labor & employment attorney
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According to the American Community Survey which measures poverty in major cities, around one third of Philadelphians earned $7.25/hour or less in 2018. This percentage is more Hispanic than non-white. More than one third of the workers were below the age of 24, and had never completed college. Philadelphia's minimum wage employees were mostly young adults. These numbers may not be accurate because they do not include certain workers who were not covered under the minimum wage or whose employer did not follow the law.
We can assist you in any litigation that may be arising from your employment.
The Lacy Employment Law Firm in Philadelphia has the experience and knowledge to assist you in defending your rights by effectively applying the law.
Philadelphia's law on health protects employees no matter what the reason is for an employee not being available. It requires employers to give sick time to their employees. A sick employee must be paid at minimum 80% of the regular salary if they need to recuperate from an illness.
Non-compliance is a serious offense that can result from severe fines. This ordinance doesn't just affect city workers; it also applies to employees of entities that have signed contracts with the City. For noncompliance, penalties are not an option.
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We have assisted people of all backgrounds in cases such as overtime violations, harassment cases, wage disputes, wrongful firing matters, and many other matters. Let us fight for your rights, employees. Our work is your work. We will always help you do the right thing and make sure that it is. Our Philadelphia employment lawyers can also assist you if your job has been damaged. These trying times don't have to be yours alone.
The Lacy Employment Law Firm may offer to accept your case on a contingent fee basis. That means that, if you take our case, you are not obligated unless we recover the funds for you.
Employers cannot fire disabled employees if they violate the Americans with Disabilities Act (ADA). Employers can provide reasonable accommodations for disabled employees so that they do not lose their jobs. This law applies only to employers that have 15 or more employees.
The assistance of an experienced Philadelphia employment attorney can help to understand the arguments against you and protect your rights as an employer. Our law group is there to help you ensure fair and ethical treatment of yourself and others.
These laws make it illegal to discriminate on the basis of disability in employment. This includes hiring and firing as well as terms, conditions, privileges and duties. Employers can't discriminate on the basis of age, gender, national origin, race, and gender. Employers cannot discriminate based on sexual orientation, political affiliation, or gender.
* Discrimination against people based on their race, color and gender, LGBT status/identity, national origin, religion or age
The United States has made discrimination against people with disabilities illegal. Employers are not required to offer disabled persons preferential treatment. Employers can select the best candidate based upon their qualifications. Only exceptions to this rule are when the disability places a significant burden on the company.
Employers are prohibited from discriminating against disabled employees, regardless of their ability to pay. These laws also prohibit discrimination based upon sex or gender identity. Additionally, these laws prohibit discrimination against pregnant or nursing women and those with certain disabilities from receiving certain benefit. Employers can't publish or circulate ads discriminating on the basis for disability.
Employers must provide sick leave policies and posted notices to inform employees that they are providing sick time. The notice must be available in English as well any language that is commonly used by 5%. Employers are required to give sufficient notice to employees through their employee handbooks. Employers who don't have handbooks must provide written notice to their employees. Notifications should contain information like the number of hours an employee worked and how much they earned over a calendar year.
You could face severe consequences if you don't comply
In less than six months, Pennsylvania's minimum salary for exempt employees will surpass the federal minimum standard. Pennsylvania's overtime pay and state minimum wage rules were established in 1968. Pennsylvania follows the federal minimum wage standards and the salary exemption minimums set forth in the Fair Labor Standards Act.
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Other federal and state laws also prohibit discrimination against qualified disabled employees. These laws prohibit discrimination on the basis of sex, gender identity, age, nationality, sexual orientation, or sexual orientation. They also prohibit discrimination against pregnant women or those with disabilities. Employers cannot post or circulate advertisements that discriminate on the basis of disability.
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We also offer services to Pennsylvania employers, who need help with compliance with federal and state law, creating policies, contracts, or drafting handbooks.
Overpaid golden parachute payments may be subjected to taxation. Prior to purchasing a golden chute, executives will need to be aware of the tax implications. Excessive parachute payments can be avoided by raising the base for compensation before any change of control. This strategy could have a long-term effect on executive compensation.
Executive employment agreements usually cover compensation, benefits and equity grants. They also address termination. The most contentious topic of all is the termination clause. It is important to include a complete termination clause in any executive employment agreement. Here are the facts.
* Infractions to the Minimum Wage
Noncompete claims
Employers can't fire disabled employees because of discrimination under the Americans with Disabilities Act (ADA). If the company makes reasonable accommodations to enable disabled employees to perform their jobs, they are protected from being fired. Employers with more than 15 employees are exempt from this law.
