Pyle Rome is a law firm that exclusively represents working people — labor unions and individual employees — and seeks vindication of workers’ rights in disputes with management.

Our public- and private-sector labor union clients include federal, state and municipal workers, including firefighters and police officers, telephone and utility workers, health care and human service employees, retail food and commercial workers, steelworkers and other manufacturing employees, craft workers, and bus drivers. We are the only union-side labor firm with multiple offices in New England, including offices in Eastern and Western Massachusetts and in Vermont. Our employment practice includes representation of workers denied fair wages, overtime pay, and health and pension benefits. We represent workers who have been discriminated against and who have suffered harassment in the workplace, as well as those facing family and medical leave issues and many other employment-related concerns. We do not represent employers of any kind. read more »

Recent Developments

13 January, 2021

On January 13, 2021, Pyle Rome partner Al Gordon O'Connell scored an arbitration victory on behalf of UFCW, Local 1445 regarding a warehouse worker fired without the Company having given him a chance to address the charges against him. The case reaffirms the right of unionized employees to due process in disciplinary matters.

1 January, 2021

What a year it has been.

23 July, 2020

The family of Pyle Rome Ehrenberg, PC, invites friends and colleagues of Warren Pyle to join his family's virtual memorial service this Sunday at 2 p.m.

Warren, who sadly passed December 29 at 86, was our friend and mentor. He was not just a bedrock of the law firm that took his name, but of the labor movement. We miss him deeply.

A memorial page for people to share memories and photos can be found here:  

26 February, 2020

Progressive Discipline will not prevent the termination of even the best employees found to have committed certain serious misconduct. Health care employers frequently inappropriate access of medical records or missing medication or medication errors as a terminal offense. However, the seriousness of misconduct does not relieve the employer of its basic obligation to prove that the employee actually committed misconduct.

26 February, 2020

Labor unions fight for management to enforce their work rules consistently. Employees deserve to know what is expected of them and how they will be treated if they fail to meet those explanations. An employer cannot discipline only some employees who violate a work rule, while others to do so with impunity. Similarly, an employer cannot issue reprimands to some employees for violating certain rules while terminating others for the same misconduct. Employers cannot discriminate  or even favor certain employees over others,