Uncategorized

We are proud to announce that 13 attorneys have been selected for inclusion in the 2026 Pennsylvania Super Lawyers® and Rising Stars lists. 

These prestigious designations, awarded by Thomson Reuters, recognize outstanding professional achievement and peer recognition, with no more than five percent of attorneys in each state selected for Super Lawyers and 2.5 percent selected for Rising Stars.

This year’s honorees represent a wide range of practice areas, including business litigation, business and corporate law, land use and zoning, criminal defense, family law, personal injury, general litigation, estate and probate, and trusts and estates. Several attorneys have earned recognition for more than a decade, reflecting the firm’s depth of experience, long-standing leadership, and continued commitment to serving clients across Pennsylvania and Delaware.

2026 Super Lawyers®

• Robert A. Burke – Business Litigation
  Recognized for 12 years
• Harry J. DiDonato – Business & Corporate Law
  Recognized for 16 years
• J. Charles Gerbron, Jr. – Land Use & Zoning Law
  Recognized for 5 years
• Peter E. Kratsa – Criminal Defense
  Recognized for 6 years
• Brian L. Nagle – Land Use & Zoning Law
  Recognized for 14 years
• Lance J. Nelson – Family Law
  Recognized for 16 years
• Timothy F. Rayne – Personal Injury Litigation – Plaintiffs
  Recognized for 18 years
  Top 100: Pennsylvania Super Lawyers; Top 100: Philadelphia Super Lawyers

2026 Rising Stars

• Patrick J. Boyer – Family Law
  Recognized for 6 years
• Matthew C. Cooper – Business & Corporate Law
  Recognized for 4 years
• Caroline G. Donato – Criminal Defense
  Recognized for 9 years
• Brian J. Forgue – Family Law
  Recognized for 9 years
• Patrick J. Gallo, Jr. – General Litigation
  Recognized for 12 years
• Frank W. Hosking III – Family Law
  Recognized for 1 year

MacElree Harvey, Ltd. is a full-service law firm with offices in Pennsylvania and Delaware. Our attorneys are dedicated to providing clients with reliable representation across a broad range of practice areas, including business and corporate law, criminal defense, family law, litigation, personal injury, real estate and land use, and trusts and estates. We believe in Initiative in Practice® and delivering results for every client, in every matter, every day.

For more information, visit www.macelree.com.

Author: Tim Rayne, Personal Injury Attorney at MacElree Harvey

Denise was a graduate student at Penn State when her life was suddenly transformed by a preventable accident. She slipped and fell on snow and ice at her apartment complex and sustained a serious wrist injury.  

The condition never should have existed.  The apartment owner and the snow removal contractor both failed to properly shovel and salt the parking lot after a snow storm and bitter cold created treacherous conditions which cased the fall.

Instead of taking responsibility, the Defense did what they often do: they blamed Denise.

At Mediation, the Defense made what they called a “best and final” offer. It was close, but not enough to fairly compensate Denise. 

Then came the pressure. The defense attorneys stood firm. Even the Mediator, a retired judge, tried to strong arm Deniz to take the deal, claiming that she was risking getting significantly less from a Jury at Trial.

This is where many cases end.

The reality is, a lot of lawyers will tell their clients to take that “best and final” offer and move on. It’s easier. It avoids the risk, time, and effort of litigation.

But Denise made a different choice.

She stood her ground.

And as her lawyer, I stood with her.

We insisted that our valuation of the case was fair and walked out of Mediation without a settlement and made it clear: we were prepared to take the case all the way to trial. We moved forward aggressivel by scheduling additional Depositions to build the case, showing the defense we were serious and willing to take our chances in Court.

That’s when everything changed.

The same Defense lawyers that refused to compromise at Mediation came back and offered the number Denise had asked for all along.

In the end, Denise didn’t just settle—she closed the case on her terms.

The takeaway is simple: it matters who you hire. You need a personal injury lawyer who is willing to litigate and try your case, not one who simply accepts the “best and final” offer. Sometimes, the difference between settling cheap and getting fair compensation is having a lawyer willing to fight.

Sometimes, the best move is refusing to take the deal.

Author Tim Rayne is a Pennsylvania Personal Injury Lawyer with MacElree Harvey, and has offices in West Chester and Kennett Square. For over 30 years, Tim has been helping accident victims understand their legal rights and receive fair compensation from Insurance Companies. Tim has extensive experience negotiating settlements but also trying cases in Court. Contact Tim Rayne at 610-840-0124 or [email protected] or check out his website at www.TimRayneLaw.com.

