Practice Areas

Personal injury claims are handled on a contingent fee basis, with no fees being charged unless there is a recovery on behalf of the client. Any necessary costs to pursue the claim are typically paid by the firm on the client’s behalf. In order to have a personal injury claim, the responsible party must have been negligent for the injured party to recover damages. If you would like a free consultation to determine if you have a personal injury claim, call us at 412-343-9060 or complete the information request form on this site.

Conboy Law has over 60 years of experience handling workers’ compensation claims. Over those years, we have successfully assisted thousands of injured workers at a critical time in need. Conboy Law does so on a contingent basis, so there is no risk or upfront cost to the injured worker.

Many injury claims are wrongfully denied or ignored by the employer and/or workers’ compensation carrier. Even when work injuries are accepted, the best policy for an injured worker is to immediately call Conboy Law at 412-343-9060 for a free legal consult.

Conboy Law regularly represents and monitors accepted workers’ compensation claims at no cost to the injured employee. If you have been injured on the job, contact us right away. Put our years of sophisticated legal experience to work against the powerful insurance industry that is seeking to deny or minimize your work related injury.

Social Security Disability benefits are available to persons who are found to be disabled under Social Security’s rules. You must have insured status to qualify for Social Security Disability (SSD). 

To be insured, you must have worked for a sufficient number of years and paid FICA Social Security taxes during those years. To be considered disabled, you must prove that you have a severe and medically determinable impairment(s) that limits your functioning to such an extent that you aren't able to work, or can only work in limited circumstances.

Social Security Disability claims are handled on a contingent fee basis, which means that there are no fees charged unless benefits are obtained on behalf of the client. If you would like a free consultation to discuss whether you have a viable Social Security Disability claim, call us at 412-343-9060 or complete the information request form in this site.

All employees in Pennsylvania are entitled to be paid for time they spend performing work for their employer. In Pennsylvania, this law is referred to as the Wage and Hour Law. A decision by the Pennsylvania Supreme Court in 2021, has made it clear that Pennsylvania workers have more rights under Pennsylvania law than many workers in other states or under Federal laws. If a worker is required to be on their employer's premises as part of their job, they are entitled to be paid for that time. While in the past, many employers have argued that short periods of time a worker may spend either preparing to work on a given day, or at the end of their work shift, were so small, or in other words "de minimis", the employee was not entitled to be compensated for that time. The Pennsylvania Supreme Court has made it clear that there is no such thing as a de minimis time defense to these types of wage claims. Even small periods of time performing activities for which an employee is not paid, either before or after their paid time, can amount to significant amounts of unpaid time over the course of a year or a career.

Some of the examples of these types of violations of law include:

Unpaid Work Activities

Unpaid work time Wage and Hour Law violations includes being required to perform duties such as: putting on personal protective equipment prior to paid time; pre-paid time safety or instructional meetings; being required to work during unpaid lunch time; waiting in line for security checks either pre-paid time or post-paid time; and completing paperwork outside of paid time. These are just some of the examples of "off the clock" unpaid time violations.

Miscalculation of Salaried Employees

It is a Wage and Hour Law violation to classify an hourly worker as a salaried employee in order to avoid paying the employee overtime wages. This is a common tactic in the fast food and retail industry where employees are classified as assistant managers, when in fact they have no managerial duties. In reality, they are glorified hourly workers who are forced to work long shifts in excess of eight hours a day or work weeks of more than 40 hours, with no overtime pay. This is a violation of Pennsylvania Wage and Hour Laws.

Underpaid Tip Workers

Most restaurant workers are paid a reduced hourly wage when their wages include tips. When working as a tip basis worker, you cannot be required to perform job duties that are outside the type of work that tipped employees typically perform. A waitress while being paid a reduced hourly wage, due to the fact the waitress earns tips, cannot be requested to perform dishwashing activities, which are typically performed by an hourly worker. Requesting tip-based workers to perform work at a reduced hourly wage that does not involve activities that results in tips is a violation of the Wage and Hour Laws. There are other possible violations of law for situations where tip based workers are required to share their tips with other co-employees who do not perform activities that result in tips.

Miscalculation of Work Time and Overtime Pay

There are a number of ways that employers frequently violate the Wage and Hour Law in how employees are paid. Some employers simply ignore the requirement to pay overtime pay to hourly employees and pay hourly employees a flat hourly wage even for hours worked in excess of 40 hours a week. Some employers insist hours worked in excess of 40 hours a week constitutes “compensation time" that is shifted to cover unpaid hours in weeks when the employee works less than 40 hours a week, thereby avoiding paying overtime pay for the hours worked in excess of 40 hours a week. Some employers miscalculate overtime pay, by failing to use a properly calculated hourly rate, which can include failing to take into account commissions, bonuses, shift differentials or other forms of supplemental pay that should be included in the hourly rate.

This list of the types of Wage and Hour Law violations is only representative of some of the types of violations that occur. If you believe your rights have been violated regarding your wages or overtime pay, contact us for a free legal consultation to discuss your potential claim.