* Breach
Discrimination on the basis of religion
Termination
* Illegal wage deductions
While employers often take responsibility for their employees' ethical and fair treatment, there are some who exploit their workers in order to avoid their financial responsibilities or simply because they believe that they can.
Many of our clients do have no current dispute with their employers but need help in balancing the playing field, understanding legal documents and how to interpret them.
Our experienced Philadelphia employment lawyers at The Lacy Employment Law Firm can help you to uphold the law by using it effectively.
An employee must prove that there is a causal connection between the adverse employment decision and his or her nationality in order to prove discrimination based on national origin. The employer is responsible for proving the causal link. First, the employer must provide a valid reason for the action that is not discriminatory. Next, the employee must prove that the employer's reason for the action is false.
An often included clause in executive employment agreements is the golden parachute clause. These clauses can be used to protect the company if the employee leaves or ceases to perform. These clauses can prove very lucrative but also can cause financial problems for companies that do not have the capital to pay their top executives. If you are an executive, avoid golden parachutes clauses.
You could face severe consequences if you don't comply
l a w y e r l a w f i r m
It is determined by the state
In certain circumstances, the federal government may also try to restrict non-solicitation agreements. These clauses may not be used by employees who have low salaries or do not have access to trade secrets. This is particularly true for contractors.
* Family and medical leave
Employers should provide sick leave for employees
Philadelphia's minimum wage is only part of the equation for poverty reduction. The minimum wage does not just affect the amount of money a worker makes, but also the hours they work. Multiple studies show that raising minimum wage is not only good for the economy, it also helps to keep young people from the streets.
Federal law declares that harassment based on race violates the law. In certain instances, an employer might be found responsible for violating federal law. Employees who are less than 18 years old are protected under federal law. The law bans discrimination based in age, race/disability, or marriage.
Breach of contract
Philadelphia's law on health care does not require employers that they ask for a physician's note each time an employee is sick. Instead, employees get paid sick time based upon how many hours they work. The law has some nuanced. Temporary placement agencies, for example, are not covered by the law. Employers could be faced with a difficult situation. Before making any final decision about whether the law applies, employers may want to consult with an employment attorney.
A company can also receive substantial perks from golden parachutes clauses in addition to a generous severance payment for executives who quit. These benefits can include a large salary, bonuses or vested status in retirement programs. They can be an important source of income during a search for a new position.
It is crucial to act when you are subject to discrimination based on national origin at work. An experienced national origin attorney is the first step to filing a legal case. The experienced national origin attorney can help you make a decision about whether or not to file a case and will ensure that your case is filed within any applicable time limit. Next, gather evidence and documents that support your claim. These documents could include emails, disciplinary papers, or files from employees.
