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Discrimination based solely on national origin

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Tipping is legal in Pennsylvania as long tip-pooling doesn't exceed 80 percent tip-generating time. Federal regulations prohibit tip-pooling as an excuse to not pay minimum wages. Tip-pooling is prohibited for managers and supervisors.

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.

Wage and Hour Disputes

The American Community Survey measures poverty rates across major cities. It found that roughly one-third to three quarters of Philadelphian workers earned $7.25 an hr or less in 2018. This percentage is higher among Hispanics and others. One-third of the workers had less than 24 years of age and didn't have a college education. Philadelphia's minimum wage earners were young adults. These figures are not necessarily accurate as some workers were not included in the minimum wage law.

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EEOC is only able to respond to 18% of the claims it receives, despite receiving about 100,000 cases per year. This means that employees who file claims with the agency today are less likely to be compensated than those who filed Law's suit. Racial discrimination in work environments is a serious problem and must be addressed immediately. The government must also protect workers from such discrimination.

Pennsylvania's new minimum wage rules should be familiarized to tipped workers. The Department of Labor & Industry approved a few modifications that will affect overtime compensation and tipped worker's pay. The updated rules, including the tipping rule and new requirements to classify as a "tipped employee," are set to take effect on August 5, 2022.

It has the lowest wage floor in any major American city

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Employees can suffer from psychological distress if they are subject to discrimination because of their religion at work. Employees may feel depressed, low self-esteem and other issues as a result. Employees who are subject to discrimination on the basis of religion could lose their support networks. This could lead to hostile work environments and high turnover rates.

We also offer our services to Pennsylvania employers.

They also protect employees against unlawful discrimination on the basis of their age, sex or national origin, as well as pregnancy, disability and sexual orientation. Harassment committed against a protected person is also illegal. It can be based on the following: age, sex and national origin; military service.

Employers frequently use golden parachutes as a way to attract top employees. Top executives desire security, especially if their company is susceptible to mergers and acquisitions. This can help companies attract top executives. Furthermore, high-level executives are more likely to remain in a company with a gold parachute rather than one without.

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The minimum wage in Philadelphia is just one part of the equation to alleviate poverty. The minimum wage has an impact on not only how much a worker makes but also how many hours he or she works. Numerous studies have shown that increasing the minimum wage not only benefits the economy but also keeps young people off the streets.

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.

The Lacy Employment Law Firm is here to help you defend what is right and use the law to your advantage if you have been mistreated at workplace.

Our experienced Philadelphia employment lawyers at The Lacy Employment Law Firm can help you to uphold the law by using it effectively.

A causal connection must be established between an employee's national origin and the adverse employment decision in order to prove that discrimination is occurring. Employers are responsible for the proof if the causal connection can be established. The employer must first give a valid, non-discriminatory reason. The employer must then provide evidence that the reason given by the employer is false.

These clauses are sometimes used by companies to decrease the likelihood of hostile takeovers. They may not be for everyone. A golden parachute can be used to protect assets and prevent potential acquisitions, but it can also cause dissatisfaction within existing employees. It is therefore important to limit the clause's reach and to carefully weigh its benefits and drawbacks.

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A golden handshake can be included in a executive employment agreement that includes a golden parachute. This is a generous version of the gold parachute that may include equity or certain stock options.

Employers cannot discriminate against employees who exercise their rights under the Fair Labor Standards Act (FLSA). Employers are required to pay non-exempt employees minimum wages of $7.25 an hour and overtime pay of one and half of their regular pay. There are exceptions. Employers may choose to hire employees who are not exempt to cut costs in certain cases.

It can be difficult to prove nonsolicitation. It is possible to prove that an ex-employee has actively sought out a new employer. But it can often be difficult to prove that the former employee did not contact clients or customers. Former employees might hand out business card, but this does not necessarily mean that they are soliciting.

Employers can't fire disabled employees because of discrimination under the Americans with Disabilities Act (ADA). If the company makes reasonable accommodations to enable disabled employees to perform their jobs, they are protected from being fired. Employers with more than 15 employees are exempt from this law.

* Infractions to the Minimum Wage

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Employers use golden parachutes often to attract top-ranking executives. High turnover companies or those that are prone to mergers or acquisitions will often require security. This can be a powerful way to attract senior executives to a company. A golden parachute may make executives more likely to stay with the company than one that isn't.

Employers must not only provide paid sick time for employees but also post a sign stating their sick leave policy. The notice must be posted in English and any language spoken by 5% of employees. Employers must also give adequate notice to their employees in their handbooks. If they don't have employee handbooks, they will need to give written notice. Information such as hours worked by employees and amount earned in a given year should be included in the notice.

Federal and state laws make it illegal to harass a protected group in the workplace. A pattern of conduct that creates hostile work environments and leads to adverse employment decisions is considered harassment. This harassment can be directed at supervisors or co-workers, but it can also happen outside of the workplace.

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

* Actions in class under the Wage and Hour Law

Racial Discrimination Laws at Work

An employer in Philadelphia can file a claim against a client or former employee. The Philadelphia Wage Theft Coordinator can be reached for assistance. The Wage Theft Coordinator will review the complaint, and notify the employer. The employer must reply to the complaint. This includes all records about hours worked, amounts paid third parties, and any deductions.

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Many executive employment agreements include a clause allowing for a golden parachutist. These clauses kick in when an executive quits the company or is not performing well. These clauses can be very lucrative but they can also cause companies to not have enough capital to pay their top staff. You should steer clear of golden parachut clauses if your job is in the executive ranks.

Philadelphia law also requires that employers provide paid safety time for their employees. Employers that have 50 or more employees need to provide their employees with up to eight hours of unpaid safety leave. This amount may vary depending upon the size of your company. This law does not apply for small businesses with just one or two locations. Employers can have multiple locations. However, this would not count towards the law's "10-employees count". The law doesn't specify how to identify which employees are covered. For clarification on these and other issues, employment counsel may be a good option for employers.

Employers must provide paid sick days and include a notice in the employee handbook explaining their policies. The Mayor's office, or a designee, will distribute the poster. Employers must ensure that employees are given adequate notice. In the event that handbooks don't exist, employers must notify their employees by writing. This notice must be given in English and the language spoken by at least five percent.

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Frequently Asked Questions

Choosing an attorney is not easy. Here�s some things we suggest you consider. Look at the attorney�s credentials. If an attorney went to a top law school, you can expect a certain standard of competence. You should then look at experience. Does the attorney have some listed experience on their website that makes them stand out? But, above all else, you should trust your gut. If your attorney seems like a jerk, do not hire him or her. Contrary to popular belief, being a jerk attorney is not an asset in law; it is a liability. A good attorney will have good relationships with opposing counsel. This relationship can and will help you get a better outcome. Jerk attorneys never form these relationships.

Here are some questions that you should ask. How long will my case take? Am I better off settling early? Will you drop my case if we do not settle after the EEOC process? Have you handled this type of case before? How much of your practice is devoted to employment law?