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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.

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.

An employment law attorney with experience can help you with a variety of claims such as:

The Lacy Employment Law Firm is here to help you defend what is right and use the law to your advantage if you have been mistreated at workplace.

Discrimination against qualified employees with disabilities is prohibited under the Americans with Disabilities Act as well as the Pennsylvania Human Relations Act. Although these laws don't cover all cases, they do prevent employers from discriminating. Employers are required by law to provide reasonable accommodation to ensure their employees feel comfortable.

Employers with ten or fewer employees are also required by law to offer paid sick days. The law requires that covered employers allow eligible employees to accumulate up to 40 hours per year of sick time. Employers could provide more than what is required. Philadelphia covers employees that are eligible for paid sick time will receive it at the beginning. For every forty hours they work, they will get one hour of sick leave. This means that an employee will have to use all 40 hours paid sick leave within 90 days.

Federal law bars discrimination based only on protected classes. These classes include race/religion/ancestry, color, and nationality. It also prohibits discrimination against people of certain protected classes based on their disability, age or association. In many cases, employers have an obligation to treat all employees equally.

The Illinois Freedom to Work Act, which became effective January 1, 20,22, provides substantial protections to employees. The act also places employees in a stronger position for negotiations. Further, the Freedom to Work Act will mandate attorneys' fees to protect employees when an Employer files a lawsuit.

Employers are responsible for taking reasonable steps to ensure the safety of their employees and job applicants. This is your obligation. If you fail in this, you can be accused of breaching your employment contract or of constructive dismissal. Public sector workers are also protected from discrimination by legal obligations.

Philadelphia has almost half the workforce that earns minimum wage or less. This group is predominantly black, Hispanic and young. More than half of them don't hold a college degree. These people are also more likely not to live in low income households. Philadelphians who earn the minimum wage or less have dropped from approximately 11% in 2010 and just under 8% this year. This is a big decline but Philadelphia still houses an estimated 17% residents with low incomes.

A good reason clause should contain a list of reasons that the employer may terminate the contract. Good reason clauses should include a list of reasons why the employer can terminate the contract, no matter if they are personal, professional or business-related. An employee can give a termination notice within a reasonable time period if they have a good reason clause.

Employers are not allowed to ask for a physician's note from employees who take sick days.

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Remember that non-solicitation contracts have an expiration date. Courts generally view non-solicitation agreements with a longer term as being suspicious. If you are in the process to sell your company, it is worth signing a non-solicitation transitional agreement. This will prevent your company losing valuable clients or employees.

Tipping is permitted in Pennsylvania provided that tip-pooling does not exceed 80 percent of tip-generating tasks. Federal regulations state that tip-pooling is not allowed to be used as a reason for employees not being paid a minimum wage. Supervisors and managers are not permitted to tip-pool.

Philadelphia's minimum wage is $7.25/hour for workers. This is slightly more than the federal minimum wage. Despite the low minimum wage rate, many Philadelphians still earn less than the federal minimum wages. This increases the city's need and does not reduce the state's overall unemployment rate.

Although some harassment cases will not be considered workplace racism, there are many others. Although a single incident of racially motivated assault or repeated use sexist terms won't create hostile work environments, multiple incidents will. Workplace harassment could include a hanging noose, which is reminiscent lynchings.

Racial Discrimination Laws In The Workplace

An often included clause in executive employment agreements is the golden parachute clause. These clauses can be used to protect the company if the employee leaves or ceases to perform. These clauses can prove very lucrative but also can cause financial problems for companies that do not have the capital to pay their top executives. If you are an executive, avoid golden parachutes clauses.

We also offer comprehensive estate planning to assist you and your spouse in protecting your family and assets in the case of an unfortunate event.

A termination clause should be included in an executive employment agreement. It should state clearly the terms of termination and the amount to be paid if the employee does not perform the job. A termination of an executive without severance payments is a breach and could result in a lawsuit.

