ABOUT US
Pittsburgh's Personal Injury Law Firm
Founded in 2015
J.P. Ward & Associates has an award-winning and publicly acclaimed legal team. Attorney Joshua P. Ward has appeared in Pennsylvania Super Lawyers in 2020 and 2021, and has been featured by various news outlets for prosecuting noteworthy cases.
Our team has represented more than 3,000 clients in Pennsylvania. We serve everyday citizens that have experienced civil wrongdoing:
- Personal Injury
- Employment Discrimination
- Wrongful Termination
- Illegal Practices
- Consumer Fraud.
J.P. Ward & Associates has rapidly evolved into one of the most prolific plaintiffs’ firms across the state by relentlessly taking on billion-dollar companies, and constantly refining our standards and business practices. Our team is committed to the highest ideals of ethics and zealous advocacy in the courtroom.
J.P. Ward & Associates
Meet our Pittsburgh Personal Injury and Employment Law Attorneys
Joshua P. Ward
President & Managing Partner
Justin M. Bahorich
Attorney
Alecander C. Dibucci
Attorney
Megan Penn
Attorney
LATEST NEWS & ARTICLES
Understanding Vacation Pay During Company Closures
When a Pennsylvania company closes, employees are not automatically guaranteed payment for every unused vacation or PTO hour. The employer’s written policy, employment contract, collective bargaining agreement, or another enforceable promise usually determines whether the balance must be paid. A
Fired With Unused Vacation Days? What Comes Next
If you were fired with unused vacation days in Pennsylvania, whether you must receive payment usually depends on your employer’s established policy, employment contract, collective bargaining agreement, or another enforceable promise. Pennsylvania does not generally require private employers to provide
Can Employers Fire You Without Warning in PA?
Yes, employers can often fire an at-will employee without advance warning in Pennsylvania. They generally do not have to provide progressive discipline, a two-week notice, or a detailed explanation. However, an employer may not use a discriminatory or retaliatory reason,