lawyers for harassment and discrimination

labor & employment attorney

Philadelphia law also requires employers provide paid safe time to their employees. Employers who have 50 or more employees are required to provide at least eight work weeks of unpaid safety time. This may be higher or lower depending on the company's size. Small businesses with only one or two offices are exempt from this law. Employers could have multiple locations which would not make up the "10-employees" count under this law. Additionally, it is difficult to know which employees are covered under the law. To clarify these and other issues, employers may want to consult with an employment counsel.

The Illinois Freedom to Work Act is a significant addition to the protections offered to employees. It became effective January 1, 2022. This law also gives employees a better position in negotiations. In addition, the Freedom to Work Act will protect employees by mandating attorneys fees for Employers who initiate litigation.

Our practice areas include the following:

What to look out for in Executive Employment Agreements

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.

These laws protect employees against discrimination based on their gender, age, sex and national origin. Harassment against a protected class based on their age, gender, national origin or military service is also illegal.

Non-solicitation can be a difficult issue to prove. Although it is possible for former employees to prove they were actively seeking out new employers, it is difficult to prove they have not reached out to clients or customers. While it may be possible for former employees to hand out business cards, this is not likely to constitute solicitation.

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.

Federal law declares that harassment based on race violates the law. In certain instances, an employer might be found responsible for violating federal law. Employees who are less than 18 years old are protected under federal law. The law bans discrimination based in age, race/disability, or marriage.

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Executive employment agreements include a crucial term: "Devotion to Employment." This clause states that the Executive must give his full attention to his Company's duties. This means that the Company must first authorise the Executive to engage in any kind of outside activity or employment.

Inflation has caused Philadelphia's minimum wage to decline over the last decade. Living costs have risen significantly and a worker working full-time, year-round, earning $7.25 an hour, would be entitled to a $25,578 pay cut. For someone working full time, that is a significant amount of money when you factor in inflation.

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.

civil rights and discrimination lawyers

* Retaliation

Discrimination against race

Executive employment agreements cover compensation and benefits, equity grants and length of employment. They also often address termination. Most contentious of all the topics is termination provisions. In executive employment agreements, you should include a comprehensive termination clause. Here are some facts.

Philadelphia has a particularly high poverty rate, even though cities are more likely to be poorer than suburban areas. According to a Pew Research Center survey, Philadelphia is tied for 12th place in terms of poverty with Pittsburgh and 12 large cities. Two-person households earning less that $15,080 annually would fall into the lowest bracket of poverty. Many of these people work in low-wage positions such as cashiers and nursing aides.

labor & employment attorney
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Discrimination against disabled employees is prohibited by the Americans with Disabilities Act (the Pennsylvania Human Relations Act) These laws are not applicable to all situations, but they can be used to stop employers discriminating against employees with disabilities. Employers must make reasonable accommodations for employees' comfort.

Some harassment situations will not fall under the umbrella of workplace racism. But others may. Repeated instances of racist-motivated physical assault and repeated use of derogatory language will not result in a hostile working environment. A hanging noose reminding of lynchings might be considered workplace harassment.

Many of our clients are not in a dispute with their employer, but require assistance to level the playing fields and understand legal documents.

Discrimination on the basis of religion can occur in many different ways. It can be any phase of an employer's employment cycle. This includes hiring, promotion, salary, firing, and even termination. It can also include denial of benefits, harassment based on religion, or employer choice to transfer applicants.

Employers have two options: adopt an existing policy, or create a standalone benefit that meets the law's requirements. Employers who want to eliminate their voluntary paid sick time should review their policies.

Employers can either adopt an existing policy or develop a new benefit that meets all the requirements of the law to comply with the law. Employers that are contemplating eliminating voluntary paid sick days should examine their policies to ensure compliance.

* Whistleblower claims

Philadelphia recently passed a new law which will require employers provide paid sick days to their employees. COVID-19 refers to Philadelphia's code which deals with "promoting healthier workplaces" as well as pandemics. It will require employers in health care to offer paid sick leave to employees who have been diagnosed with the COVID-19 disease. This law covers employees working in hospitals, nursing homes, and home-based health care providers. To qualify, employees must work at least 40 hours in the last three months.

The laws also protect employees from illegal discrimination based sex, gender, nationality, ancestry and pregnancy. Harassment that is based upon a protected category, such as age, sex or national origin, is also prohibited.

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* Sexual harassment

Walmart also had a case involving a Walmart employee, who was employed for 15-years. The employee was requesting reasonable changes to her schedule, but she was denied. Her disability was a reason she was denied promotions. The EEOC ruled that the company had to pay almost $40K to the employee, and cite her disability.

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.

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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.