MacElree Harvey is proud to spotlight Recent Communications, Inc. in recognition of Small Business Week. As a local, family-owned business, Recent Communications has spent more than 25 years helping organizations throughout the region implement reliable, secure, and customized communication solutions with a strong emphasis on personal service and long-term partnership.

After prior experience with a large national provider, our firm transitioned to Recent Communications in search of a more responsive and client-focused experience. Their team works closely with organizations to design customized communication solutions, provide transparent pricing, optimize systems for long-term performance, and deliver tailored staff training and ongoing technical support.

Leading Recent Communications is Managing Partner Charlotte Conroy, MBA, whose experience spans both global corporate leadership and family business ownership. With a background leading billion-dollar brands at a Fortune 500 company, Charlotte brings a thoughtful and relationship-focused approach to the company’s continued growth and success.

As a firm led by CEO Michelle Foster, MacElree Harvey values the opportunity to support and work alongside women-led businesses making a meaningful impact throughout our local community.

We are grateful for our partnership with Recent Communications and proud to recognize their team during Small Business Week. We encourage our community to continue supporting the local businesses that help our region grow and thrive. Learn more about Recent Communications and their services at recentcom.com.

The April 2026 employment law update highlights a sharp turn in federal enforcement priorities, as agencies tighten scrutiny on joint employment liability, DEI practices, and federal contractor compliance – reshaping the legal risk landscape for employers across industries. Get the latest below.

DOL Unveils Revised Joint Employer Rule to Clarify Shared Liability for Wage and Hour Violations

The U.S. Department of Labor announced this month a newly proposed rule on joint employer liability that more detailed guidance on how businesses would be evaluated when determining responsibility for wage and hour violations under federal labor laws. The rule applies to the Fair Labor Standards Act (FLSA), the Family and Medical Leave Act (FMLA), and the Migrant and Seasonal Agricultural Worker Protection Act (MSPA), and is intended to clarify when multiple employers may be held jointly liable for unpaid wages, overtime violations, or leave-related obligations.

The proposal distinguishes between two forms of joint employment: horizontal and vertical. Horizontal joint employment occurs when a worker has separate employment relationships with two or more related employers that are sufficiently associated with one another. For example, if two restaurants share ownership, management, or scheduling authority, an employee working for both may be considered jointly employed. In such cases, the Department would examine whether the employers coordinate operations, share supervisors, or have overlapping control over employment decisions.

Vertical joint employment applies when a worker is formally employed by one company, such as a staffing agency or subcontractor, but another business exercises significant control over the employee’s work. To determine this, the rule outlines four main factors: the ability to hire or fire the worker, supervision and control over work schedules or conditions, authority over pay and compensation methods, and maintenance of employment records.

Unlike the 2020 Trump-era rule, the new proposal allows courts and investigators to consider indirect or even potential control, not just direct actions taken by the employer. It also removes strict limits on considering economic dependence, meaning broader workplace realities may influence decisions. This approach aims to improve legal defensibility while still giving employers clearer compliance standards.

Latest EEOC Report Signals Shift Toward DEI Scrutiny, Pre-Litigation Settlements, and AI Adoption

The U.S. Equal Employment Opportunity Commission’s 2025 performance report issued this month reveals a major shift in enforcement priorities under President Donald Trump’s administration, signaling a stronger focus on workplace diversity, equity, and inclusion (DEI)

programs, religious discrimination, and what the agency calls discrimination against American workers.

The report highlights the agency’s efforts to challenge DEI initiatives it considers unlawful, mentioning DEI 14 times and emphasizing “anti-American bias” in hiring practices. One example was a $1.4 million consent decree involving LeoPalace in Guam, where the EEOC alleged foreign-preference discrimination.

The agency also reported recovering $660 million for nearly 17,700 workers facing workplace discrimination, with $528 million secured before litigation through mediation, conciliation, and settlements—the highest pre-litigation recovery in its history. This signals stronger pressure on employers during investigations before lawsuits are filed.

Additionally, the EEOC is expanding its use of technology, including texting platforms and artificial intelligence tools like Microsoft 365 Copilot, to improve communication, legal research, and case preparation.

The report reflects a broader philosophical realignment at the EEOC, with less emphasis on traditional civil rights protections for LGBTQ+ employees and a greater focus on scrutinizing workplace policies involving immigration and hiring preferences.

