Ciconte Wasserman is a Wilmington, Delaware law firm that represents people in personal injury, employment law, workers' compensation and bad faith insurance cases, and is licensed in Delaware and Pennsylvania. Its employment practice represents employees in wrongful termination, discrimination, harassment, retaliation, whistleblower and wage and hour cases.
Employment cases start with a free consultation and are handled on a contingency fee, so there is no fee unless the firm wins the case. In many employment cases, the firm charges no retainer.
- Free consultation
- No fee unless the firm wins the case
- Licensed in Delaware and Pennsylvania
- Direct access to an attorney
Employment cases Ciconte Wasserman handles
The firm takes on wrongful termination in Delaware when an employee was fired for an illegal reason, along withworkplace discrimination and retaliation cases under federal and Delaware law. Its employment work also covers harassment, including sexual harassment, whistleblower claims and wage and hour disputes.
A firing over a social media post can also be illegal when the post concerns harassment, discrimination, unsafe or illegal workplace practices, whistleblowing, retaliation or wage violations.
Federal and Delaware protections
Delaware is an at-will state, but employers cannot fire employees for illegal reasons. Wrongful termination means being fired for an illegal reason (discrimination or retaliation, for example) rather than merely an unfair one.
| Protection | Where it comes from | What it covers |
| Race, color, religion, national origin, sex | Federal law | Firing because of the category |
| Age (40 and up), disability, genetic information, pregnancy | Federal law | Firing because of the category |
| Sexual orientation, gender identity, marital status | Delaware law | Added to the federal list |
| Victim of domestic violence, sexual assault or stalking | Delaware law | Added to the federal list |
| Reporting harassment tied to a protected category | Federal law, expanded in Delaware | Firing in response is retaliation |
| Reporting the employer's legal violations | Delaware whistleblower statute | Retaliation for the report |
| Medical leave | FMLA and ADA | Job-protected leave and temporary disabilities |
Pennsylvania largely follows the federal categories without Delaware's extras. The difference matters for people who live in one state and work in the other, which is common in the Wilmington area.
How Ciconte Wasserman builds an employment case
Adam F. Wasserman, the firm's managing partner, sums up the starting point: "Wrongful firing cases are built on evidence, not just feelings." Direct evidence, such as an email that says outright that someone is being fired for a protected reason, is rare. Most cases rely on circumstantial evidence: patterns, timing and unequal treatment.
The firm begins with a thorough investigation of the facts. From there it guides the client through each stage, from filing claims to negotiating a settlement or pursuing litigation. Employment claims carry strict deadlines, so acting quickly matters.
Reporting and retaliation
Reporting harassment tied to a protected category, and then being fired for it, is retaliation, which is illegal under federal law. Delaware expands those protections. Complaints about ordinary performance criticism are not protected, so what the report was about matters. For employees fired after reporting discrimination or harassment, a firing that comes soon after the report can itself be evidence.
Medical leave
The Family and Medical Leave Act gives eligible employees up to 12 weeks of unpaid, job-protected leave, and the Americans with Disabilities Act can protect a temporary disability, such as recovery from surgery, if it limits major life activities. For employees fired after taking medical leave, a firing that follows soon after the leave raises red flags.
What happens after the first call
- Free consultation. The first conversation is with an attorney, who explains things in plain English. Nothing pressures or obliges you to go further, and the legal terms are the attorney's job, not yours.
- Review of the documents. Write-ups, performance reviews, leave emails and termination letters help show what happened. The firm also reviews any severance agreement, because some waive the right to sue and others don't.
- Investigation. Once a client decides to proceed, the firm digs into the facts and collects the evidence.
- Resolution. Most wrongful termination cases end privately, through negotiation or a settlement, and the client decides how far the process goes.
Each stage is explained as it comes, so clients know their rights and what lies ahead. The page on what working with the firm looks like sets out the full process.
What clients say
Google reviews of the firm point to the attorneys' knowledge and professionalism, and one employment client describes a call returned the same day. Reviewers also describe care and compassion, respectful treatment and a kind, helpful staff. Employment clients are among the reviewers, and what they say about the firm's employment work includes quick callbacks and help with work injustices. Among the employees the firm represents are HR professionals, warehouse workers and international tech employees.
Related services
Some employment problems begin with an injury. When someone else caused the accident behind a medical leave, the firm also handles personal injury claims for medical bills, lost wages and other losses. For people hurt on the job, it pursues workers' comp benefits for injured employees, including partial wage replacement and medical benefits.
Talk to a Delaware employment lawyer
Ciconte Wasserman's office is at 1300 N King St, Wilmington, DE 19801. Call 302-658-7101, email Info@cskdelaw.com or set up a free consultation with an attorney. An overview of the firm's employment law work covers the claims it brings for employees in Delaware and Pennsylvania.
