employment lawyers for employers

labor lawyers in pa

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.

We offer comprehensive estate planning services for our clients to protect your family assets and assets in the event of a death or serious illness to you or your spouse.

A provision concerning confidentiality is an important aspect of any executive employment agreement. Executive management employees have often access to sensitive financial and business strategies that could prove to be detrimental to the company if they are not used properly. The majority of this information is protected by statutory Trade Secret Protections. However, the executive employment contract should explicitly outline confidentiality obligations.

Age discrimination

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Sexual harassment claims

Philadelphia has a minimum wages of $7.25/hour, which is slightly lower than the federally required wage. Despite the low wage minimum, many Philadelphians earn much less than that federal minimum wage. This doesn't reduce the state’s unemployment rate but increases the level of city need.

Wage and hour disputes

We tailor our advice to each client's needs. Our team puts the clients' best interests first. They provide trustworthy, honest feedback that is simple to comprehend and execute. We keep our clients updated and strive to keep them informed. You can contact your attorney directly if you have questions. Our attorneys also regularly text, email, or talk with their clients, depending on which method they prefer.

* Defamation of contract and interference

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.

Discrimination due to national origin may take many forms including harassment and discrimination. These acts can hinder an employee’s ability to do their job well and may ultimately impact their career prospects. Employers can be held responsible for non-employees harassing employees.

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Despite receiving approximately 100,000 cases each year, only 18 percent of claims are responded to by the EEOC. The EEOC is less likely to pay compensation today than Law's lawsuit. The government must take immediate action to address racial discrimination at work and protect employees from discrimination.

According to law, employees can use their earned sick leave for personal and family purposes. They will require documentation if they miss more than three consecutive working days. Employees should also be provided with written notice from their employers regarding their rights as well as their responsibilities under this law.

OCR enforces numerous Federal civil rights laws. These laws ban discrimination in employment settings and educational settings. These laws also cover programs and activities run by state educational agencies. Title II also prohibits discrimination based a disability under the Americans with Disabilities Act.

Also, remember that a contract for non-solicitation has an expiration date. Courts are generally suspicious of longer-term nonsolicitation arrangements. You might consider signing a temporary non-solicitation arrangement if you are selling your company. This will help to protect your company's clients and employees.

In all areas of employment, discrimination based solely on disability is against the law. An employer cannot discriminate based on a applicant's disability, mental impairment or national origin. Employers are prohibited from discriminating against applicants with disabilities in terms of terms and compensation.

employment lawyers for employers

Employers are prohibited from discriminating against disabled employees, regardless of their ability to pay. These laws also prohibit discrimination based upon sex or gender identity. Additionally, these laws prohibit discrimination against pregnant or nursing women and those with certain disabilities from receiving certain benefit. Employers can't publish or circulate ads discriminating on the basis for disability.

Employers can follow the law by either adopting an existing benefit policy or creating a new standalone benefit that complies with the law. Employers looking to eliminate voluntary paid sick leaves should review their policies.

Age discrimination

Racial discrimination refers to an employer treating an applicant for a job or employee in a negative way because of their race. This could also include racial harassing. Racial harassment could lead to hostile work environments. Your employer has the right to sue you if you or co-workers have suffered racial harassment.

People from all walks of life have been helped with cases involving overtime violations, sexual harassment, wage and hours disputes, wrongful termination, and other issues. Let us help you protect your rights as an employee. We want you to do your best work. If you have been hurt on the job, our Philadelphia employment law lawyers can help. These difficult times do not have to be overwhelming.

A confidentiality clause is an important part of any executive employment agreement. Senior managers often have access to financial and business strategy information that could be harmful to the company. These information are usually protected by statutory protections. However, the executive employment agreement should clearly outline confidentiality obligations.

Discrimination based upon national origin

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.

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.

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work law lawyers

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.

* Retaliation

We also provide comprehensive estate plans to help you protect your assets and family in case of death.

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Frequently Asked Questions

Employment law is much more than workplace discrimination. You might need legal counsel to help with employment agreements, contract negotiations, or a severance agreement review. There is also law that applies specifically to public sector employees. New Jersey employment laws differ from Philadelphia employment laws. And there are aspects of business law with an employment element as well. Perhaps you saw some illegal activity at work, then you can bring whistleblower claims. Did you suffer a personal injury at work? Then you have a workers compensation claim. Maybe your employer is accusing you of breaching a non-compete agreement or taking trade secrets with you to a new company. You will definitely need us in this case. There are so many different aspects of employment law. Give us a call and find out.

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.

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?