labor and employment law firms

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.

In certain cases, the federal government will also be trying to curb non-solicitation agreement. The federal government may restrict non-solicitation agreements for employees who earn low salaries or have no access trade secrets. This is especially true in the case of contractors.

Discrimination based upon race

Employers must not only provide paid sick time for employees but also post a sign stating their sick leave policy. The notice must be posted in English and any language spoken by 5% of employees. Employers must also give adequate notice to their employees in their handbooks. If they don't have employee handbooks, they will need to give written notice. Information such as hours worked by employees and amount earned in a given year should be included in the notice.

Our clients enjoy a time-saving and cost-effective experience. We won't be afraid to defend what is right. Our clients are our priority and we work tirelessly to protect their interests. Our goal is always to exceed expectations, applying compassion, wisdom, insight and our compassion to each case we take on. We are proud of our stellar reputation and can deliver outstanding results for our customers.

Employers must provide paid sick days and include a notice in the employee handbook explaining their policies. The Mayor's office, or a designee, will distribute the poster. Employers must ensure that employees are given adequate notice. In the event that handbooks don't exist, employers must notify their employees by writing. This notice must be given in English and the language spoken by at least five percent.

Philadelphia employers need to review their current policies and assess if they comply with the new law. These policies should address questions such as how much sick time an employee has accrued, what compensation employees receive for using sick time, and under which circumstances they can be entitled to paid sick leaves. Employees should be informed that they can file a complaint and/or a civil suit if they feel treated unfairly.

An employee must establish a causal relationship between his/her national origin and the adverse employment choice in order for the case to be proven. Employers have the burden of proof if the causal relationship is established. The employer must first present a valid and non-discriminatory reason. The employee then has to present evidence to prove the employer's claimed reason is false.

Many of our customers do not have a dispute with an employer. However, they require help to understand the legal language and level the playing ground.

Termination

Our Philadelphia employment attorneys represent workers from all backgrounds in a range of employment law cases. We work to correct the wrongs done by hardworking women and men to prevent similar situations from ever happening again.

Title VII of the Civil Rights Act of 1965 makes it illegal to discriminate based on nationality. Employers are prohibited from discriminating against employees on the basis of race, religion, or national origin. Employers with more than 15 employees are covered by this law, as well federal agencies, state and local governments, employment agencies, and federal government agencies.

Executive employment agreements should include non-compete- and nonsolicitation clauses. These clauses can protect an executive’s knowledge, reputation, experience, and skills. They also can restrict a company’s ability for hiring and firing employees. It does not matter how long an employee stays with a company. However, it is important for executives to read and understand the terms of their employment agreements in order to negotiate the most favorable conditions.

Non-solicitation can be a difficult issue to prove. Although it is possible for former employees to prove they were actively seeking out new employers, it is difficult to prove they have not reached out to clients or customers. While it may be possible for former employees to hand out business cards, this is not likely to constitute solicitation.

Golden parachute

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.

Sexual harassment claims

* Illegal wage deductions

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.

Pennsylvania employers must exercise caution when adjusting minimum wages. According to the PA Minimum Wage Act employers must pay employees minimum $684 per workweek or $35,568 per annum. Employers are required to keep track of employee hours and pay overtime when they go over the threshold.

* Disabled accommodations

Employers must post a notice stating their sick-leave policy, in addition to offering paid sick time. This notice must be in English, as well as any other language that is used by 5% or more of the workforce. Employers should also include adequate notice in employee handbooks. Employers must also provide written notice to employees if they do not have handbooks. This notice must include information about the employee's hours worked and their annual salary.