employment law firms Philadelphia

At present, the federal minimum salary is $7.25. Philadelphia's minimum is $7.25. The state legislature is unable to increase it. Accordingly, the city cannot establish its minimum wage. It is still up for debate whether Philadelphia can change its minimum wage.

The Lacy Employment Law Firm in Philadelphia has the experience and knowledge to assist you in defending your rights by effectively applying the law.

An experienced employment law lawyer can help with a variety claims, including:

Severance agreement claims

Devotion for Employment

Inflation has driven Philadelphia's minimum salary down over the past decade. The cost of living has increased dramatically. A $7.25/hour worker full-time would see a $2.578 increase in this year's salary. Inflation means that this amount is huge for someone who works full time.

* Violations of the overtime policy

FMLA claims

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 cannot request a doctor's letter from every employee who takes sick days.

�

In just six months, the Pennsylvania minimum salary standard for exempt employees will be higher than the federal minimum wage standard. Pennsylvania's overtime and minimum wage rules have been in place since 1968. They mirror federal minimum wage levels as well as the Fair Labor Standards Act's salary exemption minimums.

Discrimination due to national origin may take many forms including harassment and discrimination. These acts can hinder an employee’s ability to do their job well and may ultimately impact their career prospects. Employers can be held responsible for non-employees harassing employees.

An employer can request a physician's note from an employee if the law applies consistently to all employees. Employers should limit the number of doctor's notes they request to verify that an employee is receiving medical care, but not to diagnose an employee's illness. Employers should look into the state and local laws regarding paid sick days to determine which laws apply.

Employers and workers both would benefit from an increase in minimum wage. It would increase local economic activity and reduce the cost of state services. It would also be beneficial to businesses that struggle to fill open jobs. But, Republicans in the State House believe that market conditions should dictate minimum wage increases.

Excessive payments made by golden parachute owners are subject to taxes. These payments can also be costly for companies. Executives may want to weigh the tax implications before purchasing a golden parachute. To avoid excessive parachute payments, it is a good idea to increase the base of compensation immediately before there is a change of control. This strategy could lead to a higher base for executive pay in the long term.

The minimum wage in Philadelphia is just one part of the equation to alleviate poverty. The minimum wage has an impact on not only how much a worker makes but also how many hours he or she works. Numerous studies have shown that increasing the minimum wage not only benefits the economy but also keeps young people off the streets.

Employees with disabilities are protected by the Americans with Disabilities Act from being fired by employers. Employers are not allowed to fire employees who suspect they have a disability. To enforce their rights, they can file a suit.

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.

Philadelphia has the lowest minimum wages floor in America. While voters approved a ballot initiative to increase the minimum wage floor from $15 an hour to $15, the state prohibits local governments from increasing the minimum wage. Pennsylvania is one 27 state that has pre-emption laws which prevent local governments raising the minimum wage. Philadelphia has less than half the minimum wage earners who are full-time employed. They are predominantly Hispanic, non-white, young, and female.

Philadelphia's law on health protects employees no matter what the reason is for an employee not being available. It requires employers to give sick time to their employees. A sick employee must be paid at minimum 80% of the regular salary if they need to recuperate from an illness.

The Lacy Employment Law Firm sometimes offers to take your case on contingency fees basis. If we accept your case, we will not charge you any fees unless you recover.

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.

�

We can offer legal advice and representation if your legal situation warrants it. We offer a confidential, non-binding consultation to learn more about your case, give practical and legal advice, and then discuss possible options for representation.

Discrimination against a person's religion in the workplace can take many forms. It can occur at any stage of the employment process, from hiring to promotion, through salary and firing, depending upon the type. It could also include discrimination against religious-based harassment or denials of benefits.

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.

Philadelphia has both an anti-discrimination ordinance (ADA) and one in Philadelphia. The circumstances of your case and the available remedies will determine which law you should file. An employment lawyer in Philadelphia can help you determine which laws might apply to your situation. Employers must provide reasonable accommodations to enable disabled employees to perform essential functions of their job.

Inflation has reduced Philadelphia’s minimum wage

Employers are also required by the Philadelphia law to provide safe time paid for their employees. Employers with 50 employees or more must provide unpaid safe time for up to eight weeks. This number may vary depending on the company's size. This law doesn't apply to small businesses that have only one or two locations. Employers may also have multiple locations. This would not be counted as a "10-employee" count under the law. It is not clear how to determine which employees fall under the law. These and other issues can be clarified by employment counsel, which may prove beneficial to employers.

Employers often use gold parachutes to attract high-ranking employees. Most top executives seek security, especially when the company is vulnerable to mergers or acquisitions or has high turnover. This can be a way to attract high-ranking executives to a company. Additionally, executive may be more open to staying in a company that offers a golden parachute than one that does not.

Discrimination based solely on national origin

�
attorney for work issues

Philadelphia employers should review their policies to determine if they are in compliance with new laws. The policies should cover issues such as how sick leave is accrued, compensation for sick time and when employees can claim paid sick leave. They should also inform employees that they have the right to file a complaint against their employer or file a civil lawsuit if they feel they have been treated unfairly.

Walmart employed a Walmart employee for 15 years. An employee who was disabled had asked for reasonable adjustments to her work schedule. She was denied because of her disability. Her disability led to her being denied promotions. The EEOC ordered that the company pay the employee nearly $40K and cite her disability.

If the law is consistent across all employees, employers can request a doctor’s notice from employees who are sick. Employers should limit doctor's note requests to verify that employees are receiving health care but not diagnose their illness. Employers should search local and state laws governing paid sick leaves to determine which regulations apply.

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.

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.

Philadelphia has a minimum wages of $7.25/hour, which is slightly lower than the federally required wage. Despite the low wage minimum, many Philadelphians earn much less than that federal minimum wage. This doesn't reduce the state’s unemployment rate but increases the level of city need.

Employers cannot discriminate against qualified disabled workers, in addition to the racial discrimination laws. These laws also prohibit discrimination against qualified disabled employees based on gender identity, sex and national origin. These laws also prohibit discrimination against pregnant and breastfeeding women, as well as people with certain disabilities, from receiving certain benefits. Employers are prohibited from publishing or circulating ads that discriminate against disabled people.

employment law firms Philadelphia
�a�t�t�o�r�n�e�y� �f�o�r� �w�o�r�k� �i�s�s�u�e�s�

Frequently Asked Questions

Employment law is much more than workplace discrimination. You might need legal counsel to help with employment agreements, contract negotiations, or a severance agreement review. There is also law that applies specifically to public sector employees. New Jersey employment laws differ from Philadelphia employment laws. And there are aspects of business law with an employment element as well. Perhaps you saw some illegal activity at work, then you can bring whistleblower claims. Did you suffer a personal injury at work? Then you have a workers compensation claim. Maybe your employer is accusing you of breaching a non-compete agreement or taking trade secrets with you to a new company. You will definitely need us in this case. There are so many different aspects of employment law. Give us a call and find out.

There are a lot of different practice areas for employment related disputes. Although wage loss might be considered labor law, we handle these types of issues. The Fair Labor Standards Act protects you from your employer stealing your wages. Also, like state anti discrimination laws, PA has anti-wage theft laws that protect you. Wage and hour claims comprise a good portion of the legal issues that we see. Let us help you recover your unpaid wages.