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labor lawyer Philadelphia

Employers are unable to fire disabled workers because discrimination is prohibited by the Americans with Disabilities Act. Employees with disabilities are not allowed to be fired if the company provides reasonable accommodation for them to do their job. This law is only applicable to employers who have more than 15 employees.

Philadelphia employers must examine their existing policies to see if they conform to new laws. The policies should address such issues as how much sick vacation an employee has accumulated, how they are paid for sick time, and what circumstances employees have the right to receive sick pay. If they feel that they are being treated unfairly, they should let employees know that they have the right of complaint or to file a civil action.

An experienced Philadelphia employment lawyer can help you prepare for and defend your position. You can feel confident that you are providing fair and ethical treatment to others with the help of our law firm.

* Infractions to the Minimum Wage

Employers are not allowed to ask for a physician's note from employees who take sick days.

We assist employees and groups of workers with workplace claims and challenges. You have rights, whether you are being wrongfully paid, subject to workplace harassment, discrimination, or facing wrongful termination. We have represented hundreds upon hundreds of employees in negotiations, mediation, arbitration, litigation in federal courts and state courts. We are passionate, knowledgeable and experienced employee advocates who can help you understand your rights so that you can make informed decisions about your case. Contact our Philadelphia employment lawyer today.

* Defamation of contract and interference

Philadelphia recently passed a new law which will require employers provide paid sick days to their employees. COVID-19 refers to Philadelphia's code which deals with "promoting healthier workplaces" as well as pandemics. It will require employers in health care to offer paid sick leave to employees who have been diagnosed with the COVID-19 disease. This law covers employees working in hospitals, nursing homes, and home-based health care providers. To qualify, employees must work at least 40 hours in the last three months.

The inflation has largely contributed to Philadelphia's declining minimum wage over the past decade. The cost of living is rising rapidly. A full-time worker who earns $7.25 an hour would have to take $2,578 off their salary. This is a huge amount of money, especially when you consider inflation.

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If you are an Philadelphia employer, you can file complaints against former employees or clients. The Philadelphia Wage Theft Coordinator can take your complaint. The Wage Theft Coordinator will review the complaint and notify your employer. The employer must respond to this complaint by providing all records of hours worked, amounts received from third parties, as well as any legal deductions.

* Retaliation

Although discrimination based upon disability is illegal in the United States, employers aren’t required to give disabled people preferential treatment. Employers are free to select the best person for the job based only on his or her qualifications. This exception is only if the disability poses a substantial burden to the company.

Federal law bans discrimination based upon protected classes. These classes include race/religion, ancestry/color, and nationality. It also prohibits discrimination due to disability, age, and any association with members of these protected categories. Employers have a duty to treat all employees fairly in most cases.

Federal law prohibits harassment based solely on race. In certain cases, employers may be found guilty of violating the law. Employers under 18 years are protected by federal law. The law prohibits discrimination against people based on their age, race and disability or marital status.

Employers can either adopt an existing policy or develop a new benefit that meets all the requirements of the law to comply with the law. Employers that are contemplating eliminating voluntary paid sick days should examine their policies to ensure compliance.

Both workers and employers would benefit from an increase to the minimum wage. It would create more jobs in the local economy, and lower state service costs. It would also help businesses who are struggling to fill open roles. The Republicans in the state legislature believe that minimum wage rises should be determined based on market conditions.

Pennsylvania's overtime pay rules require that employers pay their employees 1.5 times the regular rate of pay for every hour they work more than forty-five hours per week. These amounts are generally between $12 and $18 an hour. Many employers refuse to pay overtime because their employees work less than 40 hours per week and are therefore not salaried.

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Many employees are good-intentioned and will seek assistance from their HR department or supervisor in order to solve problems at work. However, they may not realize that their statements were made to protect the best interest of the company. For clients who want to understand their unique situation and get a third-party view of their legal issues, we advise them to consult a lawyer before they bring a claim to a company representative.

All areas of employment prohibit discrimination based upon disability. Employers cannot discriminate against applicants based on their disability, mental or physical impairments, or national origin. Employers are forbidden from discriminating on the basis of disability when it comes to compensation, terms and privileges.

We know that your job is important to you and your family. That is why The Lacy Employment Law Firm will support and defend your unique employment situation.

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FMLA claims

The Illinois Freedom to Work Act was effective January 1, 2022 and provides significant protections to employees. Employees are also better positioned during negotiations. The Freedom to Work Act will also help employees protect themselves by mandating that an employer pay attorneys' fees when he or she initiates litigation.

An executive employment agreement may include a clause that provides a golden parachute. These clauses will kick in if the executive leaves the company. These clauses may be highly lucrative, but they can also result in companies not having enough capital to pay their top employees. Avoid golden parachute clauses, especially if you're an executive.

Philadelphia has the worst poverty rate in the country. A Pew Research Center study shows that Philadelphia is tied with 12 other large cities for poverty. For a household of two, the annual income would be less than $15,000.80. This would place them in the bottom rungs of poverty. Many of these people work as cashiers or nursing aides or chefs.

It is difficult to prove non-solicitation. It is possible to show that a former employee was actively looking for a new employer. However, it can be difficult to prove that they did not contact former clients or customers. Although ex-employees may give out business cards in some cases, it is unlikely that this constitutes solicitation.

Discrimination against people based on their national origin

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Each client and every situation are different. Therefore, we tailor our advice according to your requirements. Our team places clients' needs first. We offer honest, trustworthy feedback that is easy-to-understand and to implement. We make it a priority to keep our clients in the loop and will keep you informed of any developments. Your attorney can be reached directly for any questions. We also offer a variety of communication options, including texting, emailing, or talking to our clients, depending on the preference.

While liquidated damages are becoming more popular in the non-solicitation agreement, they are not always enforceable. A non-solicitation clause might not be enough to stop an employee from stealing customers or taking over the company.

Philadelphia has an antidiscrimination ordinance as well the ADA. The facts of your situation and the remedies available will affect the choice of law that you file. A Philadelphia employment law lawyer can help you understand which laws might be applicable to your case. Employers must offer reasonable accommodations to disabled employees in order to allow them to perform the essential functions required by their jobs.

Federal law forbids discrimination against protected classes. These classes include race and religion as well as ancestry, color, national origin, and color. It also prohibits discrimination on the basis of disability, age, or association to people from these protected groups. Employers are required in many instances to treat all employees equal.

labor lawyer Philadelphia
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Frequently Asked Questions

Employment and labor attorneys in Philadelphia, PA tend to be aggressive. Even securing legal counsel for a wrongful termination suit can be challenging due to the overwhelming volume of employment litigation in Philadelphia, PA. When you�re fighting to enforce federal civil rights laws and stop workplace discrimination, large companies take notice. But just because large companies and their employment law attorneys are aggressive, does not make sure you should be scared. The bigger they are, the harder they fall. And we have a proven track record of taking on Goliath.

The answer is almost always yes. Sometimes this will require paying by the hour for straightforward legal advice for your employment dispute. Legal representation is worth it. You will save money down the road by protecting yourself against wrongful termination or other employment problems. An employment attorney can help you navigate difficult work situations. We represent employees in all types of employment law cases and employment disputes. If you have been wrongfully terminated, let us know how we can help in your wrongful termination suit.

Here are some questions that you should ask. How long will my case take? Am I better off settling early? Will you drop my case if we do not settle after the EEOC process? Have you handled this type of case before? How much of your practice is devoted to employment law?