyers. Goldshaw Greenblatt Pierce delivers skilled advocacy for clients throughout the region. ### Philadelphia Employment Lawyer https://www.ggplawfirm.com/philadelphia-employment-lawyer/ If you are facing unfair treatment at work, the employment attorneys at Goldshaw Greenblatt Pierce LLC help Philadelphia workers protect their rights and wages. ### Philadelphia Survivors Rights Lawyer https://www.ggplawfirm.com/philadelphia-survivors-rights-lawyer/ Philadelphia survivor rights lawyers at Goldshaw Greenblatt Pierce fight for accountability in sexual assault and abuse cases. Call 215-978-9090 for a confidential consultation. ### Philadelphia Civil Rights Lawyer https://www.ggplawfirm.com/philadelphia-civil-rights-lawyer/ Goldshaw Greenblatt Pierce LLC defends the civil rights of Philadelphia residents, standing against discrimination and government overreach with dedication. ### Philadelphia Criminal Defense Lawyer https://www.ggplawfirm.com/philadelphia-criminal-defense-lawyer/ When criminal charges threaten your future, the team at Goldshaw Greenblatt Pierce LLC provides Philadelphia clients strong and strategic representation. ### Philadelphia Employment Trial Lawyer https://www.ggplawfirm.com/philadelphia-employment-trial-lawyer/ Ready to take your workplace claim to court? The trial team at Goldshaw Greenblatt Pierce LLC advocates aggressively for Philadelphia employees at trial. ### Philadelphia Employment Litigation Lawyer https://www.ggplawfirm.com/philadelphia-employment-litigation-lawyer/ From filing to resolution, Goldshaw Greenblatt Pierce LLC guides Philadelphia employees through employment litigation with skilled, determined advocacy. ### Philadelphia Social Media & Employment Discipline Lawyer https://www.ggplawfirm.com/philadelphia-social-media-employment-discipline-lawyer/ Disciplined over a social media post? Goldshaw Greenblatt Pierce LLC helps Philadelphia employees understand their rights when posts lead to workplace action. ### Philadelphia Employment Discrimination Lawyer https://www.ggplawfirm.com/philadelphia-employment-discrimination-lawyer/ Workplace discrimination is unlawful, and Goldshaw Greenblatt Pierce LLC helps Philadelphia employees challenge unfair treatment and pursue justice. ### Philadelphia Employment Contract Review and Negotiations Lawyer https://www.ggplawfirm.com/philadelphia-employment-contract-review-negotiations-lawyer/ Before you sign, let Goldshaw Greenblatt Pierce LLC review and negotiate your employment contract to protect the interests of Philadelphia professionals like you. ### Philadelphia Criminal Expungement Lawyer https://www.ggplawfirm.com/philadelphia-criminal-expungement-lawyer/ A past record should not define you, and Goldshaw Greenblatt Pierce LLC helps Philadelphia clients pursue criminal expungement to move forward with a clean slate. ### Philadelphia Employment Dispute Lawyer https://www.ggplawfirm.com/philadelphia-employment-dispute-lawyer/ Conflicts with your employer can escalate fast, and Goldshaw Greenblatt Pierce LLC helps Philadelphia workers resolve employment disputes and protect their rights. ## Recent Articles ### Limits of the Pennsylvania Whistleblower Law: Why Private Sector Employees Can—and Often Do—Fall Through the Cracks https://www.ggplawfirm.com/limits-of-the-pennsylvania-whistleblower-law-why-private-sector-employees-can-and-often-do-fall-through-the-cracks/ (2026-05-18) If you are confronting a whistleblower-related issue, whether as an employee or an employer, contact Goldshaw Greenblatt Pierce to discuss your options and protect your interests. ### Expanding Protections Under the New Jersey Conscientious Employee Protection Act (CEPA): One of the Nation’s Broadest Frameworks https://www.ggplawfirm.com/expanding-protections-under-the-new-jersey-conscientious-employee-protection-act-cepa-one-of-the-nations-broadest-frameworks/ (2026-05-18) If you need guidance from an experienced New Jersey employment lawyer on whistleblower protections, internal complaints, or employer response strategies, contact Goldshaw Greenblatt Pierce. ## Frequently Asked Questions Q: What is considered hiring discrimination? A: Hiring discrimination occurs when an employer makes a decision not to hire a candidate based on their inclusion in a protected category rather than qualifications or job-related factors. Q: Do I have to prove that discrimination was the only reason I was not hired? A: No. An employer's hiring decision may be based on multiple factors. You generally do not have to prove that discrimination was the employer's only—or even primary—reason for refusing to hire you. The applicable legal standard depends on the theory and statute under which your claim is brought, but discrimination need not be the employer's sole reason for its decision. Q: What if the employer says another candidate was more qualified? A: Employers may assert legitimate business reasons, but those reasons must be supported by the facts and