Philadelphia employment discrimination lawyer
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* Civil assault and battery
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If an employer is mistreating employees, they must be held accountable. It can be overwhelming to start this process. However, The Lacy Employment Law Firm can help you make a convincing case to protect you best interests.
We tailor our advice to each client's needs. Our team puts the clients' best interests first. They provide trustworthy, honest feedback that is simple to comprehend and execute. We keep our clients updated and strive to keep them informed. You can contact your attorney directly if you have questions. Our attorneys also regularly text, email, or talk with their clients, depending on which method they prefer.
Employers must include in their employee handbook a notice explaining the policies they have. The Mayor's office will give the poster to the designated individual. Employers must include adequate notice in the employee handbooks. If they do not have them, employers must provide written notice. This notice must include at least five percentage of the workforce in English.
We can help you fight discrimination based on your gender, age, or sexual harassment.
Not only does the company get a substantial severance pay package for executives who decide to leave, but golden parachute clauses offer significant perks as well. These benefits could include a good salary, bonuses, retirement status, vested status, and other perks. They can be a source of major income for executives looking for a new job.
Noncompliance can result in severe penalties and substantial fines. This ordinance applies not only to city workers, but also to employees of entities with contracts with the City. Noncompliance can be dealt with by penalties, but not all.
Philadelphia's Health Care Law does not require employers or doctors to obtain a doctor’s note for every employee who takes sick days. Instead, employees receive paid sick days based on their hours worked. The law does have some nuances. Temporary placement agents are exempt from the law. This could make it more difficult for employers. Before they make any final decisions regarding whether or not the law applies, employers should consult an employment attorney.
At present, the federal minimum salary is $7.25. Philadelphia's minimum is $7.25. The state legislature is unable to increase it. Accordingly, the city cannot establish its minimum wage. It is still up for debate whether Philadelphia can change its minimum wage.
Age discrimination
According to the American Community Survey which measures poverty in Philadelphia in 2017, 44,000 residents 16 years and older earned less that $7.25 an hours in 2017. People who earned less than $7.25/hour were more likely Hispanic, to be young, and not to have a college degree. The data also shows that Philadelphia's minimum-wage earners are 63 per cent in four sectors. These include education services, retail trading, accommodation and foods services, and education services. While this percentage has decreased in the last decade, it still accounts for a substantial part of Philadelphia's workforce.
Employers must take reasonable steps in order to protect their staff and job applicants. You have a duty to them. If you fail to do so, you could be held responsible for a breach of your employment contract, or even constructive dismissal. Public sector organizations also have an obligation to protect employees from discrimination.
Racial Discrimination Laws In The Workplace
According to the American Community Survey, 44,000 Philadelphia residents earned less than $7.25 per hour in 2017. The lowest hourly earnings were found to be Hispanic, young and without a college degree. Data also shows that Philadelphia's minimum wage earners were 63 percent in four industries, including education, retail trade, accommodation, and food service. While the percentage has declined over the last decade, it still makes up a substantial portion of Philadelphia's workforce.
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Federal and state laws both prohibit discrimination based upon race, color, national origin. The laws of each state differ in how they determine if there has been racial disparity and which agencies to contact. To avoid legal consequences, you must act quickly as the deadlines for filing a claim are very strict.
It is possible to use your sick time for medical treatment of an injury or illness. It can also be used by employees to care for their family member or attend long term care appointments. Employers are also prohibited from using sick time to retaliate against employees.
Inflation has reduced Philadelphia’s minimum wage
Many of our clients don't have any current disputes with their employers, but they need help to level the playing field and understand how legal documents are interpreted.
Employers should provide sick leave for employees
Employers may request a note from a doctor when an employee is absent for a sick day if the law has been applied consistently to all employees. Employers should limit requests for doctor’s notes in order to verify that an employee receives healthcare. However, they should not attempt diagnose the employee’s illness. Employers can research the laws that govern paid sick leave in their state and local jurisdictions to see which regulations apply.
A disability refers to a perceived or real impairment of one or more functions. This includes disabilities that affect sight, hearing or mobility. It could also cover mental, emotional or other conditions. It also applies to those with a history involving a disability, such as bipolar disorder and cancer.
Philadelphia employment discrimination lawyerb e s t e m p l o y m e n t l a w y e r s i n p a
* Sexual harassment
Federal law forbids discrimination against protected classes. These classes include race and religion as well as ancestry, color, national origin, and color. It also prohibits discrimination on the basis of disability, age, or association to people from these protected groups. Employers are required in many instances to treat all employees equal.
Employers will find it difficult to fire disabled employees due to discrimination in the Americans with Disabilities Act. If the company is able to make reasonable accommodations to assist disabled employees in their work, they can avoid firing them. Employers with 15 or more employees are not subject to this law.
Although discrimination based upon disability is illegal in the United States, employers aren’t required to give disabled people preferential treatment. Employers are free to select the best person for the job based only on his or her qualifications. This exception is only if the disability poses a substantial burden to the company.
Employers must also provide paid sick leave and post a notice explaining their policies in their employee handbook. The Mayor's Office or a designated person will provide the poster. Employers must give adequate notice in employee handbooks. If handbooks are not available, employers must send written notice to employees. The notice must be in English, and at least five per cent of the workforce can understand it.
We will fight for you whether you have been discriminated because of your age, gender, or sexual harassment.
Executive employment agreements should include non-compete- and nonsolicitation clauses. These clauses can protect an executive’s knowledge, reputation, experience, and skills. They also can restrict a company’s ability for hiring and firing employees. It does not matter how long an employee stays with a company. However, it is important for executives to read and understand the terms of their employment agreements in order to negotiate the most favorable conditions.
Both federal and state laws prohibit discrimination on the basis of race, color, or national origin. State laws can be different in determining if racial discrimination occurred and which agencies to contact. You must act fast to avoid legal consequences.
* Breach
Employees can suffer from psychological distress if they are subject to discrimination because of their religion at work. Employees may feel depressed, low self-esteem and other issues as a result. Employees who are subject to discrimination on the basis of religion could lose their support networks. This could lead to hostile work environments and high turnover rates.
Non-compete clauses and non-solicitation clauses should be included in executive employment agreements. These clauses protect the executive's reputation, knowledge, and experience. They can also limit a company’s ability to hire and fire executives. No matter how long an executive stays with a company for, it is important that you review executive employment agreements to ensure the best terms.
* Civil assault or battery
How do I Recover My Lost Wages?
There are a lot of different practice areas for employment related disputes. Although wage loss might be considered labor law, we handle these types of issues. The Fair Labor Standards Act protects you from your employer stealing your wages. Also, like state anti discrimination laws, PA has anti-wage theft laws that protect you. Wage and hour claims comprise a good portion of the legal issues that we see. Let us help you recover your unpaid wages.
What Other Types of Employment Law Claims Do You Handle?
Employment law is much more than workplace discrimination. You might need legal counsel to help with employment agreements, contract negotiations, or a severance agreement review. There is also law that applies specifically to public sector employees. New Jersey employment laws differ from Philadelphia employment laws. And there are aspects of business law with an employment element as well. Perhaps you saw some illegal activity at work, then you can bring whistleblower claims. Did you suffer a personal injury at work? Then you have a workers compensation claim. Maybe your employer is accusing you of breaching a non-compete agreement or taking trade secrets with you to a new company. You will definitely need us in this case. There are so many different aspects of employment law. Give us a call and find out.