Stephanie K. Rawitt concentrates most of her practice on employment litigation with an emphasis on hospital-related employment matters involving both hospital and professional staff. She is also experienced in handling a full range of public entity and civil rights cases. Stephanie represents a variety of clients including hospitals, public entities, non-profit organizations, private businesses, colleges, universities, and coporations. She is also experienced in handling employment-related liability matters, including wrongful termination, grievance claims, discrimination, sexual harassment, federal civil rights claims, federal and state statutory claims (Title VII, FMLA, ADA, ADEA, FLSA, PHRA), and related tort claims (defamation, breach of contract, negligent infliction of emotional distress, intentional infliction of emotional distress, etc.). Stephanie also advises clients on issues concerning statutory compliance with employment laws (such as the ADA, Title VII, the ADEA, FLSA, FMLA, state wage laws). As part of this advisory service, she offers training programs on a full range of employment matters as well as assistance to personnel management on issues related to hiring, performance, assessment, monitoring, investigations, discipline, discharge, workforce reduction programs, affirmative action plans, and audits. Stephanie also works with clients to create employment handbooks and personnel policies. In her career to date, Stephanie has litigated cases before state and federal courts and various administrative agencies including the EEOC and PHRC. Stephanie is a graduate of Syracuse University, having earned her Bachelor of Arts degree in 1992. Following graduation from college, she attended Northeastern University School of Law, where she achieved her Juris Doctorate in 1995. Stephanie was admitted to the Massachusetts Bar in 1995, the Pennsylvania Bar in 1996 and the Florida Bar in 2000. Significant Representative Matters · Represented a hospital in a sexual assault and harassment and race discrimination suit which also involved complex coverage issues. · Represented a local college in a due process suit brought by a student expelled for selling drugs. · Represented a local charter school in a disability discrimination suit where an employee had work restrictions due to a shoulder injury. After release from his doctor and his restrictions were lifted, the employee failed to return to work and was terminated for no call no show. The employee brought suit in federal court, alleging the employer violated the Americans with Disabilities Act and the Family Medical Leave Act. Summary judgment was awarded to the school, and the case was dismissed. · Obtained summary judgment on behalf of a hospital in an age discrimination suit brought by a nurse who voluntarily quit. The plaintiff attempted to argue that she had been constructively discharged, but the court did not find any evidence to support her allegations. · Represented a local college in a defamation suit brought by a former professor. Obtained a favorable resolution for the college. · Represented a local private school in a suit brought by a former teacher who was terminated for having had inappropriate contact with a student. The teacher claimed he was discriminated against on the basis of a perceived disability, and he also claimed that the school circulated defamatory communications concerning his departure to the staff and student body. Obtained favorable resolution for the school. · Represent a hospital in a race and national origin discrimination case brought by a former resident who failed her residency year. Despite the fact that the plaintiff failed three rotations and obtained a failing score on a national test, the plaintiff maintained that the hospital failed her because of her race and national origin. Published Works: Employer Vicarious Liability For Sexual Harassment, Defense Digest, Vol. 4, No. 5, 1998 U.S. Supreme Court's Kumho Ruling Applies Daubert to Non-Scientific Evidence, (Co-author), Counterpoint, July, 1999 No Jury Trial for Plaintiffs Under PHRA, PDI News, March, 2000 State Immune From Age Discrimination in Employment Act (ADEA) Claims, Counterpoint, April, 2000 Co-author, Protecting Against Negligent Hiring, The Legal Intelligencer, May 31, 2000 Narrow Scope of Pennsylvania's Public Policy Exception to Employment At-Will Doctrine Confirmed, Defense Digest, Vol. 6, No. 4, August, 2000 Labor Report, a monthly publication of the Pennsylvania Chamber of Business Industry Conditional Privilege Applies To Workplace Discrimination Investigations, Defense Digest, Volume 9, No. 1, March, 2003 Honors and Awards: Member, Eta Pi Upsilon Honor Society Member, Golden Key Honor Society AV Peer Review Rating by LexisNexis Martindale-Hubbell Pennsylvania Super Lawyer Rising Star (2005-2007) Professional Associations and Memberships: Pennsylvania Bar Association Philadelphia Bar Association |