workplace employment lawyers

A termination clause should be included in an executive employment agreement. It should define what constitutes "cause" including any offenses to the company or shareholders. The definition of "cause," in many cases, is vague and unclear. A worse case scenario is when the employee doesn't know what they did that warranted their termination.

Harassment of race

A golden parachutise in an executive employment deal can include a handshake. This is a larger version of the golden chute, which can include equity, certain stock options and other benefits.

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Noncompete claims

Racial discrimination is when an employer treats a job applicant or employee unfairly due to their race. Racial harassment can also be considered racism. Racial harassment can create hostile work environments. You have the right to sue your employer if you or your coworkers have been subject to racial harassment.

Employers cannot request a doctor's letter from every employee who takes sick days.

Philadelphia law also requires employers that their employees receive paid safe time. Employers with 50 or more workers must provide employees up to 8 weeks of unpaid protected time. This can vary depending on how large the company is. This law is not applicable to small businesses with only one or a few locations. Additionally, employers could have multiple locations that do not count as a "10 employee" count under law. Further, it is not clear how to determine which employees will be covered by the law. This and other issues may be better clarified by an employment lawyer.

Employers cannot discriminate towards employees who claim their rights under Fair Labor Standards Act. Employers must pay nonexempt employees at least $7.25 an hour, and overtime payment of one-half of their regular wage. But there are exceptions. Employers may in some cases choose to use non-exempt employees to cut costs.

Philadelphia has the lowest minimum wage in any major U.S. city due to inflation. The state sets Philadelphia's minimum wages, but it also impacts workers in tipped jobs. To avoid problems, employers in the city should know the minimum wage laws.

Our legal team is well-versed in many industries, employees, and claims. As such, we can represent all employees from minimum wage workers to CEOs and large corporations. No matter if you are a white-collar office worker or a blue-collar transportation employee, we can help.

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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attorney philadelphia

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.

Executive employment agreements usually cover compensation, benefits and equity grants. They also address termination. The most contentious topic of all is the termination clause. It is important to include a complete termination clause in any executive employment agreement. Here are the facts.

What to Look Out For in Executive Employment Agreements

The federal minimum wage currently stands at $7.25 and Philadelphia's is $7.25. However, the state legislature does not have the ability to raise it. The city cannot therefore set its minimum wage. There is much debate about whether Philadelphia should change the minimum wage.

Tipping is legal in Pennsylvania as long tip-pooling doesn't exceed 80 percent tip-generating time. Federal regulations prohibit tip-pooling as an excuse to not pay minimum wages. Tip-pooling is prohibited for managers and supervisors.

An executive employment agreement may include a clause that provides a golden parachute. These clauses will kick in if the executive leaves the company. These clauses may be highly lucrative, but they can also result in companies not having enough capital to pay their top employees. Avoid golden parachute clauses, especially if you're an executive.

According to the Pennsylvania Department of Workforce Development (Pennsylvania Department of Workforce Development), more than one third of Philadelphia residents are paid the minimum wage. This percentage is higher among blacks, Hispanics and people without college degrees. Philadelphia's minimum wage workers tend to be young and non-white. They are also spread across all age groups with 58% of them being prime working age and 62 percent under 25.

Philadelphia health care law, regardless of why an employee is absent, requires that employers provide sick time for their employees. Employers must pay at least 80% to employees who require time to recover from illness.

Employees with disabilities are not fired

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According to the American Community Survey which measures poverty in major cities, around one third of Philadelphians earned $7.25/hour or less in 2018. This percentage is more Hispanic than non-white. More than one third of the workers were below the age of 24, and had never completed college. Philadelphia's minimum wage employees were mostly young adults. These numbers may not be accurate because they do not include certain workers who were not covered under the minimum wage or whose employer did not follow the law.

* Interference with contracts and defamation

Employers must give their employees reasonable documentation in order to comply the new law. This includes a doctor's letter. The letter doesn't have to be specific about the illness. Additional sick leave is available to employees if necessary. The law requires employers to keep records about employees' hours and the time they take for sick leave.

Philadelphia is one of the most affordable major U.S. cities. This means that many Philadelphians are struggling to make ends meets. Mayor Jim Kenney recently approved an ordinance which will raise the minimum wages for some city workers. The Consumer Price Index, which is all urban consumers, determines the new minimum wage rate.

Can you be fired if you are sick in Philadelphia

* Illegal wage deductions

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Frequently Asked Questions

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.