Immigration/International Law
Whether you're reuniting with loved ones, adjusting your status, or seeking protection under U.S. immigration law, Thiele Law provides personalized legal support every step of the way. We help you understand your options, avoid delays, and move forward with confidence. We offer comprehensive support for:
Family-Based Immigration I-130 / I-485 – Adjustment for Relatives I-130 – Family Green Card Petition K-1 and K-3 – Fiancé and Marriage Visas H-4 – Family Members of H Visa Holders
Waivers & Evidence Support I-601 – Waiver of Inadmissibility I-212 – Permission to Reapply for Admission (listed under Business Immigration but relevant to individual cases) RFE – Request for Evidence Responses
Employment-Based Immigration PERM – Labor Certification Step I-140 EB-1 – Extraordinary Ability Petition
Adjustment of Status I-485 – Adjustment of Status
Immigration / International Law
For more than 25 years, Thiele Law has represented employees facing wrongful termination, retaliation, and other workplace violations. Our experience extends across Western Pennsylvania and surrounding communities, helping workers understand their rights, evaluate the circumstances of their termination, and take action when an employer’s conduct crosses legal lines.
Wrongful termination and workplace defamation can take many forms. Sometimes it means being let go after reporting unsafe conditions or unethical behavior. Other times, it happens when an employer’s decision appears connected to discrimination, retaliation, or a violation of workplace protections. In some cases, harmful or false statements made during or after your termination can affect your reputation and future opportunities.
No matter what led to your termination, you deserve to understand whether your employer’s actions were lawful-and what steps you can take next.
We provide clear, practical guidance for employees who believe they were terminated unfairly or harmed by defamatory statements in the workplace. Our focus is on helping you make informed decisions, understand the factors that may affect your situation, and determine whether your rights may have been violated.
Wrongful Termination/Employment Cases We Handle:
Thiele Law represents clients in Wrongful Termination/Employment matters involving:
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Termination connected to discrimination, retaliation, or protected activity
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Employer misconduct during the termination process
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Retaliation for reporting unsafe conditions, harassment, or unethical behavior
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Workplace defamation that harms reputation or future employment
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Violations of workplace protections or employment agreements
Wrongful termination occurs when an employer fires an employee for illegal reasons, such as discrimination, retaliation, or in violation of state or federal law. When employers abuse their power and unlawfully end employment, Thiele Law steps in to hold them accountable. Attorney Richard Thiele has successfully represented hundreds of cases and recovered millions of dollars for our clients by aggressively enforcing employee rights. Wrongful Termination Cases We Handle Thiele Law represents clients in wrongful termination matters involving: • Termination based on discrimination or protected status • Retaliation for reporting misconduct or asserting legal rights • Termination for taking medical or family leave • Whistleblower retaliation and unlawful discharge • Violation of employment contracts or public policy • Constructive discharge claims
If you believe your termination was unjust, we’re here to help you understand what happened and explore your options.
Why Choose Thiele Law
Direct, Hands-On Attorney Representation
25+ Years of Legal Experience
Millions Recovered For Clients
Hundreds of Successfully Litigated Cases
Results-Driven Advocacy
We take on employers, businesses, and institutions — and we do not back down when civil rights are at stake.
No Fee Unless We Recover Money for You
Contact us today to schedule your case assessment!
Attorney–Client Relationship: An attorney–client relationship is established only upon execution of a written engagement agreement and payment of any required retainer. Communications with the Firm prior to formal engagement do not create an attorney–client relationship.
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