Philadelphia law also requires that employers provide paid safety time for their employees. Employers that have 50 or more employees need to provide their employees with up to eight hours of unpaid safety leave. This amount may vary depending upon the size of your company. This law does not apply for small businesses with just one or two locations. Employers can have multiple locations. However, this would not count towards the law's "10-employees count". The law doesn't specify how to identify which employees are covered. For clarification on these and other issues, employment counsel may be a good option for employers.
Discrimination on the basis of national origin is a problem that's all too common. Employers don't always understand that discrimination based on national origin or ethnicity is against the law. Employers may not be aware of the serious consequences that could result from their actions. This type of discrimination can be prevented by learning about the laws.
It can be difficult to prove nonsolicitation. It is possible to prove that an ex-employee has actively sought out a new employer. But it can often be difficult to prove that the former employee did not contact clients or customers. Former employees might hand out business card, but this does not necessarily mean that they are soliciting.
A Philadelphia employment law firm can assist you in understanding how to respond to the challenges that may be made against your position. They will also help you defend your rights as an employee. Our law group will ensure that you have the confidence to know you are upholding fair, ethical treatment of others.
It is the lowest wage floor in large American cities
