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workplace employment lawyers

Some of the areas we practice include:

Employers must provide reasonable documentation to their employees in order to comply with the new law. This includes a doctor’s note. It does not need to mention the illness. If employees need additional sick leave, they are entitled to it. Employers are required to keep records of employees' hours worked and sick leave taken.

We also provide comprehensive estate planning services to our clients, to protect your assets and family in the event that something happens to you.

Philadelphia's health law doesn't require employers to request a doctor's notice every sick day. Instead, employees are paid sick leave based on how many hours they work. There are however some exceptions to the law. Temporary placement agencies are exempted from the law. Employers may find this confusing. Before making any final decisions on whether the law applies to their situation, employers should consult an employment lawyer.

Whistleblowers

* Lunch break and rest breaks

* Lunch and rest breaks

Philadelphia has a minimum wage rate of $7.25 an hour, which is slightly higher than the federal minimum wage. Many Philadelphians make far less than the federally required minimum wage, despite having a low minimum wage. This doesn't help the state's unemployment rate, and it increases the need for city residents.

Other federal and state laws also prohibit discrimination against qualified disabled employees. These laws prohibit discrimination on the basis of sex, gender identity, age, nationality, sexual orientation, or sexual orientation. They also prohibit discrimination against pregnant women or those with disabilities. Employers cannot post or circulate advertisements that discriminate on the basis of disability.

Claimants to a severance agreement

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* Discrimination based upon race, color/gender, LGBT status/identity or national origin, religious, age, or disability

Employees with disabilities can be fired from their employers if they comply with the Americans with Disabilities Act. This law protects those who suspect they may be disabled from being fired. The law allows them to file a claim to enforce their rights.

Philadelphia has the lowest minimum wage floor of any major U.S. metro. This is due to inflation. While the state sets Philadelphia’s minimal wage, it also affects workers working in tipped occupations. Employers living in Philadelphia need to be aware of the minimum wage law.

Your job is your income. You can provide for your family and keep your head above water. A good job provides a sense of identity and purpose for many people. When problems arise at work, they can also easily intrude on a person's personal life.

An employee's psychological well-being can be affected by discrimination in the workplace based on their religious beliefs. As a consequence, employees can experience depression, low self esteem, and many other problems. Employees who are subjected to discrimination based upon religion can lose their social support networks. This can cause hostile work environments, high turnover and other problems.

Our legal team brings a wealth of experience to the table in all areas of law, including employees we have advised and claims related to them. Therefore we can effectively represent employees of all levels, from minimum wage workers to CEOs at large companies. We can help, no matter what your situation may be.

With the assistance of an employment lawyer in Philadelphia, you can prepare for any arguments and still protect your rights. With our legal team on your side, it is possible to feel secure in knowing that you are upholding fair treatment of other employees.

A lot of employees are very good at their jobs and will seek advice from HR to help them resolve problems. However, it is often discovered that their statements were actually used to protect business interests. We recommend clients seek advice from a lawyer to obtain a third-party viewpoint of their legal position, understand their legal claims and figure out how to best protect their employment.

The Illinois Freedom to Work Act was effective January 1, 2022 and provides significant protections to employees. Employees are also better positioned during negotiations. The Freedom to Work Act will also help employees protect themselves by mandating that an employer pay attorneys' fees when he or she initiates litigation.

False termination

Noncompliance can result in severe penalties

Employers cannot discriminate based on disability under these laws. Employers cannot discriminate on the grounds of gender, age, nationality, race, or gender. Employers can't make discriminatory remarks about sexual orientation or political affiliation.

There are many ways to discriminate against someone because of their religion at work. It can affect every stage of an employee's employment lifecycle, from recruitment and promotion to salary and termination, depending on the type. This could also include the denial or harassment of religious beliefs, or the employer's decision to reject applicants.

A good reason clause should give reasons for the employer to terminate the contract. It doesn't matter if the reasons are professional, personal or business-related. A good reason clause is necessary. A good reason clause permits employees to notify the employer of their intention to terminate before the termination date.

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Inflation has reduced the value of the federal minimum wages, which are also Pennsylvania's minimum wages. Philadelphia's minimum wages are among the lowest in large U.S. cities. Since 2006, Philadelphia's minimum wages have fallen below the minimum national standard. The economic state and policies in Philadelphia will determine the trajectory of minimum wage trends during the post-COVID-19 period.

Employers must provide employees with sufficient documentation to comply with the new law. This includes a doctor’s certificate. The letter does not need to include details about the illness. Employees can request additional sick time if they feel the need. However, employers are required by law to keep records about employee hours and sick leave.

Whistleblower claims

* Civil assault and Battery

* Civil assaults and battery

The American Community Survey is a Philadelphia-based survey that measures poverty. It reports that 44,000 Philadelphians aged 16 and older earned less $7.25 an hr in 2017. These people earned less than $7.25 an hr were more likely Hispanics, younger, and to not have a college diploma. The data also showed that Philadelphia's minimum wage earners made up 63 percent of the total workforce. This includes four sectors such as education services and retail trade. Although it has fallen over the past decade, this still represents a large portion of Philadelphia's workforce.

Employers cannot discriminate against employees because of their race, color, sexual orientation, disability, national origin or ancestry. Employers can't discriminate against employees based on their age, unless they have a legitimate occupational qualification.

law practice areas

Non-compete clauses and non-solicitation clauses should be included in executive employment agreements. These clauses protect the executive's reputation, knowledge, and experience. They can also limit a company’s ability to hire and fire executives. No matter how long an executive stays with a company for, it is important that you review executive employment agreements to ensure the best terms.

A good reason clause should list the reasons the employer can end the contract. A good reason clause should be included, regardless of whether the reasons are personal or professional. A good reason clause gives employees a time frame to provide a notice of termination before the termination date.

Whistleblowers

To ensure there are no surprises throughout the term of an executive employment agreement, it is essential to carefully craft a termination clause. A good termination clause should allow for a company to remedy the situation. Furthermore, the termination clause should prohibit the Executive's solicitation of employees.

workplace employment lawyers
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* Whistleblower claims

Inflation has taken the minimum wage in Philadelphia.

Many employees who are well-intentioned will seek out help from their supervisors or HR departments to solve work problems only to discover that the statements they made were being used to protect the business' best interests. To understand the unique circumstances of each client and gain an objective view of their legal situation and to help them make informed decisions about how to protect it, we recommend that they seek legal counsel before bringing a claim to a company representative.

An employment lawyer can help you protect your rights if your employer discriminates against your. They are experts in these types of cases and can help you get the justice you need. They can also assist you in claiming damages. A disability discrimination lawsuit may be available to you for compensation.

Employees may use earned sick leave for family and personal reasons under the law. If they are absent for more than three days consecutively, however, they will need to provide reasonable documentation. Employees must be given written notice by employers about their rights and responsibilities under the law.

Non-solicitation is a contract between an individual and their employer that says that the employee won't solicit customers or clients after leaving the company. This includes stopping the employee's influence on current employees or customers. Non-solicitation agreements may also prevent employees from taking with them other employees when they leave the company.

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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.