We are here to help you, regardless of whether you have been discriminated against because you are older, sexually harassed, or denied the pay you deserve.

We can help you if you are in litigation right now or in the process of preparing for litigation.

The Lacy Employment Law Firm knows that your work is essential to your family's survival. We will help you protect and support your unique employment situation.

Other laws in the federal and state governments prohibit employers discriminating against qualified employees with disabilities. These laws prohibit discrimination based sex on gender identity and sexual orientation. Also, the laws prohibit discrimination against pregnant/breathing women and persons with certain disabilities. Employers must not publish or distribute ads that discriminate on account of disability.

Philadelphia's minimum wage earns almost half of all workers the minimum wage. This group is predominantly Hispanic, black, and young. These people are also likely to live in low-income homes. Philadelphia's population that earns the minimum wage has fallen from 11% in 2010 (about 11% now) to just under 8 percent in 2018. Although this is a huge decline, Philadelphia still boasts an estimated 17% population of low-income people.

Wage and hour disputes

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Title VII of 1964's Civil Rights Act of 1964 makes discrimination based upon national origin illegal. Employers cannot discriminate against employees based upon their race, religion, or nationality. This law applies to employers with 15 or more employees as well as employment agencies and state and local governments as federal government agencies.

Exclusions from overtime pay and minimum wages

Apart from providing substantial perks, the golden parachute clauses provide significant severance packages for executives who leave. These benefits may include a substantial salary, bonuses and vested status within retirement plans. They can be a great source of income when executives are looking for a job.

Some companies use these clauses to lower the risk of hostile takeovers. These clauses are not for everyone. A golden parachute is a way to protect company assets from potential buyers, but it can also cause dissatisfaction in existing employees. It is important to limit the scope of the clause and balance its advantages and disadvantages.

Employers must give their employees reasonable documentation in order to comply the new law. This includes a doctor's letter. The letter doesn't have to be specific about the illness. Additional sick leave is available to employees if necessary. The law requires employers to keep records about employees' hours and the time they take for sick leave.

Federal and state laws ban discrimination based in race, color and national origin. When it comes to determining if there was racial discrimination, however, the laws in each state are different. Also, there are strict deadlines to file a claim so you need to act quickly in order to avoid any legal consequences.

According to the Pennsylvania Department of Workforce Development more than one-third of Philadelphians earn the minimum wage. This percentage is much higher for Hispanics, blacks, and those with no college degree. Philadelphia's minimum-wage workers are predominantly young and nonwhite. They also come in a variety of ages, with 62% of them under 25 years old, and 58% of prime working age.

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Sometimes, the Lacy Employment Law Firm will offer to take your case for a contingency fee basis. This means that you don't owe anything if we do not recover any money.

An experienced Philadelphia employment lawyer can help you prepare for and defend your position. You can feel confident that you are providing fair and ethical treatment to others with the help of our law firm.

We offer assistance to Pennsylvania employers looking to comply with federal and state laws.

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Philadelphia's minimum wages are only one aspect of poverty alleviation. The minimum wages affect not only the amount of money earned by a worker but also the hours worked. Many studies show that raising the minimum wages is not only good economic for the country, but it helps young people stay off the streets.

Racial discrimination is when an employer treats a job applicant or employee unfairly due to their race. Racial harassment can also be considered racism. Racial harassment can create hostile work environments. You have the right to sue your employer if you or your coworkers have been subject to racial harassment.

Philadelphia Minimum Wage Laws: What You Need To Know

The law allows employees to use their sick time for personal or family reasons. They may require reasonable documentation if they have to take off more than 3 consecutive days. Employers must give written notices to employees about their rights under the law and their responsibilities.

Philadelphia's minimum income is only one factor in the equation of poverty reduction. The minimum wage not only affects the amount of money a worker earns, but also the hours he/she works. Numerous studies show that raising a minimum wage is not just good for the economy but can also help keep young people off the streets.

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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.