Sexual harassment claims
Employers can't discriminate against employees who are exercising their rights under Fair Labor Standards Act. The Pennsylvania Minimum Wage Act mandates that employers pay non-exempt employees a minimum of $7.25 an hr and overtime compensation equal to one and half their regular rates of pay. There are exceptions. To reduce costs, employers might consider hiring employees who are not exempt.
Philadelphia Minimum Wage Laws. What You Should Know
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.
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.
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.
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
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.
The answer is almost always yes. Sometimes this will require paying by the hour for straightforward legal advice for your employment dispute. Legal representation is worth it. You will save money down the road by protecting yourself against wrongful termination or other employment problems. An employment attorney can help you navigate difficult work situations. We represent employees in all types of employment law cases and employment disputes. If you have been wrongfully terminated, let us know how we can help in your wrongful termination suit.
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.