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We know that your job is important to you and your family. That is why The Lacy Employment Law Firm will support and defend your unique employment situation.
Pennsylvania's new minimum wage rules are important to know if you live there. A few changes have been approved by the state's Department of Labor & Industry that will impact overtime and pay for tipped workers. These updates include the tip pooling rule, and new requirements to be classified as a "tipped worker" on August 5, 2022.
Discrimination on the basis of national origin
Exclusions from the overtime pay and minimum wage rules
An executive employment contract should contain a clause that describes the termination process. This clause should also include the right of quit for good reason. Negotiating this clause should be done carefully. A poorly drafted clause can result in litigation or disapproval. Before you sign any employment agreement, it is crucial to consult with a qualified attorney.
Discrimination based upon national origin is a common problem. Unfortunately, many employers don't know that it is illegal to discriminate against anyone based on their nationality or ethnicity. They may not realize that their actions could have serious consequences. It is important to be familiar with the laws that surround discrimination.
Inflation has reduced the value of the federal minimum wages, which are also Pennsylvania's minimum wages. Philadelphia's minimum wages are among the lowest in large U.S. cities. Since 2006, Philadelphia's minimum wages have fallen below the minimum national standard. The economic state and policies in Philadelphia will determine the trajectory of minimum wage trends during the post-COVID-19 period.
Discrimination against qualified employees with disabilities is prohibited under the Americans with Disabilities Act as well as the Pennsylvania Human Relations Act. Although these laws don't cover all cases, they do prevent employers from discriminating. Employers are required by law to provide reasonable accommodation to ensure their employees feel comfortable.
Employers must provide sick leave paid for
Philadelphia's minimum income is only one factor in the equation of poverty reduction. The minimum wage not only affects the amount of money a worker earns, but also the hours he/she works. Numerous studies show that raising a minimum wage is not just good for the economy but can also help keep young people off the streets.
Our clients enjoy a time-saving and cost-effective experience. We won't be afraid to defend what is right. Our clients are our priority and we work tirelessly to protect their interests. Our goal is always to exceed expectations, applying compassion, wisdom, insight and our compassion to each case we take on. We are proud of our stellar reputation and can deliver outstanding results for our customers.
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Pennsylvania employers must be cautious about adjusting their minimum wage. Employers are required to pay at least $684 per worker or $355,568 per calendar year under the PA Minimum Wage Act. Employers should ensure that they keep track of hours worked and pay overtime for work hours that exceed the threshold.
The minimum wage in Philadelphia is just one part of the equation to alleviate poverty. The minimum wage has an impact on not only how much a worker makes but also how many hours he or she works. Numerous studies have shown that increasing the minimum wage not only benefits the economy but also keeps young people off the streets.
Is it possible to be fired for being sick in Philadelphia
Employers must post a notice stating their sick-leave policy, in addition to offering paid sick time. This notice must be in English, as well as any other language that is used by 5% or more of the workforce. Employers should also include adequate notice in employee handbooks. Employers must also provide written notice to employees if they do not have handbooks. This notice must include information about the employee's hours worked and their annual salary.
Title VII of 1964's Civil Rights Act of 1964 makes discrimination based upon national origin illegal. Employers cannot discriminate against employees based upon their race, religion, or nationality. This law applies to employers with 15 or more employees as well as employment agencies and state and local governments as federal government agencies.
Philadelphia recently passed new legislation that will require employers offer sick leave for employees. COVID-19 (a Philadelphia law) is a section of the code that addresses "promoting healthy workplaces” as well as pandemics. It will require all health care providers to offer sick leave for employees who become infected by the COVID-19 viruses. This law will apply to employees in nursing homes and hospitals as well home health professionals. To be eligible, employees need to have worked at the least 40 hours over the past three months.
Pennsylvania's law governing paid sick leave mandates that employers with 10 or more employees must provide sick time for their employees. This law also requires that employers offer paid sick time to workers who work over forty hours per annum. This law does however not cover workers who are hired for less then six months or independent contractors. Additionally, adjunct professors or workers covered by a collective agreement are not subject to the law.
In certain circumstances, the federal government may also try to restrict non-solicitation agreements. These clauses may not be used by employees who have low salaries or do not have access to trade secrets. This is particularly true for contractors.
Harassment based on race is against federal law. Employers may be held liable in some cases for violating this law. Federal law protects employees under the age of 18. The law prohibits discrimination on the basis of age, race or disability.
Our practice areas include:
Exclusions from overtime and minimum wage pay rules
FMLA claims
We offer assistance to Pennsylvania employers looking to comply with federal and state laws.
COVID-19 claim
* Infractions regarding overtime
COVID-19 claims
Age discrimination
A provision concerning confidentiality is an important aspect of any executive employment agreement. Executive management employees have often access to sensitive financial and business strategies that could prove to be detrimental to the company if they are not used properly. The majority of this information is protected by statutory Trade Secret Protections. However, the executive employment contract should explicitly outline confidentiality obligations.
Even subtle discrimination can cause legal problems. A company's dress code may not allow for religious attire. If a potential employer asks a job candidate to take off his yarmulke, it can result in the denial of his application. A yarmulke, an integral part of Jewish religious practices, is essential. Religious attire may also be associated with one country or region, and could be discriminatory based on national origin.
The American Community Survey measures Philadelphia poverty and reports that 44,000 people aged 16-plus earned less than $7.25/hour in 2017. People earning less than $7.25 an hour are more likely to have a college education, be Hispanic or young. This data shows that Philadelphia had a minimum wage of $6.25 an hour. It also revealed that 63% of Philadelphians were employed in four different sectors: education services, retail, accommodation and food, and retail trade. Although this percentage has been declining over the past decade it still represents a significant part of Philadelphia's workforce.
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