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Pennsylvania's law regarding paid sick leave requires that employers who have ten or more employees provide sick time. The law requires employers to provide sick leave for all employees who work more than forty hours per year. This law does not apply to independent contractors, seasonal workers, or workers who have been employed for less than six month. The law doesn't apply to adjunct professors and workers covered by a collective bargaining arrangement.

Philadelphia Minimum Wage Laws. What You Should Know

Wage-hour disputes

It is difficult to prove the non-solicitation of an employee. Although it's possible to prove a former employee is actively looking for a job, it is more difficult to show they haven't contacted clients or customers. Ex-employers might give out business cards to former clients, but that is unlikely to be considered solicitation.

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* Discrimination based upon race, color/gender, LGBT status/identity or national origin, religious, age, or disability

Employers with ten or fewer employees are also required by law to offer paid sick days. The law requires that covered employers allow eligible employees to accumulate up to 40 hours per year of sick time. Employers could provide more than what is required. Philadelphia covers employees that are eligible for paid sick time will receive it at the beginning. For every forty hours they work, they will get one hour of sick leave. This means that an employee will have to use all 40 hours paid sick leave within 90 days.

Discrimination against qualified disabled employees is prohibited by both the Americans with Disabilities Act, and Pennsylvania Human Relations Act. Although they don't apply to all situations, these laws can prevent employers discriminating against disabled employees. Employers are required provide reasonable accommodations to ensure the comfort of their employees.

Employers may request a note from a doctor when an employee is absent for a sick day if the law has been applied consistently to all employees. Employers should limit requests for doctor’s notes in order to verify that an employee receives healthcare. However, they should not attempt diagnose the employee’s illness. Employers can research the laws that govern paid sick leave in their state and local jurisdictions to see which regulations apply.

Some companies use these clauses to lower the risk of hostile takeovers. These clauses are not for everyone. A golden parachute is a way to protect company assets from potential buyers, but it can also cause dissatisfaction in existing employees. It is important to limit the scope of the clause and balance its advantages and disadvantages.

* Breach in contract

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Sexual harassment claims

Consider hiring an employment attorney to protect your rights in the event that your employer discriminates against employees. These lawyers have the experience to help you win justice. Additionally, these lawyers can assist with damages filings. This could allow you to file for damages in a disability discrimination suit.

We will fight for you whether you have been discriminated because of your age, gender, or sexual harassment.

All employment fields prohibit discrimination based on disability. Employers cannot make decisions based upon a candidate's disability, mental impairment, or nationality. Employers are forbidden to discriminate on the basis that a disability affects compensation, terms, privileges, and employment opportunities.

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Noncompliance can result in severe penalties

Philadelphia has the lowest minimum-wage floor of any American city. The minimum wage floor was raised to $15 per annum by voters last year, but state law prohibits local jurisdictions raising it. Pennsylvania is one of 27 states with pre-emption laws, which prohibit local governments from raising the minimum wages. Philadelphia's minimum wage earners make less than half of their income full-time. The majority are non-white, Hispanic and young women.

These laws make it illegal to discriminate on the basis of disability in employment. This includes hiring and firing as well as terms, conditions, privileges and duties. Employers can't discriminate on the basis of age, gender, national origin, race, and gender. Employers cannot discriminate based on sexual orientation, political affiliation, or gender.

Discrimination on the basis of religion in a workplace could be detrimental to an employee's mental health. This can lead to depression and low self-esteem among other problems. Employees who are discriminated against because of their religion might lose their social support network. This can result in hostile work environments and high turnover.

We also provide comprehensive estate plans to help you protect your assets and family in case of death.

Federal law prohibits harassment based solely on race. In certain cases, employers may be found guilty of violating the law. Employers under 18 years are protected by federal law. The law prohibits discrimination against people based on their age, race and disability or marital status.

* Breach

We also offer services to Pennsylvania employers, who need help with compliance with federal and state law, creating policies, contracts, or drafting handbooks.

* Medical and family leave

According to the American Community Survey, which assesses poverty rates in major cities in America, approximately one-third (33%) of Philadelphia's workers earned $7.25 per hour or less in 2018. This is a large percentage of Hispanics and non-whites. Over one-third of workers were younger than 24 years old and had not completed a college degree. Philadelphia's minimum wage workers were young adults. These figures could not be exact because they include workers who weren't covered by the minimum wage law or whose employers didn't comply with it.

Philadelphia Minimum-Wage Laws – What You Must Know

Excessive payments made by golden parachute owners are subject to taxes. These payments can also be costly for companies. Executives may want to weigh the tax implications before purchasing a golden parachute. To avoid excessive parachute payments, it is a good idea to increase the base of compensation immediately before there is a change of control. This strategy could lead to a higher base for executive pay in the long term.

Employees can suffer from psychological distress if they are subject to discrimination because of their religion at work. Employees may feel depressed, low self-esteem and other issues as a result. Employees who are subject to discrimination on the basis of religion could lose their support networks. This could lead to hostile work environments and high turnover rates.

What to look out for in Executive Employment Agreements

* Breach of contract

FMLA Claims

Tip-pooling in Pennsylvania is permissible as long as tip-generating employees spend less than 80 percent of their time tip-generating. Federal regulations say tip-pooling can't be used to excuse employees from receiving a minimum wage. Managers and supervisors are not permitted tip-pooling.

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Can you be fired if you are sick in Philadelphia

These clauses are sometimes used by companies to decrease the likelihood of hostile takeovers. They may not be for everyone. A golden parachute can be used to protect assets and prevent potential acquisitions, but it can also cause dissatisfaction within existing employees. It is therefore important to limit the clause's reach and to carefully weigh its benefits and drawbacks.

* Illegal wage deductions

Although some harassment cases will not be considered workplace racism, there are many others. Although a single incident of racially motivated assault or repeated use sexist terms won't create hostile work environments, multiple incidents will. Workplace harassment could include a hanging noose, which is reminiscent lynchings.

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Frequently Asked Questions

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.

Employment law is much more than workplace discrimination. You might need legal counsel to help with employment agreements, contract negotiations, or a severance agreement review. There is also law that applies specifically to public sector employees. New Jersey employment laws differ from Philadelphia employment laws. And there are aspects of business law with an employment element as well. Perhaps you saw some illegal activity at work, then you can bring whistleblower claims. Did you suffer a personal injury at work? Then you have a workers compensation claim. Maybe your employer is accusing you of breaching a non-compete agreement or taking trade secrets with you to a new company. You will definitely need us in this case. There are so many different aspects of employment law. Give us a call and find out.