Brian M. Doyle Associate

Since 2011, Brian M. Doyle has devoted his career to fiercely and compassionately helping clients overcome legal problems that threaten their life’s work, financial security, self-esteem, and peace of mind. His practice focuses on Labor and Employment Law, Civil Rights and Discrimination, Disability Law, and Social Security Law, in which he represents both individuals and small businesses. Brian understands that both employers and employees need particular and individualized legal counsel in order to protect their unique interests.

Brian’s practice includes:

  • Assisting small businesses in navigating the regulatory hurdles associated with hiring, disciplining, firing, and otherwise managing employees
  • Defending small businesses that have been accused of misconduct
  • Representing employees who were wrongfully terminated due to serious illness, pregnancy, disability, ethnicity, age, religion, race, or gender
  • Reviewing and negotiating severance agreements
  • Guiding clients who were unable to work due to illness or injury through the complex process of obtaining health insurance and disability benefits
  • Blocking insurance companies and the Social Security Administration from clawing back benefits that they had previously awarded to disabled individuals

Straight out of law school Brian opened his own firm in New York City, focusing on important civil rights and government misconduct cases. In addition to his private practice, Brian served as a member of a consortium of dedicated attorneys who represented prison inmates in a high-profile civil rights case which successfully challenged the policy of sending inmates to mental institutions without due process following the completion of their sentences.

Brian returned to the Philadelphia area in 2015 and clerked for the Honorable Paul P. Panepinto, who was assigned to criminal matters in the Court of Common Pleas of Philadelphia County, Pennsylvania.

Brian joined the Law Office of Faye Riva Cohen, P.C. in 2016, to return to what he loves best—working closely with clients in order to provide practical solutions to their problems.


  • After paying a client disability benefits for many years, an insurance carrier informed Brian’s client that it had paid her too much and demanded its money back. The carrier also informed the client that it would reduce the monthly benefit amount that she received. Brian appealed. While the carrier agreed not to require the client to return the overpayment, it insisted on the monthly benefit amount. Brian and Faye filed suit and demonstrated that the carrier had made a mistake in interpreting its own policy. The carrier settled for a significant sum of money.

Civil Rights

  • Brian’s client was a nurse diagnosed with cancer. Her insurance carrier denied payment of disability benefits. Shortly after Brian notified the carrier that he would appeal, the carrier reversed its denial. But Brian wasn’t finished yet. He believed that the nurse’s former employer had violated her rights under the Americans with Disabilities Act. He convinced the employer that they should have provided the nurse with extended medical leave rather than terminating her employment, forcing her to rely on disability coverage. The employer ultimately gave the nurse a significant settlement in exchange for her promise not to sue.
  • Brian’s client was a computer programmer who became pregnant and took an occasional sick day—in conformity with her employer’s policies—to visit doctors or to recover from morning sickness. The employer terminated the client claiming it was unhappy with her work performance. Brian wrote a strong letter to the employer advising that it likely terminated his client in violation of the Pregnancy Discrimination Act. Based on Brian’s argument, the employer agreed to a considerable settlement in exchange for the client’s promise not to sue.
  • Brian’s client, a small business owner, was engaged in ongoing disputes originally initiated by his neighbors. The neighbors contacted township officials—with whom they had a personal relationship—and made false allegations against the client. The township officials forwarded the neighbors’ complaint to the police, who arrested the client, despite lacking evidence of any wrongdoing. Brian filed suit in federal district court alleging that the police violated his client’s fourth and fourteenth amendment rights under the U.S. Constitution. As a result of Brian’s efforts, both the township and the neighbors settled under terms highly favorable to his client.


  • Brian’s client worked in sales for 25 years for a large national company and agreed to relocate to another state. A few months after he relocated, the company laid him off claiming that his job performance did not meet the established standards. The company did not give the client an option to transfer elsewhere or to transfer positions. The client felt that the real reason for his layoff was that the company had to pay large medical expenses for an ill family member that year. Brian greatly expanded the company’s severance package; extended the client’s insurance coverage for a lengthy period; secured an additional cash-bonus payment for the client; compensation for his attorney’s fees; and secured all commissions to which the client was entitled. Brian accomplished this without filing a lawsuit.
  • Brian’s client was a highly educated individual who was hired by a government agency. The client’s supervisor unfairly criticized and disciplined him in collusion with the agency’s human resources director. The agency terminated the client, and the client appealed. At the Commission hearing, Brian proved that the human resources director had not followed the agency’s progressive discipline guidelines, falsified paperwork, and lied under oath to justify the client’s termination. As a result of Brian’s efforts, the attorney for the government agency, who originally vigorously defended the case, settled for significant funds.
  • Human Resource Law from A to Z, National Business Institute, April 9, 2019
  • Employment Arbitration Clauses: What You MUST Include in Light of Recent Rulings, National Business Institute, February 22, 2019
  • Employee Relations: Legal Solutions to Sensitive Workplace Issues, National Business Institute, November 2018
  • Responding to EEOC and State Agency Charges, National Business Institute, July 2018
  • Discrimination and Harassment, National Business Institute, December 2017
  • Is Your Workplace Handbook Up-To-Date? Essential Components and Sample Policies for Today’s Workplace & Wage and Benefits Issues, National Business Institute, November 2017
  • Ethical Issues in Employment Law, National Business Institute, November 2016
  • Employment Law for Accountants, Center for Professional Education, October 26, 2016