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Some cases of harassment may not be considered workplace racism. However, others could. A single instance of racially motivated physical violence or repeated use derogatory words will not cause a hostile work environment. However, it is possible to create one incident. A hanging noose that is reminiscent of lynchings could be considered workplace harassment.

Pennsylvania's new minimum wage rules should be familiarized to tipped workers. The Department of Labor & Industry approved a few modifications that will affect overtime compensation and tipped worker's pay. The updated rules, including the tipping rule and new requirements to classify as a "tipped employee," are set to take effect on August 5, 2022.

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It is set up by the state

Our clients enjoy a time-saving and cost-effective experience. We won't be afraid to defend what is right. Our clients are our priority and we work tirelessly to protect their interests. Our goal is always to exceed expectations, applying compassion, wisdom, insight and our compassion to each case we take on. We are proud of our stellar reputation and can deliver outstanding results for our customers.

According to the Pennsylvania Department of Workforce Development more than one-third of Philadelphians earn the minimum wage. This percentage is much higher for Hispanics, blacks, and those with no college degree. Philadelphia's minimum-wage workers are predominantly young and nonwhite. They also come in a variety of ages, with 62% of them under 25 years old, and 58% of prime working age.

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An employer can request a physician's note from an employee if the law applies consistently to all employees. Employers should limit the number of doctor's notes they request to verify that an employee is receiving medical care, but not to diagnose an employee's illness. Employers should look into the state and local laws regarding paid sick days to determine which laws apply.

Philadelphia has the lowest minimum wage floor among all cities in the United States. Despite the fact that voters approved a ballot initiative to raise the minimum hourly wage to $15 per hour last year, state law bars local jurisdictions from raising the minimum wages. Pennsylvania is among 27 states with preemption laws that prohibit local governments increasing the minimum wage. Philadelphia is home to less than half the minimum wage workers. These people are predominantly Hispanic, white, young, and non-white.

Employers must offer paid sick leave

An employee must prove that there is a causal connection between the adverse employment decision and his or her nationality in order to prove discrimination based on national origin. The employer is responsible for proving the causal link. First, the employer must provide a valid reason for the action that is not discriminatory. Next, the employee must prove that the employer's reason for the action is false.

Philadelphia has a particularly high poverty rate, even though cities are more likely to be poorer than suburban areas. According to a Pew Research Center survey, Philadelphia is tied for 12th place in terms of poverty with Pittsburgh and 12 large cities. Two-person households earning less that $15,080 annually would fall into the lowest bracket of poverty. Many of these people work in low-wage positions such as cashiers and nursing aides.

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Employers cannot discriminate against qualified disabled workers, in addition to the racial discrimination laws. These laws also prohibit discrimination against qualified disabled employees based on gender identity, sex and national origin. These laws also prohibit discrimination against pregnant and breastfeeding women, as well as people with certain disabilities, from receiving certain benefits. Employers are prohibited from publishing or circulating ads that discriminate against disabled people.

Noncompliance can result in severe penalties

Although discrimination based upon disability is illegal in the United States, employers aren’t required to give disabled people preferential treatment. Employers are free to select the best person for the job based only on his or her qualifications. This exception is only if the disability poses a substantial burden to the company.

If the payments for golden parachutes are excessively high, they may be subject to taxation. They can also prove costly for companies. Before deciding to purchase a golden parachutise, executives should consider the tax implications. It is possible to reduce the risk of excessive parachute payments by increasing the base of compensation prior to a change in control. This strategy can lead to a higher base of compensation for executives in the long-term.

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Pennsylvania employers need to be careful when they adjust their minimum wage. Employers must pay their employees minimum $684 per week, or $35,568 annually, according to the PA Minimum Wage Act. Employers should track hours worked by employees and pay overtime for those hours that are above the threshold.

In these laws, discrimination based upon disability is prohibited in employment. Employers are prohibited from discriminating based on gender, age or national origin. Employers also cannot discriminate against sexual orientation and political affiliation.

