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It is illegal to discriminate against employees or applicants based on their religion at work. Employers cannot discriminate against applicants or employees based on their religious beliefs and practices, according to the 1964 Civil Rights Act. Federal law also prohibits employers from retaliating against employees. An Orlando attorney should represent you if you have been the victim of religious discrimination. Burruezo & Burruezo has extensive experience in handling cases involving workplace discrimination.

Wage and hour disputes

Golden parachute

* Civil assaults and battery

A termination clause in an executive employee contract should clearly define the conditions of termination as well as the amount paid for severance if the employee fails the job. Executives who are terminated without a severance package may be subject to legal action.

* Sexual harassment

Philadelphia's health law provides protection for employees, regardless of the reason behind an employee's absence. Employers must provide sick time to employees. Employees who need time off to recover from illness should be paid at least 80 percent of their regular salaries.

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 often use gold parachutes to attract high-ranking employees. Most top executives seek security, especially when the company is vulnerable to mergers or acquisitions or has high turnover. This can be a way to attract high-ranking executives to a company. Additionally, executive may be more open to staying in a company that offers a golden parachute than one that does not.

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.

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discrimination attorneys

To ensure your rights are protected, it is important to take action if you have been discriminated against because of your national origin. Consult with an experienced attorney who specializes in national origin law before you begin a legal action. An experienced attorney in national origin law can help you decide whether to file suit and make sure that the case is filed within applicable limitations. The next step is gathering evidence and supporting documents. These could be emails, disciplinary documents or employee files.

While harassment can be considered workplace racist in some instances, it may also apply to other forms of harassment. One incident of racially motivated violence or repeated use negative terms will not make a hostile workplace environment. But repeated incidents of such behavior will. One example of workplace harassment is the use of a hanging noose with lynching-like imagery.

Many employees who are well-intentioned will seek out help from their supervisors or HR departments to solve work problems only to discover that the statements they made were being used to protect the business' best interests. To understand the unique circumstances of each client and gain an objective view of their legal situation and to help them make informed decisions about how to protect it, we recommend that they seek legal counsel before bringing a claim to a company representative.

legal labor laws

OCR enforces several Federal civil right laws. These laws prohibit discrimination in education and employment. These laws also apply to activities and programs offered by state education agencies. Title II of The Americans with Disabilities Act (ADA), also prohibits discrimination based upon disability.

Philadelphia has the lowest minimum wage floor among all cities in the United States. Despite the fact that voters approved a ballot initiative to raise the minimum hourly wage to $15 per hour last year, state law bars local jurisdictions from raising the minimum wages. Pennsylvania is among 27 states with preemption laws that prohibit local governments increasing the minimum wage. Philadelphia is home to less than half the minimum wage workers. These people are predominantly Hispanic, white, young, and non-white.

* Bad termination

We also provide services for Pennsylvania employers that are trying to comply to federal and state laws.

Termination

Philadelphia's health insurance law does not require employers ask for a doctor’s certificate every time an employee takes a day off. Instead, employees are compensated for sick time according to how many hours they work. However, the law contains some nuances. Temporary placement agencies do not fall under the jurisdiction of the law. Employers can be affected by this. Employers may wish to consult an employment lawyer before making any final determinations about whether or no the law applies.

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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.

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.

We help employees, and groups of employees, with workplace issues and claims. Your rights are protected, whether you have been unfairly paid, suffered harassment or discrimination in the workplace, or face a wrongful firing. We have represented hundreds on behalf of our employees in negotiation, mediation and arbitration as well as in court proceedings in federal and state courts. We are knowledgeable, passionate and experienced advocates for employees. Contact our Philadelphia employment lawyer today.

Discrimination against disabled employees is prohibited by the Americans with Disabilities Act (the Pennsylvania Human Relations Act) These laws are not applicable to all situations, but they can be used to stop employers discriminating against employees with disabilities. Employers must make reasonable accommodations for employees' comfort.

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.

philadelphia lawyer

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.

Executive employment agreements often cover compensation, benefits as well as equity grants. They can also include termination. One of the most controversial topics among all is termination provisions. It's crucial to include a comprehensive clause for termination in your executive employment agreement. Here's the information you need.

A golden parachute clause is a common feature in executive employment agreements. These clauses are intended to be activated if an executive leaves the company, or fails to perform. These clauses are extremely lucrative but can leave companies without enough capital to pay their top workers. Avoid golden parachute clauses if you are in executive positions.

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.

* Sexual harassment

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.

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Philadelphia employers must examine their existing policies to see if they conform to new laws. The policies should address such issues as how much sick vacation an employee has accumulated, how they are paid for sick time, and what circumstances employees have the right to receive sick pay. If they feel that they are being treated unfairly, they should let employees know that they have the right of complaint or to file a civil action.

In some cases, the federal government might also crack down on nonsolicitation agreements. For employees with low salaries, or who do not have trade secrets access, it may limit the use these clauses. This is especially true when contractors are involved.

Philadelphia's law on health care does not require employers that they ask for a physician's note each time an employee is sick. Instead, employees get paid sick time based upon how many hours they work. The law has some nuanced. Temporary placement agencies, for example, are not covered by the law. Employers could be faced with a difficult situation. Before making any final decision about whether the law applies, employers may want to consult with an employment attorney.

There are several methods to circumvent non-solicitation agreements in executive employment agreements. First, it is important to not sign a Non-Solicitation Agreement if your exit plans are not in place. Non-solicitation agreements can also be snagged in hidden ways that you might not realize. Non-solicitation deals can also be hidden within retirement plans, stock options, or bonus payments.

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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?