labour law firms

employment discrimination law firm

Discrimination against a national origin can be in many forms. These acts can negatively impact the employee's ability, and possibly even their career. Employers might be held liable in certain instances for acts of harassment by employees.

Philadelphia sets a minimum hourly wage of $7.25 for workers. This wage is slightly less than the federal minimum. Despite this low minimum wage, many Philadelphians are paid far less than what the federal minimum wage. This does not improve the state's unemployment rates and increases the city's level of need.

The penalty for noncompliance can depend on the firm's size, its market power and its workforce skills. Costa Rica's minimum wage program, which increased compliance rates, led to higher average salaries. The program did not have any negative effects on employment. Brazil had a higher enforcement of minimum wages that boosted formal work, but also decreased the wage inequality and self-employment.

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Pennsylvania employers should be cautious when considering adjusting their minimum wages. The PA Minimum Wage Act requires employers to pay employees at least $684 per week or $355,568 per year. Employers must track the hours of employees and pay overtime if they exceed the threshold.

It is also affected by tipped worker

Our practice areas include:

* Breach in contract

COVID-19 claims

Our legal team brings a wealth of experience to the table in all areas of law, including employees we have advised and claims related to them. Therefore we can effectively represent employees of all levels, from minimum wage workers to CEOs at large companies. We can help, no matter what your situation may be.

Executive employment agreements must also include non-compete or non-solicitation provisions. These clauses are meant to protect an executive's reputation, knowledge and experience. These provisions can also restrict a company’s flexibility when it comes to hiring or firing executives. It doesn't matter how long an executive stays with the company, it's important to review the terms of executive employment agreements and negotiate the best conditions.

Other laws in the federal and state governments prohibit employers discriminating against qualified employees with disabilities. These laws prohibit discrimination based sex on gender identity and sexual orientation. Also, the laws prohibit discrimination against pregnant/breathing women and persons with certain disabilities. Employers must not publish or distribute ads that discriminate on account of disability.

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labor dispute attorney

Not only does the company get a substantial severance pay package for executives who decide to leave, but golden parachute clauses offer significant perks as well. These benefits could include a good salary, bonuses, retirement status, vested status, and other perks. They can be a source of major income for executives looking for a new job.

Many of our clients are not in a dispute with their employer, but require assistance to level the playing fields and understand legal documents.

Employers cannot discriminate against employees who exercise their rights under the Fair Labor Standards Act (FLSA). Employers are required to pay non-exempt employees minimum wages of $7.25 an hour and overtime pay of one and half of their regular pay. There are exceptions. Employers may choose to hire employees who are not exempt to cut costs in certain cases.

labour law firms

employment issues

If you are in a legal situation that we might be able provide advice or representation for, we offer a confidential and no-obligation consultation. We will learn about your story, give legal and practical advice, as well as discuss how we can help.

Walmart employees who have been with the company for over 15 years were another case. The employee had requested reasonable adjustments in her work schedule but was denied due her disability. Her disability led her to being denied promotions. The EEOC ruled in favor of the employee and ordered them to pay her nearly $40K.

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.

* Sexual harassment

An agreement regarding confidentiality is one of the most important aspects to look out for in an executive employment contract. Senior management employees are often privy to financial and business information that could pose a risk to the company. While statutory trade secret protections usually protect such information, an executive employment agreement should outline specific confidentiality obligations.

Even the most subtle discrimination can result in legal problems. It is possible for religious attire to conflict with company dress codes. Employers may also ask job applicants to remove their yarmulkes. A yarmulke forms an integral part Jewish religious practice. Also, religious clothing can be associated to a particular country or region. It may be considered discrimination due to national origin.

An executive employment contract must include a clause explaining the termination process. This clause must be carefully negotiated. If the clause is unclear, it could lead to litigation or even public disapproval. This is why it is so important to speak with a qualified employment lawyer before finalizing any agreement.

Discrimination against race

Racial Discrimination Laws for the Workplace

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lawyers for harassment cases

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.

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.

In some cases, the federal government might also crack down on nonsolicitation agreements. For employees with low salaries, or who do not have trade secrets access, it may limit the use these clauses. This is especially true when contractors are involved.

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Frequently Asked Questions

There are a lot of different practice areas for employment related disputes. Although wage loss might be considered labor law, we handle these types of issues. The Fair Labor Standards Act protects you from your employer stealing your wages. Also, like state anti discrimination laws, PA has anti-wage theft laws that protect you. Wage and hour claims comprise a good portion of the legal issues that we see. Let us help you recover your unpaid wages.

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.

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.