labor and employment law

It can lead to severe penalties

An agreement regarding confidentiality is one of the most important aspects to look out for in an executive employment contract. Senior management employees are often privy to financial and business information that could pose a risk to the company. While statutory trade secret protections usually protect such information, an executive employment agreement should outline specific confidentiality obligations.

Walmart had employed an employee for fifteen years. The employee requested reasonable schedule changes and was denied. Her disability caused her to be denied promotions. The EEOC ordered the company's payment of nearly $40K to the employee. It also cited her disability in its ruling.

* Whistleblower claims

Philadelphia is the US's lowest minimum wage city. Although the voters approved a ballot initiative that would have raised the minimum salary floor to $15 an hour, state law forbids local jurisdictions to raise the minimum. Pennsylvania is one among 27 states that have preemption laws that stop local governments from raising minimum wage. Philadelphia's minimum wage employees are less than half full-time and are predominantly Hispanic, female, and non-white.

What to Look For in Executive Employment Agreements

Noncompliance can result in severe penalties

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.

Discrimination on the basis of disability is against the law in the United States. However, employers are not required to provide preferential treatment for disabled employees. Employers have the right to choose the best candidate for the job, based on their qualifications. This rule can be broken if the disability is a significant burden to the business.

The Illinois Freedom to Work Act is a significant addition to the protections offered to employees. It became effective January 1, 2022. This law also gives employees a better position in negotiations. In addition, the Freedom to Work Act will protect employees by mandating attorneys fees for Employers who initiate litigation.

A termination clause in an executive employee contract should clearly define the conditions of termination as well as the amount paid for severance if the employee fails the job. Executives who are terminated without a severance package may be subject to legal action.

In just over six months, Pennsylvania will increase its minimum salary requirement for exempt workers to exceed the federal minimum salary standard. Pennsylvania's overtime wage and minimum wage rules were established in 1968. Pennsylvania is now following suit.

Employers can't ask for a doctor’s note every time an employee is sick.

Employees who are disabled cannot be fired

Racial Discrimination Laws for the Workplace

Our Philadelphia employment lawyers represent workers from all backgrounds and industries in a wide range of employment-related claims. We aim to rectify the wrongs done hardworking men or women in order to prevent similar events from happening again.

If the payments for golden parachutes are excessively high, they may be subject to taxation. They can also prove costly for companies. Before deciding to purchase a golden parachutise, executives should consider the tax implications. It is possible to reduce the risk of excessive parachute payments by increasing the base of compensation prior to a change in control. This strategy can lead to a higher base of compensation for executives in the long-term.