labour lawyers for employees

Employers who treat their employees unfairly must be held responsible. Even though it can be difficult to get started, The Lacy Employment Law Firm is here to help.

Federal law makes harassment based upon race illegal. An employer could be held responsible in certain cases for violating the law. Employees under 18 years of age are also protected by federal law. Discrimination based upon age, race, disability, marital status, or any other factor is prohibited by federal law.

* Lunch and rest-break issues

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.

A termination clause for an executive employment contract should clearly describe the conditions of termination. Also, the amount of severance compensation if the employee doesn't perform the job. The termination of an executive without payment for severance is a breach in contract. It could lead to a lawsuit.

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.

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.

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Breach of contract

You could face severe consequences if you don't comply

Discrimination on the basis of religion

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.

Employers are forbidden from discriminating against employees on the basis of race, color, gender, marital status, ancestry, national origin, marital status, or national origin under federal discrimination law. Employers cannot discriminate on the basis of age unless it is an occupational qualification.

You can file a complaint if you are an employer in Philadelphia against a client, or even a former employee. The Philadelphia Wage Theft Coordinator can handle your complaint. The Philadelphia Wage Theft coordinator will review your complaint and notify you. The employer must respond by providing all records regarding hours worked and amounts paid to third parties.

employment discrimination law firm

The company receives substantial perks through golden parachute clauses, which provide a significant severance package for executives who are forced to leave. These benefits include a high salary, bonuses, vested status for retirement plans, and many other benefits. These benefits can provide a significant source of income for executives while they search for new jobs.

While employers often take responsibility for their employees' ethical and fair treatment, there are some who exploit their workers in order to avoid their financial responsibilities or simply because they believe that they can.

All employment law services will be handled by us, including whistleblower, harassment, wage-and-hour, wage and hour, andwrongful termination claims. We also advise and represent clients in severance negotiations and non-competition agreements, equity arrangements, and other contract negotiations.

* For violations of overtime

Wage and hour disputes

labour lawyers for employees
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We also offer our services to Pennsylvania employers.

The United States has made discrimination against people with disabilities illegal. Employers are not required to offer disabled persons preferential treatment. Employers can select the best candidate based upon their qualifications. Only exceptions to this rule are when the disability places a significant burden on the company.

Philadelphia employers should review their policies to determine if they are in compliance with new laws. The policies should cover issues such as how sick leave is accrued, compensation for sick time and when employees can claim paid sick leave. They should also inform employees that they have the right to file a complaint against their employer or file a civil lawsuit if they feel they have been treated unfairly.

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You, as an employer, must take reasonable precautions to protect your employees and job candidates. This is your responsibility. If you fail, you may be charged with a breach or constructive dismissal. Public sector organisations have a legal responsibility to protect workers against discrimination.

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.

We offer assistance to Pennsylvania employers looking to comply with federal and state laws.

An employment lawyer can help you protect your rights if your employer discriminates against your. They are experts in these types of cases and can help you get the justice you need. They can also assist you in claiming damages. A disability discrimination lawsuit may be available to you for compensation.

Philadelphia has recently passed a law that requires employers to provide sick leave paid for their employees. COVID-19, a new part of Philadelphia’s code, deals with "promoting health workplaces" and pandemics. When a person is positive for COVID-19, the law requires that employers of health care services provide sick pay to their employees. This law applies to all employees of nursing homes, hospitals, as well as home health providers. For eligibility, employees must have worked at most 40 hours during the past three month.

We tailor our advice to each client's needs. Our team puts the clients' best interests first. They provide trustworthy, honest feedback that is simple to comprehend and execute. We keep our clients updated and strive to keep them informed. You can contact your attorney directly if you have questions. Our attorneys also regularly text, email, or talk with their clients, depending on which method they prefer.

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.

It is important to carefully draft a termination clause for an executive employment agreement. This will ensure that there are no unexpected consequences during the term. To allow the company to address the issue, a good termination clause should contain a cure period. Additionally, the termination clause must contain a prohibition on the Executive from soliciting employees.

Employers are not allowed to ask for a physician's note from employees who take sick days.

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.

* Class action for wage and hour violations

* Illegal wage deductions

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The taxation of golden parachute payments is applicable if they are excessive and can be very costly for companies. When deciding whether to buy a golden perchute, executives might need to take into account the tax implications. Increase the base compensation before a change can be made to prevent excessive parachute payment. This strategy could eventually lead to higher executive compensation.

The laws also protect employees from illegal discrimination based sex, gender, nationality, ancestry and pregnancy. Harassment that is based upon a protected category, such as age, sex or national origin, is also prohibited.

The Lacy Employment Law Firm knows that your work is essential to your family's survival. We will help you protect and support your unique employment situation.

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.

A provision concerning confidentiality is an important aspect of any executive employment agreement. Executive management employees have often access to sensitive financial and business strategies that could prove to be detrimental to the company if they are not used properly. The majority of this information is protected by statutory Trade Secret Protections. However, the executive employment contract should explicitly outline confidentiality obligations.

We have assisted people of all backgrounds in cases such as overtime violations, harassment cases, wage disputes, wrongful firing matters, and many other matters. Let us fight for your rights, employees. Our work is your work. We will always help you do the right thing and make sure that it is. Our Philadelphia employment lawyers can also assist you if your job has been damaged. These trying times don't have to be yours alone.

Many of our customers do not have a dispute with an employer. However, they require help to understand the legal language and level the playing ground.

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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.