employment and labor law attorney

Claimants to a severance agreement

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.

Philadelphia has both the ADA and an anti-discrimination law. It depends on your circumstances and the options available to you to choose which law to file. A Philadelphia employment discrimination lawyer will be able to explain which laws could apply to your particular situation. Employers are required to make reasonable accommodations so that disabled employees can perform their essential job functions.

Pennsylvania's overtime payments rules require that employers pay employees at least 1.5x their regular pay for hours worked more than 40 hours per week. These amounts generally range between $12 an hour and $18 each hour. Many employers don't pay overtime due to the fact that employees work less then forty hours per week.

The Lacy Employment Law Firm might offer to handle your case for you on a contingency basis. We will only take your case if we can recover for you.

Non-solicitation agreements, which are between an employee (and an employer), state that the employee will refrain from soliciting clients or customers after he leaves the company. This includes the prohibition of an employee from influencing customers and employees. The employee might also be forbidden from taking any other employees with him to work when he leaves the company.

A disability is an actual or perceived impairment in one or more of the following activities: This includes impairments affecting sight, hearing, and mobility. It can also cover mental and emotional conditions. This law applies to people who have a history of disability like cancer or bipolar disorder.

Employers must also provide paid sick leave and post a notice explaining their policies in their employee handbook. The Mayor's Office or a designated person will provide the poster. Employers must give adequate notice in employee handbooks. If handbooks are not available, employers must send written notice to employees. The notice must be in English, and at least five per cent of the workforce can understand it.

We also provide comprehensive estate planning services to our clients, to protect your assets and family in the event that something happens to you.

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.

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Employers must include in their employee handbook a notice explaining the policies they have. The Mayor's office will give the poster to the designated individual. Employers must include adequate notice in the employee handbooks. If they do not have them, employers must provide written notice. This notice must include at least five percentage of the workforce in English.

The penalty for noncompliance can depend on the firm's size, its market power and its workforce skills. Costa Rica's minimum wage program, which increased compliance rates, led to higher average salaries. The program did not have any negative effects on employment. Brazil had a higher enforcement of minimum wages that boosted formal work, but also decreased the wage inequality and self-employment.

An executive employment agreement should have a clear termination clause. This is to avoid any surprises over the course of the contract's term. A good termination clause should provide a remedy period for the executive, so that the company can resolve the problem. The termination clause should include a clause prohibiting the Executive to solicit employees.

Title VII of the Civil Rights Act of 1965 makes it illegal to discriminate based on nationality. Employers are prohibited from discriminating against employees on the basis of race, religion, or national origin. Employers with more than 15 employees are covered by this law, as well federal agencies, state and local governments, employment agencies, and federal government agencies.

We can help you fight discrimination based on your gender, age, or sexual harassment.

Our legal team brings a wealth of experience to the table in all areas of law, including employees we have advised and claims related to them. Therefore we can effectively represent employees of all levels, from minimum wage workers to CEOs at large companies. We can help, no matter what your situation may be.

Noncompliance can lead to severe penalties that could result in significant fines. This ordinance affects not only city workers but also workers of entities with contracts with City. But penalties aren't the only way to enforce compliance.

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In less than six months, Pennsylvania's minimum salary for exempt employees will surpass the federal minimum standard. Pennsylvania's overtime pay and state minimum wage rules were established in 1968. Pennsylvania follows the federal minimum wage standards and the salary exemption minimums set forth in the Fair Labor Standards Act.

Age discrimination

Philadelphia has the lowest minimum wages floor in America. While voters approved a ballot initiative to increase the minimum wage floor from $15 an hour to $15, the state prohibits local governments from increasing the minimum wage. Pennsylvania is one 27 state that has pre-emption laws which prevent local governments raising the minimum wage. Philadelphia has less than half the minimum wage earners who are full-time employed. They are predominantly Hispanic, non-white, young, and female.

Racial discrimination can be when an employer treats an employee, or job candidate unfairly because they are of a different race. This includes racial harassment. Racial harassment can make it difficult to work in a positive environment. Racial harassment can lead to hostile work environments. You have the right of action against your employer.

Title VII of The Civil Rights Act of 64 makes it illegal for employers to discriminate on the basis of national origin. Employers can't discriminate against employees because of their race, national origin, religion or gender. This law applies to employers who have 15 or more employees. It also covers employment agencies, state, local, and federal governments.

* Wage-and-hour law class actions

Employers in Philadelphia have the right to file a complaint against clients or former employees. The Philadelphia Wage Theft coordinator can be contacted to investigate the complaint. The complaint will be reviewed by the Wage Theft Coordinator who will notify the employer. The employer must respond to the complaint with all records regarding hours worked, payments to third parties and any legal deductions.

Many employees are good-intentioned and will seek assistance from their HR department or supervisor in order to solve problems at work. However, they may not realize that their statements were made to protect the best interest of the company. For clients who want to understand their unique situation and get a third-party view of their legal issues, we advise them to consult a lawyer before they bring a claim to a company representative.

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.

Apart from providing substantial perks, the golden parachute clauses provide significant severance packages for executives who leave. These benefits may include a substantial salary, bonuses and vested status within retirement plans. They can be a great source of income when executives are looking for a job.

An executive employment agreement should contain a clause detailing the termination process. It should also mention the right to terminate for good cause. You should carefully negotiate this clause. This clause should be written carefully to avoid any disputes, litigation, or public disapproval. You should consult an experienced employment attorney before you finalize your agreement.

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Philadelphia's minimum income is only one factor in the equation of poverty reduction. The minimum wage not only affects the amount of money a worker earns, but also the hours he/she works. Numerous studies show that raising a minimum wage is not just good for the economy but can also help keep young people off the streets.

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.

There are many ways around the non-solicitation clause in executive employment contracts. First, don't sign a non-solicitation contract if it is not your intention to leave the company. Hidden traps may exist for non-solicitation arrangements that you may not even be aware of. Non-solicitation agreement may also be hidden in bonus awards, share options, retirement plans or other types of financial products.

Federal law bars discrimination based only on protected classes. These classes include race/religion/ancestry, color, and nationality. It also prohibits discrimination against people of certain protected classes based on their disability, age or association. In many cases, employers have an obligation to treat all employees equally.

An executive employment contract should contain a clause that describes the termination process. This clause should also include the right of quit for good reason. Negotiating this clause should be done carefully. A poorly drafted clause can result in litigation or disapproval. Before you sign any employment agreement, it is crucial to consult with a qualified attorney.

* Violations by the Minimum Wage

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.

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.