Philadelphia's poverty rate is especially severe, despite the fact that cities tend to have lower poverty rates in America than suburbs. A Pew Research Center study found that Philadelphia ranks second in poverty to Pittsburgh and 12 other large metropolitan areas. A two-member household earning less than $15,080 a year would be considered to be in the lowest rung of poverty. These people are often in low-wage occupations such as cashiers, nurses aides and chefs.
* Whistleblower claims
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We at The Lacy Employment Law Firm understand that your livelihood is dependent on your employment. This is why we will do our best to help you and your family.
Employers have a responsibility to take reasonable measures to protect employees and job seekers. This is your duty. If they are not protected, you can be found guilty either of a violation of your employment contract (or a claim for constructive dismissal). Public sector organizations are also responsible for protecting workers from discrimination.
A termination clause for an executive employment contract should clearly describe the conditions of termination. Also, the amount of severance compensation if the employee doesn't perform the job. The termination of an executive without payment for severance is a breach in contract. It could lead to a lawsuit.
We help employees, and groups of employees, with workplace issues and claims. Your rights are protected, whether you have been unfairly paid, suffered harassment or discrimination in the workplace, or face a wrongful firing. We have represented hundreds on behalf of our employees in negotiation, mediation and arbitration as well as in court proceedings in federal and state courts. We are knowledgeable, passionate and experienced advocates for employees. Contact our Philadelphia employment lawyer today.
Every client is unique, so we adapt our advice to suit your needs. Our team is committed to putting clients' interests first. We provide honest and trustworthy feedback that is easy for clients to understand and implement. We will keep you informed about your case's progress and keep you up-to-date on all developments. You can reach your attorney direct if you have any questions. Our attorneys are available to email, text or talk to clients depending on their preference.
* Illegal wage deductions
labor & employment attorney
d i s c r i m i n a t i o n l a w y e r s i n p a
Golden parachute
Employers can follow the law by either adopting an existing benefit policy or creating a new standalone benefit that complies with the law. Employers looking to eliminate voluntary paid sick leaves should review their policies.
You must act immediately if you experience discrimination on the job based upon your nationality. A national origin lawyer is an expert in the field and can help you make a claim. This person can help determine whether you should file a lawsuit. They will also ensure that your case is filed within the applicable deadline. The next step in proving your claim is to gather evidence. These documents can include emails or disciplinary records, as well as employee files.
Our Philadelphia employment lawyers proudly represent workers of all backgrounds and industries in a variety of employment law cases. We are committed to preventing similar accidents from happening in the future by correcting the wrongs done to hardworking people.
FMLA claims
* Actions in class under the Wage and Hour Law
Employers that have ten or more workers must also provide sick time. The ordinance requires covered employers to allow eligible employees up to 40 hours of sick pay per year. Employers can provide more time than this amount. Philadelphia employees who are covered will be able to earn paid sick days from the start of their employment. One hour will be earned for each forty hours worked. This means that employees will need to wait 90 days before they can use their 40 hours of sick leave.
Should I hire an Employment Attorney?
The answer is almost always yes. Sometimes this will require paying by the hour for straightforward legal advice for your employment dispute. Legal representation is worth it. You will save money down the road by protecting yourself against wrongful termination or other employment problems. An employment attorney can help you navigate difficult work situations. We represent employees in all types of employment law cases and employment disputes. If you have been wrongfully terminated, let us know how we can help in your wrongful termination suit.
How Do I Choose an Employment Lawyer?
Choosing an attorney is not easy. Here�s some things we suggest you consider. Look at the attorney�s credentials. If an attorney went to a top law school, you can expect a certain standard of competence. You should then look at experience. Does the attorney have some listed experience on their website that makes them stand out? But, above all else, you should trust your gut. If your attorney seems like a jerk, do not hire him or her. Contrary to popular belief, being a jerk attorney is not an asset in law; it is a liability. A good attorney will have good relationships with opposing counsel. This relationship can and will help you get a better outcome. Jerk attorneys never form these relationships.
Do You Give Free Consultations?
We do give free consultations. Unfortunately, due to extreme call volume, we cannot offer a free consultation to everyone. But we will let you know within 2 hours whether we can offer one. Give us a call. You will get a response. And we find that our clients appreciate knowing quickly whether we will be giving them an initial consultation. If we cannot give you a free consulations, we will wish you the best of luck. We hope to help as many people as possible. But we can only form an attorney client relationship with so many people as we pride ourselves in maintaining the highest standards of lawyering. And you cannot maintain high standards if you take every single case.