labor lawyers for employers

Exclusions from overtime pay and minimum wages

The Illinois Freedom to Work Act was effective January 1, 2022 and provides significant protections to employees. Employees are also better positioned during negotiations. The Freedom to Work Act will also help employees protect themselves by mandating that an employer pay attorneys' fees when he or she initiates litigation.

* Accommodations available for people with disabilities

Discrimination on the basis of religion in a workplace could be detrimental to an employee's mental health. This can lead to depression and low self-esteem among other problems. Employees who are discriminated against because of their religion might lose their social support network. This can result in hostile work environments and high turnover.

Some companies use these clauses to lower the risk of hostile takeovers. These clauses are not for everyone. A golden parachute is a way to protect company assets from potential buyers, but it can also cause dissatisfaction in existing employees. It is important to limit the scope of the clause and balance its advantages and disadvantages.

We assist employees and groups of workers with workplace claims and challenges. You have rights, whether you are being wrongfully paid, subject to workplace harassment, discrimination, or facing wrongful termination. We have represented hundreds upon hundreds of employees in negotiations, mediation, arbitration, litigation in federal courts and state courts. We are passionate, knowledgeable and experienced employee advocates who can help you understand your rights so that you can make informed decisions about your case. Contact our Philadelphia employment lawyer today.

* Discrimination on the basis of race, color, gender or LGBT status or identity, nationality, religion, age or disability

No matter if you've been discriminated against for your age, sexual harassment, or denial of the wages you deserved, we're here to help.

* Disabled accommodations

labor lawyers for employers

best lawyers in philadelphia

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.

An executive employment agreement should include a confidentiality provision. Many senior management employees have access to financial information and business strategy that could be detrimental to the company. Although statutory trade secrets protections are often used to protect this information, executive employment agreements should specify confidentiality obligations.

Many of our clients do have no current dispute with their employers but need help in balancing the playing field, understanding legal documents and how to interpret them.

Discrimination against a national origin can be in many forms. These acts can negatively impact the employee's ability, and possibly even their career. Employers might be held liable in certain instances for acts of harassment by employees.

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.

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employment litigation

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.

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.

According to NBC10 Pennsylvania's minimum wage laws are designed to protect tipsters in the state. The new rules stipulate that employers cannot deduct noncash payment fees from employee tips. The new rules also require employers that they clearly explain to their customers that these automatic services charges are not tips. The workers must be permitted to spend at most 80% of their time tip-generating.

We will provide a confidential, no obligation legal consultation for you to discuss your situation, offer advice, or provide representation.

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.

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.

harassment employment law

* Lunch- and rest-break questions

* Retaliation

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.

Termination

Is it possible to be fired for being sick in Philadelphia

Exclusions from the overtime pay and minimum wage rules

Discrimination against people with disabilities

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.

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.

Harassment on the basis of race

Employers must post a notice stating their sick-leave policy, in addition to offering paid sick time. This notice must be in English, as well as any other language that is used by 5% or more of the workforce. Employers should also include adequate notice in employee handbooks. Employers must also provide written notice to employees if they do not have handbooks. This notice must include information about the employee's hours worked and their annual salary.

The key term "devotion of employment" is a critical phrase in executive employment agreements. This clause stipulates that an Executive must commit substantially all of his energy and time to the Company's responsibilities. This means that the Company cannot authorize the Executive to engage outside employment.

Remember that non-solicitation contracts have an expiration date. Courts generally view non-solicitation agreements with a longer term as being suspicious. If you are in the process to sell your company, it is worth signing a non-solicitation transitional agreement. This will prevent your company losing valuable clients or employees.

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Failing termination

Employers can not ask for a doctor’s notice every time an employee has to take a sick day

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.

Employers can use their earned sick days for personal and/or family reasons, as per the law. Employees may be required to show reasonable documentation if they take longer than three consecutive days off. Employers must provide written notice to employees concerning their rights, and their responsibilities under law.

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.