employment lawyer harassment

Employers cannot discriminate against employees based upon race, color and marital status. Employers cannot discriminate against people of a certain age, except if it is a bonafide occupational qualification.

Pennsylvania's law regarding paid sick leave requires that employers who have ten or more employees provide sick time. The law requires employers to provide sick leave for all employees who work more than forty hours per year. This law does not apply to independent contractors, seasonal workers, or workers who have been employed for less than six month. The law doesn't apply to adjunct professors and workers covered by a collective bargaining arrangement.

Pennsylvania's new minimum wage rules should be familiarized to tipped workers. The Department of Labor & Industry approved a few modifications that will affect overtime compensation and tipped worker's pay. The updated rules, including the tipping rule and new requirements to classify as a "tipped employee," are set to take effect on August 5, 2022.

According to NBC10 Pennsylvania's new minimum wage laws aim to protect tippers in the state. Employers cannot deduct tips for non-cash fees. These new rules require employers to explain clearly to customers that automatic service charges aren't tips. Finally, workers must be allowed at least 80% to be spent on tip-generating work.

Sexual harassment claims

Employers cannot discriminate against qualified disabled workers, in addition to the racial discrimination laws. These laws also prohibit discrimination against qualified disabled employees based on gender identity, sex and national origin. These laws also prohibit discrimination against pregnant and breastfeeding women, as well as people with certain disabilities, from receiving certain benefits. Employers are prohibited from publishing or circulating ads that discriminate against disabled people.

We will provide a confidential, no obligation legal consultation for you to discuss your situation, offer advice, or provide representation.

The Americans with Disabilities Act protects employees with disabilities from being fired. The law protects employees with disabilities from being fired by their employers. In order to enforce their rights, they may file a lawsuit.

Can you get fired for being sick?

Philadelphia sets a minimum hourly wage of $7.25 for workers. This wage is slightly less than the federal minimum. Despite this low minimum wage, many Philadelphians are paid far less than what the federal minimum wage. This does not improve the state's unemployment rates and increases the city's level of need.

Philadelphia law also requires that employers provide paid safety time for their employees. Employers that have 50 or more employees need to provide their employees with up to eight hours of unpaid safety leave. This amount may vary depending upon the size of your company. This law does not apply for small businesses with just one or two locations. Employers can have multiple locations. However, this would not count towards the law's "10-employees count". The law doesn't specify how to identify which employees are covered. For clarification on these and other issues, employment counsel may be a good option for employers.

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All employment law services are covered by us. This includes whistleblower, harassment and discrimination, wage and hours, wrongful termination claims and advice and representation in severance negotiations, equity agreements, non-competition agreement, and any other contract negotiations.

Inflation has driven Philadelphia's minimum salary down over the past decade. The cost of living has increased dramatically. A $7.25/hour worker full-time would see a $2.578 increase in this year's salary. Inflation means that this amount is huge for someone who works full time.

The American Community Survey measures poverty rates across major cities. It found that roughly one-third to three quarters of Philadelphian workers earned $7.25 an hr or less in 2018. This percentage is higher among Hispanics and others. One-third of the workers had less than 24 years of age and didn't have a college education. Philadelphia's minimum wage earners were young adults. These figures are not necessarily accurate as some workers were not included in the minimum wage law.

* Class actions under the wage and hour law

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.

An important term in executive employment agreements refers to "devotion for employment." An Executive must dedicate substantially all his time and effort to fulfilling his Company's duties under this clause. This means that an Executive cannot be authorized to engage in outside employment.

employment lawyer harassment

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.

* Interference with contracts and defamation

Employers often use gold parachutes to attract high-ranking employees. Most top executives seek security, especially when the company is vulnerable to mergers or acquisitions or has high turnover. This can be a way to attract high-ranking executives to a company. Additionally, executive may be more open to staying in a company that offers a golden parachute than one that does not.