Discrimination against people with disabilities

Pennsylvania's overtime pay rules require that employers pay their employees 1.5 times the regular rate of pay for every hour they work more than forty-five hours per week. These amounts are generally between $12 and $18 an hour. Many employers refuse to pay overtime because their employees work less than 40 hours per week and are therefore not salaried.

There are many ways around the non-solicitation clause in executive employment contracts. First, don't sign a non-solicitation contract if it is not your intention to leave the company. Hidden traps may exist for non-solicitation arrangements that you may not even be aware of. Non-solicitation agreement may also be hidden in bonus awards, share options, retirement plans or other types of financial products.

Every client is unique, so we adapt our advice to suit your needs. Our team is committed to putting clients' interests first. We provide honest and trustworthy feedback that is easy for clients to understand and implement. We will keep you informed about your case's progress and keep you up-to-date on all developments. You can reach your attorney direct if you have any questions. Our attorneys are available to email, text or talk to clients depending on their preference.

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Philadelphia has the worst poverty rate in the country. A Pew Research Center study shows that Philadelphia is tied with 12 other large cities for poverty. For a household of two, the annual income would be less than $15,000.80. This would place them in the bottom rungs of poverty. Many of these people work as cashiers or nursing aides or chefs.

Non-solicitation

Non-compliance is a serious offense that can result from severe fines. This ordinance doesn't just affect city workers; it also applies to employees of entities that have signed contracts with the City. For noncompliance, penalties are not an option.

Protecting your rights is as simple as taking action when you face discrimination from a national origin in the workplace. Consulting an experienced national origin attorney is the first step in pursuing a legal claim. This attorney will help you determine whether to file lawsuits and ensure that your case remains within the statute of limitations. The next step will be to gather evidence or documents to support your claim. These documents may include emails and disciplinary documentation, or employee files.

Breach of contract

lawyers that specialize in employment law
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An executive employment agreement should have a clear termination clause. This is to avoid any surprises over the course of the contract's term. A good termination clause should provide a remedy period for the executive, so that the company can resolve the problem. The termination clause should include a clause prohibiting the Executive to solicit employees.

Past clients have described our attorneys' honesty, professionalism, communication, transparency, and accessibility. We will not tell clients what decisions they should make in their particular case. We are able to help clients make well-informed choices by providing them with a legal, factual and advisory analysis as well as advice on their options.

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Title VII of The Civil Rights Act of 64 makes it illegal for employers to discriminate on the basis of national origin. Employers can't discriminate against employees because of their race, national origin, religion or gender. This law applies to employers who have 15 or more employees. It also covers employment agencies, state, local, and federal governments.

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Discrimination against qualified employees with disabilities is prohibited under the Americans with Disabilities Act as well as the Pennsylvania Human Relations Act. Although these laws don't cover all cases, they do prevent employers from discriminating. Employers are required by law to provide reasonable accommodation to ensure their employees feel comfortable.

Discrimination based religion

Pennsylvania's minimum wage rules will affect tipped workers. The Department of Labor & Industry in Pennsylvania has approved a few changes to the overtime pay and pay of tipped workers. Updates, which include the tip-pooling rule and new requirements regarding classification as "tipped employees," will be in effect from Aug. 5, 2022.

Non-compete clauses and non-solicitation clauses should be included in executive employment agreements. These clauses protect the executive's reputation, knowledge, and experience. They can also limit a company’s ability to hire and fire executives. No matter how long an executive stays with a company for, it is important that you review executive employment agreements to ensure the best terms.

Age discrimination

Pennsylvania's law governing paid sick leave mandates that employers with 10 or more employees must provide sick time for their employees. This law also requires that employers offer paid sick time to workers who work over forty hours per annum. This law does however not cover workers who are hired for less then six months or independent contractors. Additionally, adjunct professors or workers covered by a collective agreement are not subject to the law.

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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.