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.
According to the American Community Survey which measures poverty in Philadelphia in 2017, 44,000 residents 16 years and older earned less that $7.25 an hours in 2017. People who earned less than $7.25/hour were more likely Hispanic, to be young, and not to have a college degree. The data also shows that Philadelphia's minimum-wage earners are 63 per cent in four sectors. These include education services, retail trading, accommodation and foods services, and education services. While this percentage has decreased in the last decade, it still accounts for a substantial part of Philadelphia's workforce.
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.
In certain cases, the federal government will also be trying to curb non-solicitation agreement. The federal government may restrict non-solicitation agreements for employees who earn low salaries or have no access trade secrets. This is especially true in the case of contractors.
