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There are many uses for sick time, such as medical treatment for an injury or illness. Additionally, employees can use it to take care of a loved one or for long-term medical appointments. Employers cannot retaliate against employees who use sick leave.

* Retaliation

Your job provides you with a source of income that allows you and your family to provide for their needs. Many people find a job that gives them purpose and identity. They can invade someone's home life if there are problems at the office.

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 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.

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.

Employers use golden parachutes often to attract top-ranking executives. High turnover companies or those that are prone to mergers or acquisitions will often require security. This can be a powerful way to attract senior executives to a company. A golden parachute may make executives more likely to stay with the company than one that isn't.

You can use sick time for many reasons, including to treat an injury or illness. Employees can also use sick time to visit long-term care appointments or care for family members. Employers are prohibited from retaliating against sick employees.

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Many employers are responsible for ensuring their employees are treated ethically and fairly. However, some employers may take advantage of their employees to avoid financial responsibility - or because they think they can.

* Disabled accommodations

Wage-hour disputes

A non-solicitation agreement has an end date. In general, courts consider longer-term nonsolicitation contracts suspicious. Consider signing a transitional no-solicitation contract if your company is in the process or selling. This will protect your company from losing clients or employees.

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* Illegal wage deductions

Claims under a Severance Agreement

* Unfair termination

Philadelphia is one of the most affordable major U.S. cities. This means that many Philadelphians are struggling to make ends meets. Mayor Jim Kenney recently approved an ordinance which will raise the minimum wages for some city workers. The Consumer Price Index, which is all urban consumers, determines the new minimum wage rate.

Noncompliance can lead to severe penalties that could result in significant fines. This ordinance affects not only city workers but also workers of entities with contracts with City. But penalties aren't the only way to enforce compliance.

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We offer a complete range of litigation services for clients in disputes arising from employment, business disputes, real property, wills and estates, as well as representation in other areas of law.

Discrimination on the basis of national origin can come in many forms, including harassment or discrimination. These acts can impact an employee's ability and ultimately their career prospects. Employers may be held responsible in certain cases for harassment of employees by non-employees.

Employers can use their earned sick days for personal and/or family reasons, as per the law. Employees may be required to show reasonable documentation if they take longer than three consecutive days off. Employers must provide written notice to employees concerning their rights, and their responsibilities under law.

Philadelphia passed a new law requiring employers to offer paid sick leave to employees. COVID-19 is part of Philadelphia's code. It deals with "promoting healthy workplaces” and pandemics. The law will require that health care employers provide sick leave paid to employees who are infected with the COVID-19 virus. This law applies to employees at nursing homes, hospitals, home health care providers, and other healthcare facilities. To be eligible, employees must have worked 40 hours in the past three months.

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An employer who mistreats employees must be held accountable. Although it can seem daunting to begin this process, The Lacy Employment Law Firm will help you to build a compelling case to defend your best interests.

These clauses may be used by some companies in order to lessen the threat of hostile takesovers. However, these clauses may not be suitable for everyone. A golden parachute may be able to protect a company's assets against being taken by a potential buyer, but it can also lead to dissatisfaction from existing employees. It's important that the clause is limited in scope and balanced with its potential benefits and disadvantages.

* Medical and family leave

Noncompete claims

We at The Lacy Employment Law Firm understand that your livelihood is dependent on your employment. This is why we will do our best to help you and your family.

Some cases of harassment may not be considered workplace racism. However, others could. A single instance of racially motivated physical violence or repeated use derogatory words will not cause a hostile work environment. However, it is possible to create one incident. A hanging noose that is reminiscent of lynchings could be considered workplace harassment.

An executive employment contract must include a clause explaining the termination process. This clause must be carefully negotiated. If the clause is unclear, it could lead to litigation or even public disapproval. This is why it is so important to speak with a qualified employment lawyer before finalizing any agreement.

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* Defamation and Interference with Contract

Clients receive a seamless experience that saves time, money, and delivers results. We don't hesitate to advocate for the right things, we care deeply about our clients and work tirelessly for their rights. We strive to be the best, applying our wisdom, compassion, and insight to every case that we handle. We have built a reputation for excellence and are able to deliver positive results for clients.

Sexual harassment claims

The Lacy Employment Law Firm is aware that your work is vital to your family's well-being. Therefore, we take every step possible to protect your unique employment situation.

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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.