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A disability is any real or perceived mental or physical impairment that limits one or several activities. This includes any impairments that impact sight, hearing, or mobility. This can include mental and emotional disabilities. This law also applies to individuals who have suffered from a disability in the past, such as those suffering from cancer or bipolar disorder.

* Breach

Philadelphia's poverty rate is especially severe, despite the fact that cities tend to have lower poverty rates in America than suburbs. A Pew Research Center study found that Philadelphia ranks second in poverty to Pittsburgh and 12 other large metropolitan areas. A two-member household earning less than $15,080 a year would be considered to be in the lowest rung of poverty. These people are often in low-wage occupations such as cashiers, nurses aides and chefs.

Harassment based on race is against federal law. Employers may be held liable in some cases for violating this law. Federal law protects employees under the age of 18. The law prohibits discrimination on the basis of age, race or disability.

Philadelphia has the ADA as well as an antidiscrimination ordinance. It is dependent on the facts and available remedies that you choose which law to file. A Philadelphia employment disability discrimination lawyer may be able help you identify which laws could apply to you. Employers must make reasonable accommodations that allow disabled employees to do the essential functions.

Discrimination against people based on their nationality is a serious problem. Employers still have difficulty understanding that discrimination against people based upon their national origin or ethnicity is illegal. This could also mean that employers don't realize the consequences of their actions. You can combat discrimination by becoming familiar with the laws.

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.

Pennsylvania employers must exercise caution when adjusting minimum wages. According to the PA Minimum Wage Act employers must pay employees minimum $684 per workweek or $35,568 per annum. Employers are required to keep track of employee hours and pay overtime when they go over the threshold.

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.

Despite receiving over 100,000 cases every year from the EEOC, the agency responds only 18 percent to claims. This means that employees who file a claim today with the agency are much less likely of receiving compensation than Law. Racial discrimination is a problem in the workplace that must be addressed immediately.

Discrimination based on disability in the United States is illegal. Employers, however, are not required by law to give disabled people preferential treatments. Employers may choose the most qualified candidate for the job by looking at their qualifications. The exception to this rule is when the disability creates a substantial burden for the business.

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* Violations of the minimum wage

* Civil assault or battery

The penalties for noncompliance could depend on how big the firm is, its market power, and the skills and experience of its workforce. Costa Rica had a minimum wage program which raised compliance rates. This helped to boost average wages. The program had no effect on employment. Brazil saw a rise in formal employment due to increased enforcement. However, it also led to a decrease in self-employment and wage inequality.

At the moment, the federal minimum wages are $7.25 and $7.25 for Philadelphia. However, the state legislature doesn't have the power or ability to increase it. Therefore, the minimum wage cannot be set by the city. But, Philadelphia may be able to modify it.

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Philadelphia's minimum wages have been lowered by inflation, making it one of the most affordable U.S. cities. The state sets Philadelphia's minimum wage, but workers in the tipped industry are also affected. Employers in Philadelphia should be familiar with the minimum wage law to avoid any issues.

Our legal team is well-versed in many industries, employees, and claims. As such, we can represent all employees from minimum wage workers to CEOs and large corporations. No matter if you are a white-collar office worker or a blue-collar transportation employee, we can help.

Our Philadelphia employment lawyers represent workers from all backgrounds and industries in a wide range of employment-related claims. We aim to rectify the wrongs done hardworking men or women in order to prevent similar events from happening again.

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Noncompete claims

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.

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.

Employees are protected from discrimination based upon their age, gender, national origin, ancestry or pregnancy, disability, sexual orientation, faith, or any other protected characteristic. Harassment of a protected group is also illegal, regardless of their age, sex, nationality, military service, or gender.

Discrimination on the basis of national origin can come in many forms, including harassment or discrimination. These acts can impact an employee's ability and ultimately their career prospects. Employers may be held responsible in certain cases for harassment of employees by non-employees.

* Whistleblower claims

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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.

Both employers and workers would be benefited by an increase in the minimum wages. It will generate more local business and lower the cost for state services. Businesses that are struggling to fill vacant positions would be benefited by it. The state house's Republicans believe that the market should determine minimum wage increases.

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Harassment on the basis of race

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* Violations of the overtime policy

According to the Pennsylvania Department of Workforce Development (Pennsylvania Department of Workforce Development), more than one third of Philadelphia residents are paid the minimum wage. This percentage is higher among blacks, Hispanics and people without college degrees. Philadelphia's minimum wage workers tend to be young and non-white. They are also spread across all age groups with 58% of them being prime working age and 62 percent under 25.

Sexual harassment claims

Philadelphia's minimum salary has been reduced by inflation. It is the lowest in all major U.S. cities. Although the state sets Philadelphia’s minimum wage, it also applies to workers in tipped sectors. You should make sure that you are familiar with the minimum wages law if you work in the city.

Our Philadelphia employment attorneys represent workers from all backgrounds in a range of employment law cases. We work to correct the wrongs done by hardworking women and men to prevent similar situations from ever happening again.

Inflation has driven Philadelphia's minimum salary down over the past decade. The cost of living has increased dramatically. A $7.25/hour worker full-time would see a $2.578 increase in this year's salary. Inflation means that this amount is huge for someone who works full time.

The Illinois Freedom to Work Act, which became effective January 1, 20,22, provides substantial protections to employees. The act also places employees in a stronger position for negotiations. Further, the Freedom to Work Act will mandate attorneys' fees to protect employees when an Employer files a lawsuit.

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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?