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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.

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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.

Employees may use earned sick leave for family and personal reasons under the law. If they are absent for more than three days consecutively, however, they will need to provide reasonable documentation. Employees must be given written notice by employers about their rights and responsibilities under the law.

It is influenced by tipped employees

Philadelphia's health law provides protection for employees, regardless of the reason behind an employee's absence. Employers must provide sick time to employees. Employees who need time off to recover from illness should be paid at least 80 percent of their regular salaries.

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It is set up by the state

An executive employment contract must clearly define "cause" and include any offenses against shareholders or the company. Many times, the definition of "cause" can be vague or ambiguous. Worse, employees may not be aware of the exact cause that led to their termination.

The good reason clause should provide a list of reasons why an employer can terminate a contract. No matter whether the reasons are personal, business, or professional, a good reason clause must be included. A good reason clause allows employees to terminate their employment within a specified time.

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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.

We help employees, and groups of employees, with workplace issues and claims. Your rights are protected, whether you have been unfairly paid, suffered harassment or discrimination in the workplace, or face a wrongful firing. We have represented hundreds on behalf of our employees in negotiation, mediation and arbitration as well as in court proceedings in federal and state courts. We are knowledgeable, passionate and experienced advocates for employees. Contact our Philadelphia employment lawyer today.

An employee's psychological well-being can be affected by discrimination in the workplace based on their religious beliefs. As a consequence, employees can experience depression, low self esteem, and many other problems. Employees who are subjected to discrimination based upon religion can lose their social support networks. This can cause hostile work environments, high turnover and other problems.

According to NBC10 the new Pennsylvania minimum wage laws were created to protect tip workers. Employers can no longer deduct tips from employees for non-cash payments, according to the new rules. Employers must also clearly inform customers that these service fees are not tips. Workers must also be allowed to tip-generate at least 80% of the time.

Many of our clients are not in a dispute with their employer, but require assistance to level the playing fields and understand legal documents.

Non-compete and anti-solicitation clauses are essential for executive employment agreements. These clauses will protect an executive’s reputation, knowledge, or experience. They can also limit the company's flexibility to fire or hire executives. It doesn't matter for how long an executive stays at a company. You need to carefully review the provisions of executive employment contracts and negotiate the most advantageous terms.

Employers must offer paid sick leave

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.

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A golden parachute can also be part of an executive employment contract. This version is more generous and may include equity, stock options or other benefits.

Discrimination due to disability

Philadelphia's health insurance law does not require employers ask for a doctor’s certificate every time an employee takes a day off. Instead, employees are compensated for sick time according to how many hours they work. However, the law contains some nuances. Temporary placement agencies do not fall under the jurisdiction of the law. Employers can be affected by this. Employers may wish to consult an employment lawyer before making any final determinations about whether or no the law applies.

The American Community Survey is a Philadelphia-based survey that measures poverty. It reports that 44,000 Philadelphians aged 16 and older earned less $7.25 an hr in 2017. These people earned less than $7.25 an hr were more likely Hispanics, younger, and to not have a college diploma. The data also showed that Philadelphia's minimum wage earners made up 63 percent of the total workforce. This includes four sectors such as education services and retail trade. Although it has fallen over the past decade, this still represents a large portion of Philadelphia's workforce.

Employers as well as workers will benefit from an increase of the minimum wage. It would bring in more business to the area and lower the costs of state services. Businesses would also gain from it, as they will be able to fill vacant jobs. But the Republicans in state house think that minimum wage hikes should be determined by market conditions.

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* Actions in class under the Wage and Hour Law

The Lacy Employment Law Firm has experienced Philadelphia employment attorneys who can assist you if you've been treated unfairly at work or need to learn how to use the law effectively.

* Illegal wage deductions

The inflation has largely contributed to Philadelphia's declining minimum wage over the past decade. The cost of living is rising rapidly. A full-time worker who earns $7.25 an hour would have to take $2,578 off their salary. This is a huge amount of money, especially when you consider inflation.

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Pennsylvania employers should be cautious when considering adjusting their minimum wages. The PA Minimum Wage Act requires employers to pay employees at least $684 per week or $355,568 per year. Employers must track the hours of employees and pay overtime if they exceed the threshold.

We know that your job is important to you and your family. That is why The Lacy Employment Law Firm will support and defend your unique employment situation.

We also provide services for Pennsylvania employers that are trying to comply to federal and state laws.

We at The Lacy Employment Law Firm understand that your livelihood is dependent on your employment. This is why we will do our best to help you and your family.

If you are in a legal situation that we might be able provide advice or representation for, we offer a confidential and no-obligation consultation. We will learn about your story, give legal and practical advice, as well as discuss how we can help.

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Inflation has led to Philadelphia's minimum wages falling over the past decade. The cost to live has risen dramatically and a $7.25 hourly worker would receive a $2.578 reduction in their annual salary. If you take into account inflation, this is an incredible amount of money for someone who works full-time.

Discrimination based upon religion

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.

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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.