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Are You a Sick Person in Philadelphia?

Federal and state laws make it illegal to harass a protected group in the workplace. A pattern of conduct that creates hostile work environments and leads to adverse employment decisions is considered harassment. This harassment can be directed at supervisors or co-workers, but it can also happen outside of the workplace.

Philadelphia has the lowest minimum wage floor among all cities in the United States. Despite the fact that voters approved a ballot initiative to raise the minimum hourly wage to $15 per hour last year, state law bars local jurisdictions from raising the minimum wages. Pennsylvania is among 27 states with preemption laws that prohibit local governments increasing the minimum wage. Philadelphia is home to less than half the minimum wage workers. These people are predominantly Hispanic, white, young, and non-white.

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Sexual harassment claims

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FMLA claim

Philadelphia Minimum Wage Laws. Here's What You Need to Learn

Disabled employees can be protected from being fired

Noncompete claims

Philadelphia's minimum wage is $7.25/hour for workers. This is slightly more than the federal minimum wage. Despite the low minimum wage rate, many Philadelphians still earn less than the federal minimum wages. This increases the city's need and does not reduce the state's overall unemployment rate.

Our legal team has extensive experience in various industries and employees. Additionally, we have handled related claims and advised on a variety of cases. This allows us to represent many employees, from minimum wage workers up to CEOs of large companies. We are ready to assist you regardless of whether you're a white collar worker in an office, or a transport employee.

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labor and employment law firms

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.

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* Sexual harassment

Employers must take reasonable steps in order to protect their staff and job applicants. You have a duty to them. If you fail to do so, you could be held responsible for a breach of your employment contract, or even constructive dismissal. Public sector organizations also have an obligation to protect employees from discrimination.

Wage-hour disputes

Philadelphia has one of America's lowest minimum wages. Many residents struggle to make ends meet. The ordinance was signed by Mayor Jim Kenney to raise the minimum wage of some city workers. The Consumer Price Index (all urban consumers) is the basis for the new minimum wages.

Employers use golden parachutes often to attract top-ranking executives. High turnover companies or those that are prone to mergers or acquisitions will often require security. This can be a powerful way to attract senior executives to a company. A golden parachute may make executives more likely to stay with the company than one that isn't.

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Federal and state laws both prohibit discrimination based upon race, color, national origin. The laws of each state differ in how they determine if there has been racial disparity and which agencies to contact. To avoid legal consequences, you must act quickly as the deadlines for filing a claim are very strict.

There are several ways you can avoid executive employment agreements that prohibit solicitation. You should be careful not sign a nonsolicitation agreement if you're not ready to leave the organization. You may not be aware of the hidden traps in non-solicitation agreement. Non-solicitation arrangements can also be hidden in share options, retirement programs, or bonus awards.

We can handle all aspects of employment law, such as whistleblowers, harassment, wage & hour, and wage and/or wrongful termination cases. Additionally, we advise and represent clients in severance negotiations.

Discrimination based religion

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Noncompete claims

Tip-pooling in Pennsylvania is permissible as long as tip-generating employees spend less than 80 percent of their time tip-generating. Federal regulations say tip-pooling can't be used to excuse employees from receiving a minimum wage. Managers and supervisors are not permitted tip-pooling.

Philadelphia Minimum Wage Laws: What You Need To Know

There are many ways to avoid non-solicitation of executive employment agreements. You must first be cautious not to sign non-solicitation agreements if you aren't ready to leave the company. There are many traps that non-solicitation agreements may fall into that you don't even know about. Non-solicitation agreements can be hidden in retirement plans, share options, bonus awards, and other financial arrangements.

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COVID-19 claims

It is also affected by tipped worker

Golden parachute

Inflation is reducing the real value federal minimum wage. It is also Pennsylvania's minimal wage. Philadelphia's minimal wage is now the lowest among large U.S. cities. Since 2006 Philadelphia's minimum salary has fallen below that of the national average. The future trajectory of minimum wages in Philadelphia after COVID-19 will be influenced by the economic and policy environment in Philadelphia.

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Frequently Asked Questions

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.

Although different cases warrant a different fee structure for typical employment related legal matters, your employment attorney will take 40% of the settlement amount. You won�t see this number stated on very many websites, but we believe in transparency for our employment law clients. The reason for this number is simple. We take all the risk. We will front your expenses and take the risk of losing everything if we do not get you a settlement or verdict at trial. Further, we go against the best. Unlike personal injury attorneys, we are up against attorneys for big corporations with unlimited resources in employment related litigation. Fighting workplace discrimination is hard. But we relish the challenge and fight to achieve the best results in the employment matters that we pursue.

We do give free consultations. Unfortunately, due to extreme call volume, we cannot offer a free consultation to everyone. But we will let you know within 2 hours whether we can offer one. Give us a call. You will get a response. And we find that our clients appreciate knowing quickly whether we will be giving them an initial consultation. If we cannot give you a free consulations, we will wish you the best of luck. We hope to help as many people as possible. But we can only form an attorney client relationship with so many people as we pride ourselves in maintaining the highest standards of lawyering. And you cannot maintain high standards if you take every single case.