applied consistently. Q: Can I bring a claim if I was never interviewed? A: Yes. Discrimination can occur at any stage of the hiring process, including initial screening. Q: How long do I have to take action? A: Deadlines vary depending on the type of claim. Acting promptly helps preserve your rights and strengthens your position. Q: Can my employer deny my request for medical leave? A: Employers may deny leave if eligibility requirements are not met or if the employee fails to provide required medical certification or documentation, but they must follow applicable laws and procedures in doing so. Q: What if my employer keeps asking for more documentation? A: Employers may request documentation, but repeated or unreasonable requests may raise concerns depending on the circumstances. Q: Can I be disciplined for taking medical leave? A: No. The law protects employees from retaliation when they take protected leave. The FMLA makes it illegal for an employer to “interfere with, restrain, or deny” an employee’s attempt to exercise their rights (29 U.S.C. § 2615(a)(1)). Q: Is medical leave always covered by FMLA? A: No. The employee must have a “serious health condition” that makes them unable to perform their job and must be otherwise eligible for FMLA. Other laws or employer policies may apply and provide leave depending on the circumstances. Q: What should I do if my leave is denied? A: It is important to document the situation and seek legal guidance to evaluate your options. Q: Are employers required to provide meal or rest breaks in Pennsylvania? A: For most adult employees, meal and rest breaks are not required, but if they are provided, certain rules apply regarding compensation. Q: Do I have to be paid for short breaks? A: Yes. Short breaks between five and 20 minutes are compensable time under federal law. Q: What if my employer automatically deducts break time? A: Automatic deductions may be improper if you were not able to take the break or were not completely relieved of your job duties during that time. Q: Can I recover lost wages for missed or interrupted breaks? A: Yes, if you were not properly compensated for time worked during those periods. Q: How long do I have to bring a claim? A: In Pennsylvania, you generally have up to three years from the violation to bring a wage claim. If violations are ongoing, acting promptly can help preserve more of your potential recovery. Whether and which statutes of limitations apply to your case requires individualized review from an attorney to confirm. Q: What is the difference between an independent contractor and an employee? A: A worker is not automatically an independent contractor just because an employer says so. Courts look at the actual working relationship, including how much control the employer has over the worker and how independently the worker performs the job. Q: Can my employer classify me as a contractor if I agree to it? A: No. Classification is determined by law, and an agreement alone does not control if the facts indicate an employment relationship. Q: Am I entitled to overtime if I was misclassified? A: If you were improperly classified as a contractor, you may be entitled to unpaid overtime and other wages. Q: What qualifies as a hostile work environment? A: A hostile work environment involves conduct that is unwelcome, based on a protected category, and severe or pervasive enough to affect the conditions of employment. Q: Does a single incident qualify? A: It can. In most cases, the conduct is ongoing, but a particularly severe incident may be sufficient. Q: Do I have to report the behavior to my employer? A: In many cases, reporting the harassment is important, particularly if the employer has established procedures for reporting and investigating workplace harassment. Promptly reporting the conduct gives the employer an opportunity to investigate and take corrective action. An employer's failure to maintain or enforce an effective anti-harassment policy, adequately investigate complaints, or take reasonable steps to stop known harassment may support a claim that the employer is legally responsib... Q: Can my employer be responsible for coworker behavior? A: Yes, if the employer knew or should have known about the conduct and failed to take appropriate action. Q: How long do I have to file a claim? A: Deadlines vary depending on the type of claim but can range from 180 days up to three years, depending on the particular law at issue. Regardless, acting promptly helps preserve your rights and strengthens your case. Q: Who is entitled to overtime pay? A: Non-exempt employees are generally entitled to overtime pay for hours worked beyond forty in a workweek. Q: Does being paid a salary mean I am not entitled to overtime? A: No. Salary alone does not determine overtime eligibility. Job duties are a key factor. --- Detailed version — see https://www.ggplawfirm.com/llms.txt for summary Generated by MileMark Schema Pro