best lawyer for work related issues

labor employment attorney

No matter if you've been discriminated against for your age, sexual harassment, or denial of the wages you deserved, we're here to help.

An executive employment agreement should include a confidentiality provision. Many senior management employees have access to financial information and business strategy that could be detrimental to the company. Although statutory trade secrets protections are often used to protect this information, executive employment agreements should specify confidentiality obligations.

Breach of contract

All employment law services will be handled by us, including whistleblower, harassment, wage-and-hour, wage and hour, andwrongful termination claims. We also advise and represent clients in severance negotiations and non-competition agreements, equity arrangements, and other contract negotiations.

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.

There are several ways you can avoid executive employment agreements that prohibit solicitation. You should be careful not sign a nonsolicitation agreement if you're not ready to leave the organization. You may not be aware of the hidden traps in non-solicitation agreement. Non-solicitation arrangements can also be hidden in share options, retirement programs, or bonus awards.

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Employers can adopt existing policies or create new benefits that meet the requirements of law to conform to the law. Employers considering eliminating their voluntary sick leave should review the policies in place to ensure compliance.

People from all walks of life have been helped with cases involving overtime violations, sexual harassment, wage and hours disputes, wrongful termination, and other issues. Let us help you protect your rights as an employee. We want you to do your best work. If you have been hurt on the job, our Philadelphia employment law lawyers can help. These difficult times do not have to be overwhelming.

Non-compete and anti-solicitation clauses are essential for executive employment agreements. These clauses will protect an executive’s reputation, knowledge, or experience. They can also limit the company's flexibility to fire or hire executives. It doesn't matter for how long an executive stays at a company. You need to carefully review the provisions of executive employment contracts and negotiate the most advantageous terms.

Non-solicitation

labor employment attorney

Philadelphia law also requires employers that their employees receive paid safe time. Employers with 50 or more workers must provide employees up to 8 weeks of unpaid protected time. This can vary depending on how large the company is. This law is not applicable to small businesses with only one or a few locations. Additionally, employers could have multiple locations that do not count as a "10 employee" count under law. Further, it is not clear how to determine which employees will be covered by the law. This and other issues may be better clarified by an employment lawyer.

There are many ways to avoid non-solicitation of executive employment agreements. You must first be cautious not to sign non-solicitation agreements if you aren't ready to leave the company. There are many traps that non-solicitation agreements may fall into that you don't even know about. Non-solicitation agreements can be hidden in retirement plans, share options, bonus awards, and other financial arrangements.

Employers are forbidden from discriminating against employees on the basis of race, color, gender, marital status, ancestry, national origin, marital status, or national origin under federal discrimination law. Employers cannot discriminate on the basis of age unless it is an occupational qualification.

Devotion towards Employment

We also offer our services to Pennsylvania employers.

A disability is an actual or perceived impairment in one or more of the following activities: This includes impairments affecting sight, hearing, and mobility. It can also cover mental and emotional conditions. This law applies to people who have a history of disability like cancer or bipolar disorder.

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Philadelphia's law on health care does not require employers that they ask for a physician's note each time an employee is sick. Instead, employees get paid sick time based upon how many hours they work. The law has some nuanced. Temporary placement agencies, for example, are not covered by the law. Employers could be faced with a difficult situation. Before making any final decision about whether the law applies, employers may want to consult with an employment attorney.

Even though liquidated damages are increasingly popular in the nonsolicitation clause they are not always enforceable. If your employee steals customers from the company, a nonsolicitation clause may not suffice to stop him taking over the business.

Philadelphia has one of America's lowest minimum wages. Many residents struggle to make ends meet. The ordinance was signed by Mayor Jim Kenney to raise the minimum wage of some city workers. The Consumer Price Index (all urban consumers) is the basis for the new minimum wages.

OCR enforces several Federal civil right laws. These laws prohibit discrimination in education and employment. These laws also apply to activities and programs offered by state education agencies. Title II of The Americans with Disabilities Act (ADA), also prohibits discrimination based upon disability.

* Sexual harassment

Age discrimination

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.

work discrimination attorney

In these laws, discrimination based upon disability is prohibited in employment. Employers are prohibited from discriminating based on gender, age or national origin. Employers also cannot discriminate against sexual orientation and political affiliation.

Sexual harassment claims

We assist employees and groups of workers with workplace claims and challenges. You have rights, whether you are being wrongfully paid, subject to workplace harassment, discrimination, or facing wrongful termination. We have represented hundreds upon hundreds of employees in negotiations, mediation, arbitration, litigation in federal courts and state courts. We are passionate, knowledgeable and experienced employee advocates who can help you understand your rights so that you can make informed decisions about your case. Contact our Philadelphia employment lawyer today.

In just over six months, Pennsylvania will increase its minimum salary requirement for exempt workers to exceed the federal minimum salary standard. Pennsylvania's overtime wage and minimum wage rules were established in 1968. Pennsylvania is now following suit.

* Civil assault and battery

* Breach

Our practice areas include:

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COVID-19 claims

The non-solicitation clause is gaining popularity, but liquidated damages may not always be enforceable. Non-solicitation clauses may not be sufficient to stop your employee from taking over your company's customers.

Our legal team has extensive experience in various industries and employees. Additionally, we have handled related claims and advised on a variety of cases. This allows us to represent many employees, from minimum wage workers up to CEOs of large companies. We are ready to assist you regardless of whether you're a white collar worker in an office, or a transport employee.

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Frequently Asked Questions

Employment and labor attorneys in Philadelphia, PA tend to be aggressive. Even securing legal counsel for a wrongful termination suit can be challenging due to the overwhelming volume of employment litigation in Philadelphia, PA. When you�re fighting to enforce federal civil rights laws and stop workplace discrimination, large companies take notice. But just because large companies and their employment law attorneys are aggressive, does not make sure you should be scared. The bigger they are, the harder they fall. And we have a proven track record of taking on Goliath.

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.