Amanda Biondolino

My practice focuses exclusively on protecting workers and helping them navigate some of the most difficult and stressful moments in their careers.

What makes my practice unique is my perspective. Before representing employees, I worked as a management-side employment attorney representing employers. That experience gave me firsthand insight into how companies investigate complaints, evaluate risk, defend lawsuits, and approach litigation strategy. I use that knowledge to anticipate defense tactics and advocate more effectively for my clients.

I also believe in taking a practical and highly personalized approach to representation. I value each clients' livelihood, reputation, financial stability, and emotional well-being. I work closely with clients to understand their goals and develop strategies tailored to their individual circumstances, whether that means negotiating a favorable resolution or aggressively litigating the case. My goal is not only to resolve disputes, but also to empower workers with clear guidance and strong advocacy throughout the process.

One of the most common questions I hear is, “Do I actually have a case?” Many employees know something feels wrong at work, but they are not sure whether what happened was unfair, unlawful, or both. My answer is that not every unfair workplace situation violates the law, but many employees are surprised to learn they may have legal protections they did not realize existed.

Another common question is, “What does ‘right to work’ or ‘at-will employment’ mean?” These terms are frequently misunderstood and are often used interchangeably even though they refer to different legal concepts. “Right to work” laws relate to union membership and whether employees can be required to join or financially support a union. “At-will employment,” on the other hand, generally means an employer can terminate an employee at any time, for any reason, or for no reason at all. However, there are important exceptions. Employers cannot terminate employees for unlawful reasons, such as discrimination, retaliation, whistleblowing, taking protected leave, or engaging in other legally protected activity. Many employers incorrectly assume that “at-will” means they can do anything they want, which is simply not true and often results in violations of employment law.

Clients also commonly ask, “Should I sign this severance agreement?” My answer is almost always that employees should have an attorney review severance agreements before signing. These agreements frequently include broad waivers of legal claims, confidentiality provisions, non-disparagement clauses, restrictive covenants, or other terms that can significantly affect a person’s rights and future employment opportunities. Many employees assume severance terms cannot be negotiated, but that is not always the case.

Many employees also ask, “Is this noncompete agreement really enforceable?” The answer depends on the specific language of the agreement, the employer’s alleged business interests, and the applicable law. Employees should avoid assuming a noncompete is automatically valid or automatically unenforceable. Having an attorney review the agreement can help employees understand the actual risks, available defenses, and potential options before making important career decisions.

Another question I hear often is, “What should I be doing right now to protect myself?” I typically advise employees to preserve relevant documents, communicate professionally, avoid unnecessarily discussing legal concerns with coworkers, and seek legal advice before making major decisions such as resigning or signing agreements. Early guidance can make a significant difference in the outcome of a matter and help employees avoid costly mistakes.

Many employment matters involve sensitive allegations, confidential personnel information, reputational concerns, and resolution agreements that require confidentiality, so I am often limited in how much detail I can publicly share about specific cases. That said, some of the most meaningful matters I have handled this past year involved helping employees navigate post-employment restrictive covenants so they could pursue new business opportunities or accept better employment opportunities.

I have also helped employees negotiate improved severance packages, secure workplace accommodations, and resolve employment disputes in ways that allowed them to move forward professionally and personally. In many cases, clients come to me during periods of significant turmoil and stress, and one of the most rewarding aspects of my practice is helping them regain a sense of stability, confidence, and control over their future.

One of the most challenging aspects of employment law is that workplace disputes are extremely fact-specific and the law is constantly evolving through new legislation, agency guidance, and court decisions, requiring attorneys to stay current in an increasingly complex area of law.

Another challenge is that the legal system often places employees at a structural disadvantage. In nearly every employment dispute, employers typically have greater access to resources, witnesses, documents, and institutional support. Employees must overcome those obstacles while simultaneously dealing with job loss, financial stress, damage to their professional reputation, and uncertainty about their future.

My interest in employment law developed from a combination of professional experience and seeing firsthand how profoundly workplace issues affect people’s lives. I was drawn to a practice area where I could help people navigate some of the most difficult and consequential situations they may face in their careers.

Outside of my legal practice, I enjoy spending time with my family, reading and watching women's sports. 

I believe strongly in professionalism, preparation, and practical advocacy. Not every employment dispute should result in litigation, and part of effective representation is helping clients evaluate risks, opportunities, and long-term goals so they can determine the best path forward for their individual circumstances.