employment & labour law

The American Community Survey, which tracks poverty rates in major cities, showed that around one-third of Philadelphian workers earned $7.25 or less in 2018. This proportion is high in Hispanic and other non-white communities. The majority of these workers were aged under 24 and did not hold a college diploma. Philadelphians who earned minimum wage wages were young adults. These figures might not be correct as they may include some workers not covered by minimum wage laws or whose employers failed to comply with them.

Our legal team has a wide range of experience in advising employees and handling related claims. We are able to represent employees from minimum wage workers to large-scale CEOs. We can help you, whether you are a white-collar worker at an office or a blue collar employee in transportation.

A good reason clause should list the reasons the employer can end the contract. A good reason clause should be included, regardless of whether the reasons are personal or professional. A good reason clause gives employees a time frame to provide a notice of termination before the termination date.

We are here to help you, regardless of whether you have been discriminated against because you are older, sexually harassed, or denied the pay you deserve.

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.

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.

Even though liquidated damages are increasingly popular in the nonsolicitation clause they are not always enforceable. If your employee steals customers from the company, a nonsolicitation clause may not suffice to stop him taking over the business.

Each client and every situation are different. Therefore, we tailor our advice according to your requirements. Our team places clients' needs first. We offer honest, trustworthy feedback that is easy-to-understand and to implement. We make it a priority to keep our clients in the loop and will keep you informed of any developments. Your attorney can be reached directly for any questions. We also offer a variety of communication options, including texting, emailing, or talking to our clients, depending on the preference.

* Family and medical leave

Philadelphia has both an anti-discrimination ordinance (ADA) and one in Philadelphia. The circumstances of your case and the available remedies will determine which law you should file. An employment lawyer in Philadelphia can help you determine which laws might apply to your situation. Employers must provide reasonable accommodations to enable disabled employees to perform essential functions of their job.

Your job is your income. You can provide for your family and keep your head above water. A good job provides a sense of identity and purpose for many people. When problems arise at work, they can also easily intrude on a person's personal life.

* Civil assault and Battery

philadelphia employment discrimination lawyer

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

Philadelphia's minimum wage earns almost half of all workers the minimum wage. This group is predominantly Hispanic, black, and young. These people are also likely to live in low-income homes. Philadelphia's population that earns the minimum wage has fallen from 11% in 2010 (about 11% now) to just under 8 percent in 2018. Although this is a huge decline, Philadelphia still boasts an estimated 17% population of low-income people.

Employers are not allowed to fire employees with disabilities under the Americans with Disabilities Act. People who believe they might have a disability are protected from being fired by employers under this law. They can then file a lawsuit to protect their rights.

Whistleblower claims

* Civil assault and battery

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Clients have described us as open-minded, honest, professional, communicative, accessible, and aggressive. We will not tell what decision you should make in each case. Instead, we assist clients in making informed decisions by providing a legal analysis and factsual advice about their options as well as the possible consequences.

For noncompliance, it is subject to sanctions

We can handle all aspects of employment law, such as whistleblowers, harassment, wage & hour, and wage and/or wrongful termination cases. Additionally, we advise and represent clients in severance negotiations.

With the assistance of an employment lawyer in Philadelphia, you can prepare for any arguments and still protect your rights. With our legal team on your side, it is possible to feel secure in knowing that you are upholding fair treatment of other employees.

Philadelphia has the lowest minimum wage in any major U.S. city due to inflation. The state sets Philadelphia's minimum wages, but it also impacts workers in tipped jobs. To avoid problems, employers in the city should know the minimum wage laws.

Philadelphia's health law doesn't require employers to request a doctor's notice every sick day. Instead, employees are paid sick leave based on how many hours they work. There are however some exceptions to the law. Temporary placement agencies are exempted from the law. Employers may find this confusing. Before making any final decisions on whether the law applies to their situation, employers should consult an employment lawyer.

An employee must establish a causal relationship between his/her national origin and the adverse employment choice in order for the case to be proven. Employers have the burden of proof if the causal relationship is established. The employer must first present a valid and non-discriminatory reason. The employee then has to present evidence to prove the employer's claimed reason is false.

Employers must also provide paid sick days to their employees. This notice must include a translation in English or any language that is spoken by at least 5% of the workforce. Employers must also ensure that employees are given adequate notice through employee handbooks. Employers are required to provide written notice to employees, even if they don’t have handbooks. The notice should include details such as how many hours the employee worked and what amount they received in a single year.

Claims under a Severance Agreement

* Violations of the minimum wage

Employers are unable to fire disabled workers because discrimination is prohibited by the Americans with Disabilities Act. Employees with disabilities are not allowed to be fired if the company provides reasonable accommodation for them to do their job. This law is only applicable to employers who have more than 15 employees.

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.

Sometimes, the Lacy Employment Law Firm will offer to take your case for a contingency fee basis. This means that you don't owe anything if we do not recover any money.

employment & labour law

A golden parachutise in an executive employment deal can include a handshake. This is a larger version of the golden chute, which can include equity, certain stock options and other benefits.

Termination

It is the lowest wage floor in large American cities

We can offer legal advice and representation if your legal situation warrants it. We offer a confidential, non-binding consultation to learn more about your case, give practical and legal advice, and then discuss possible options for representation.

* False termination

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.

Golden parachute

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pa lawyers

Discrimination on the basis of race

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.

According to law, employees can use their earned sick leave for personal and family purposes. They will require documentation if they miss more than three consecutive working days. Employees should also be provided with written notice from their employers regarding their rights as well as their responsibilities under this law.

If the law is consistent across all employees, employers can request a doctor’s notice from employees who are sick. Employers should limit doctor's note requests to verify that employees are receiving health care but not diagnose their illness. Employers should search local and state laws governing paid sick leaves to determine which regulations apply.

Non-compliance is a serious offense that can result from severe fines. This ordinance doesn't just affect city workers; it also applies to employees of entities that have signed contracts with the City. For noncompliance, penalties are not an option.

Our clients enjoy a time-saving and cost-effective experience. We won't be afraid to defend what is right. Our clients are our priority and we work tirelessly to protect their interests. Our goal is always to exceed expectations, applying compassion, wisdom, insight and our compassion to each case we take on. We are proud of our stellar reputation and can deliver outstanding results for our customers.

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.