Philadelphia Pennsylvania employment lawyers

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.

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

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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.

Philadelphia Pennsylvania employment lawyers

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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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.

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.

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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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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.