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Noncompete claims

Philadelphia's law on health protects employees no matter what the reason is for an employee not being available. It requires employers to give sick time to their employees. A sick employee must be paid at minimum 80% of the regular salary if they need to recuperate from an illness.

False termination

An important term in executive employment agreements refers to "devotion for employment." An Executive must dedicate substantially all his time and effort to fulfilling his Company's duties under this clause. This means that an Executive cannot be authorized to engage in outside employment.

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Devotion to employment

To avoid surprises, a termination clause in an executive employment contract should be carefully written. Good termination clauses should include a period of cure for the executive to allow the company to seek resolution. A termination clause should also contain a provision that prohibits the Executive soliciting employees for the Company.

These clauses can be used by companies to reduce the possibility of hostile takeovers. They are not suitable for all. Although a golden parachut can help protect assets of a company from being taken by potential buyers, it can cause dissatisfaction among employees. You need to be careful about the clause's limitations and weigh its advantages and drawbacks.

The law allows employees to use their sick time for personal or family reasons. They may require reasonable documentation if they have to take off more than 3 consecutive days. Employers must give written notices to employees about their rights under the law and their responsibilities.

Devotion for Employment

Discrimination based upon national origin

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A disability refers to a perceived or real impairment of one or more functions. This includes disabilities that affect sight, hearing or mobility. It could also cover mental, emotional or other conditions. It also applies to those with a history involving a disability, such as bipolar disorder and cancer.

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.

* Retaliation

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Termination

What to Look For in Executive Employment Agreements

* Violations of the minimum wage

Your job allows you to provide for your family as well as keep a roof over the head and pay your bills. Many find that having a good job gives them purpose and identity. This allows them to easily invade their home when they have problems at work.

* Wage-and-hour law class actions

We offer a wide range of litigation services to clients who are involved in or anticipating a dispute. These include representation in business disputes, real estate, will trusts, estates, and other areas.

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Employees who are disabled cannot be fired

Philadelphia recently passed a new law which will require employers provide paid sick days to their employees. COVID-19 refers to Philadelphia's code which deals with "promoting healthier workplaces" as well as pandemics. It will require employers in health care to offer paid sick leave to employees who have been diagnosed with the COVID-19 disease. This law covers employees working in hospitals, nursing homes, and home-based health care providers. To qualify, employees must work at least 40 hours in the last three months.

Many employees, even the most well-intentioned, will seek the assistance of their supervisors or HR department to resolve work issues. But they find out that these statements were intended to protect the best interests the business. Our clients are advised to seek the counsel of a lawyer prior to bringing their claims to a representative of the company. This will allow them to get a third party perspective on their legal situation, understand and determine how best to protect their employment and unique situation.

OCR enforces several Federal civil right laws. These laws prohibit discrimination in education and employment. These laws also apply to activities and programs offered by state education agencies. Title II of The Americans with Disabilities Act (ADA), also prohibits discrimination based upon disability.

Our Philadelphia employment lawyers represent workers from all backgrounds and industries in a wide range of employment-related claims. We aim to rectify the wrongs done hardworking men or women in order to prevent similar events from happening again.

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.

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It is possible to use your sick time for medical treatment of an injury or illness. It can also be used by employees to care for their family member or attend long term care appointments. Employers are also prohibited from using sick time to retaliate against employees.

Discrimination based upon national origin is a common problem. Unfortunately, many employers don't know that it is illegal to discriminate against anyone based on their nationality or ethnicity. They may not realize that their actions could have serious consequences. It is important to be familiar with the laws that surround discrimination.

It is the lowest wage level in any large American city.

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.

An often included clause in executive employment agreements is the golden parachute clause. These clauses can be used to protect the company if the employee leaves or ceases to perform. These clauses can prove very lucrative but also can cause financial problems for companies that do not have the capital to pay their top executives. If you are an executive, avoid golden parachutes clauses.

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Frequently Asked Questions

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.

Employment and labor attorneys in Philadelphia, PA tend to be aggressive. Even securing legal counsel for a wrongful termination suit can be challenging due to the overwhelming volume of employment litigation in Philadelphia, PA. When you�re fighting to enforce federal civil rights laws and stop workplace discrimination, large companies take notice. But just because large companies and their employment law attorneys are aggressive, does not make sure you should be scared. The bigger they are, the harder they fall. And we have a proven track record of taking on Goliath.

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.