DOJ Secures $17M IBM Settlement in First False Claims Act Case Targeting DEI Policies

IBM has agreed to pay $17 million to settle allegations brought by the U.S. Department of Justice that it violated the False Claims Act through diversity, equity and inclusion (DEI) initiatives tied to its federal contracting work. The Justice Department, under the Trump administration, said the settlement is the first under a new enforcement initiative targeting DEI-related practices in companies receiving federal funds.

Officials alleged that IBM engaged in discriminatory policies by linking bonus compensation to workforce demographic targets, adjusting interview eligibility based on race or gender, and setting diversity goals for business units. The government also claimed the company offered training, mentoring, and leadership opportunities on the basis of protected characteristics rather than merit.

IBM did not admit liability and denied wrongdoing but agreed to settle and pay the penalty while also modifying or eliminating the contested policies. A company spokesperson said IBM’s hiring and promotion strategy is based on ensuring employees have the skills required by clients.

The Justice Department framed the case as part of a broader effort to ensure federal contractors do not use taxpayer-funded work to support what it described as unlawful DEI practices. The initiative follows a 2025 directive allowing False Claims Act enforcement against contractors alleged to engage in discriminatory diversity programs.

The settlement also reflects a wider political and legal campaign by the administration to restrict DEI programs in both government and private-sector contracting, alongside increased scrutiny of firms and institutions with diversity-focused policies.

Jeff Burke is an attorney at MacElree Harvey, Ltd., working in the firm’s Employment and Litigation practice groups. Jeff counsels businesses and individuals on employment practices and policies, executive compensation, employee hiring and separation issues, non-competition and other restrictive covenants, wage and hour disputes, and other employment-related matters. Jeff represents businesses and individuals in employment litigation such as employment contract disputes, workforce classification audits, and discrimination claims based upon age, sex, race, religion, disability, sexual harassment, and hostile work environment. Jeff also practices in commercial litigation as well as counsels businesses on commercial contract matters.  

MacElree Harvey is proud to announce that Partner Caroline G. Donato has been named a 2026 VISTA Today NextGen Superstar, recognizing emerging leaders making a meaningful impact in their professions and communities.

Caroline focuses her practice on criminal defense, representing clients and safeguarding their constitutional rights.

“I believe there is no greater professional responsibility than to protect an individual’s freedom, livelihood, and reputation,” Caroline said. 

A lifelong member of the Wayne community, Donato graduated from Radnor High School, the University of Pittsburgh, Widener University Delaware Law School, and later earned an LL.M. in Trial Advocacy from Temple University Beasley School of Law.

Her path into criminal defense was deeply influenced by her father, Arthur T. Donato, Jr., a respected Attorney in the same field. 

“I grew up watching him practice as if he was enjoying a hobby rather than having a job,” she said. “He introduced me early on to this world of protecting individuals when they need it most.”

Donato says that her proudest moments in her career are tied to the outcomes she secures for her clients.

“I feel the most pride when I do my best for a client and they secure a fantastic result,” she said.

Donato will be honored alongside the 2026 class of VISTA Today NextGen Superstars on April 30 at the Penn State Great Valley Conference Center in Malvern.

MacElree Harvey is proud to share that Carolina Heinle, Equity Partner in the firm’s Estate Planning and Administration practice, has been featured in the Philadelphia Business Journal as part of its Women in Law series.

In the feature, Carolina reflects on what drives her work:

“Being with my clients as they experience life’s milestones is a privilege that I will never take for granted.”

A Personal Approach to Estate Planning

Carolina’s practice is rooted in relationships, not just legal strategy. With an academic background spanning Haverford College, Yale University Divinity School, and Villanova University Charles Widger School of Law, she brings a strong foundation in ethics and a deep respect for each client’s individual story.

She advises individuals and families across Pennsylvania and Delaware on estate planning, tax strategy, business succession, and estate administration – always with a focus on long-term relationships and thoughtful guidance.

Experience That Resonates with Clients

With more than 15 years of experience, Carolina is recognized by Best Lawyers and Delaware Today as a Top Lawyer. As a mother of four and equity partner at MacElree Harvey, she understands firsthand the balance many of her clients are working to achieve.

Her inclusion in the Philadelphia Business Journal’s Women in Law feature reflects not only her technical skill, but her commitment to helping families plan with clarity, confidence, and care.

Learn more about Carolina Heinle and MacElree Harvey’s Estate Planning services at macelree.com/attorney/carolina-heinle.