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Employers in Philadelphia have the right to file a complaint against clients or former employees. The Philadelphia Wage Theft coordinator can be contacted to investigate the complaint. The complaint will be reviewed by the Wage Theft Coordinator who will notify the employer. The employer must respond to the complaint with all records regarding hours worked, payments to third parties and any legal deductions.

Federal and state laws ban discrimination based in race, color and national origin. When it comes to determining if there was racial discrimination, however, the laws in each state are different. Also, there are strict deadlines to file a claim so you need to act quickly in order to avoid any legal consequences.

The Lacy Employment Law Firm is aware that your work is vital to your family's well-being. Therefore, we take every step possible to protect your unique employment situation.

Pennsylvania's overtime rules require employers in Pennsylvania to pay at least 1.5x the employee's regular rate for any hours worked over forty-five times per week. These amounts range from $12 to $18 an hour. Employers often fail to pay overtime if their employees are not salaried and work less that forty hours per week.

Claimants to a severance agreement

An employment law attorney with experience can help you with a variety of claims such as:

Pennsylvania employers must be cautious about adjusting their minimum wage. Employers are required to pay at least $684 per worker or $355,568 per calendar year under the PA Minimum Wage Act. Employers should ensure that they keep track of hours worked and pay overtime for work hours that exceed the threshold.

sexual harassment at work lawyer

These laws protect employees against discrimination based on their gender, age, sex and national origin. Harassment against a protected class based on their age, gender, national origin or military service is also illegal.

We have assisted people of all backgrounds in cases such as overtime violations, harassment cases, wage disputes, wrongful firing matters, and many other matters. Let us fight for your rights, employees. Our work is your work. We will always help you do the right thing and make sure that it is. Our Philadelphia employment lawyers can also assist you if your job has been damaged. These trying times don't have to be yours alone.

We can help you if you are in litigation right now or in the process of preparing for litigation.

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attorney for employment issues

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.

The federal government also wants to make it harder for non-solicitation deals to be used in certain cases. This could limit the use of non-solicitation clauses for employees with low salaries and no access to trade secret information. This is especially true of contractors.

Employers with ten or fewer employees are also required by law to offer paid sick days. The law requires that covered employers allow eligible employees to accumulate up to 40 hours per year of sick time. Employers could provide more than what is required. Philadelphia covers employees that are eligible for paid sick time will receive it at the beginning. For every forty hours they work, they will get one hour of sick leave. This means that an employee will have to use all 40 hours paid sick leave within 90 days.

Wage-hour dispute

Our practice areas include:

An executive employment contract must clearly define "cause" and include any offenses against shareholders or the company. Many times, the definition of "cause" can be vague or ambiguous. Worse, employees may not be aware of the exact cause that led to their termination.

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Other federal and state laws also prohibit discrimination against qualified disabled employees. These laws prohibit discrimination on the basis of sex, gender identity, age, nationality, sexual orientation, or sexual orientation. They also prohibit discrimination against pregnant women or those with disabilities. Employers cannot post or circulate advertisements that discriminate on the basis of disability.

We also provide services for Pennsylvania employers that are trying to comply to federal and state laws.

* Retaliation

OCR enforces many Federal civil rights laws. These laws prohibit discrimination on the job and in educational settings. They also apply for programs and activities that are offered through state education agencies. Title II (Americans with Disabilities Act) also prohibits discrimination based a disability.

* Whistleblower claims

Philadelphia employers will need to examine their policies and see if the current laws are being followed. These policies should address matters such as how many sick days an employee has taken, how they are compensated for it, and how they can get paid for it. Additionally, employees should be told that they can file a grievance or file civil suits if they are treated unfairly.

Discrimination based racial status

* Lunch and rest-break issues

A non-solicitation agreement has an end date. In general, courts consider longer-term nonsolicitation contracts suspicious. Consider signing a transitional no-solicitation contract if your company is in the process or selling. This will protect your company from losing clients or employees.

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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.

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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.