* Actions in class under the Wage and Hour Law

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Both workers and employers would benefit from an increase to the minimum wage. It would create more jobs in the local economy, and lower state service costs. It would also help businesses who are struggling to fill open roles. The Republicans in the state legislature believe that minimum wage rises should be determined based on market conditions.

While employers often take responsibility for their employees' ethical and fair treatment, there are some who exploit their workers in order to avoid their financial responsibilities or simply because they believe that they can.

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.

Pennsylvania's law concerning paid sick days requires that employers with ten employees or greater must offer sick time to their employees. This law also requires employers to offer sick time to employees who work at least 40 hours per week. This law does, however, not apply to seasonal employees or independent contractors. Aside from adjunct professors, workers covered under collective bargaining agreements are exempted from the law.

According to the American Community Survey, which assesses poverty rates in major cities in America, approximately one-third (33%) of Philadelphia's workers earned $7.25 per hour or less in 2018. This is a large percentage of Hispanics and non-whites. Over one-third of workers were younger than 24 years old and had not completed a college degree. Philadelphia's minimum wage workers were young adults. These figures could not be exact because they include workers who weren't covered by the minimum wage law or whose employers didn't comply with it.

Harassment at work that is based upon protected classes is illegal in both federal law and state law. It refers to any behavior pattern that creates a hostile work environment, which can lead to an adverse employment decision. This type can be directed at your supervisors or coworkers but it also happens outside the workplace.

Philadelphia's poverty problem is especially serious, despite the fact the United States has lower rates of poverty than its suburbs. According to a Pew Research Center report, Philadelphia is tied in terms poverty with Pittsburgh (and 12 other large-sized cities). A household with two members would earn less than $15,000.80 per annum to be at the bottom of the poverty ladder. Many of these people work low-wage jobs, such as chefs, cashiers, and nurses aides.

Our experienced Philadelphia employment lawyers at The Lacy Employment Law Firm can help you to uphold the law by using it effectively.

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.

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.

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It is important to keep in mind that non-solicitation agreements have an expiration date. Courts tend to view longer-term contracts that do not include non-solicitation as suspicious. A transitional non-solicitation deal is a good option if you're selling your business. This will protect your company against losing important clients or employees.

Discrimination based upon religion

The current federal minimum wage in Philadelphia is $7.25. However, the state legislature has no power to increase it. Because of this, the city can't set the minimum wage. Philadelphia, however, is unable to set its minimum wage. There has been some debate about this.

Protecting your rights is as simple as taking action when you face discrimination from a national origin in the workplace. Consulting an experienced national origin attorney is the first step in pursuing a legal claim. This attorney will help you determine whether to file lawsuits and ensure that your case remains within the statute of limitations. The next step will be to gather evidence or documents to support your claim. These documents may include emails and disciplinary documentation, or employee files.

A variety of reasons can be used to take sick leave, such as for treatment for an injury or illness. Employees may also use it for caring for a family member, or attending long-term healthcare appointments. Employers are forbidden from retaliating against employees for using sick time.

A termination clause for an executive employment contract should clearly identify what constitutes "cause," which includes any offenses that may be committed against the company or its shareholders. In many cases, the meaning of "cause", which is often vague and ambiguous, can be a problem. It is possible that an employee does not know the reason for termination.

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Frequently Asked Questions

Here are some questions that you should ask. How long will my case take? Am I better off settling early? Will you drop my case if we do not settle after the EEOC process? Have you handled this type of case before? How much of your practice is devoted to employment law?

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.

Although different cases warrant a different fee structure for typical employment related legal matters, your employment attorney will take 40% of the settlement amount. You won�t see this number stated on very many websites, but we believe in transparency for our employment law clients. The reason for this number is simple. We take all the risk. We will front your expenses and take the risk of losing everything if we do not get you a settlement or verdict at trial. Further, we go against the best. Unlike personal injury attorneys, we are up against attorneys for big corporations with unlimited resources in employment related litigation. Fighting workplace discrimination is hard. But we relish the challenge and fight to achieve the best results in the employment matters that we pursue.