Can Employees Express Political Views at Work?

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Perhaps nothing can divide the office faster than bringing up political views. Political discussion can affect productivity, and it can also create a hostile work environment. Employees should be aware of common misconceptions regarding political views in the workplace.

A lot of employees may believe that the First Amendment to the U.S. Constitution guarantees freedom of speech at work. The First Amendment applies to government action, it does not limit the ability of private employers to regulate freedom of speech at work. It does not provide any constitutional right for workers to express political views at work. Therefore, there is no constitutionally protected right of free speech at work. Federal law does not protect workers from political discrimination. However, some states do protect employees from different types of political discrimination.

Under Title VII of the Civil Rights Act of 1964, employers cannot discriminate against employees because of their race, color, national origin, religion, and sex. A political discussion could be tied into one of these protected classes. For example, if a female employee participated in a women’s rights movement and is fired, but other employees can participate in movements, rallies, and protests, she may be able to prove she is being discriminated against because of her sex.

Many employers will create policies limiting the discussion of political views due to issues that could arise. Politics can involve discussions on race, sexual orientation, religion, and a litany of other issues that can polarize the workplace. Heated political discussions could result in discrimination claims, wrongful termination, or even retaliation.

Are Employees Allowed to Campaign in the Workplace?

An employer must maintain a workspace that is free of discrimination and harassment, and they can ban activities unrelated to work. An employer can prohibit employees from promoting political campaigns. This includes:

  • Soliciting coworkers or customers to support political causes.
  • Using the employer’s computer to email and engage in political discussions.
  • Wearing buttons, shirts, or other items of clothing with political messages.

It is important to know that employees who violate an employer’s policy may be lawfully disciplined or discharged.

Philadelphia Employment Lawyers at Sidkoff, Pincus & Green P.C. Advocate for Employees Subjected to Discrimination

As an employee, you should know your rights in the workplace. There are common misconceptions about expressing political views at work, however, political discrimination can link to a protected class. If you believe you were discriminated against at work, speak to our Philadelphia employment lawyers at Sidkoff, Pincus & Green P.C. today. Call us at 215-574-0600 or contact us online for an initial consultation. Located in Philadelphia, we serve clients throughout Pennsylvania and New Jersey.

New OSHA Emergency Temporary Standard Requiring All Employers with Over 100 Employees to Ensure All Workers are Vaccinated or Tested Weekly

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Fifth Circuit Issues Stay on New OSHA Emergency Temporary Standard Requiring All Employers with Over 100 Employees to Ensure All Workers are Vaccinated or Tested Weekly

On Saturday November 6, 2021, the United States Court of Appeals for the Fifth Circuit issued a stay freezing the November 4, 2021 Occupational Safety and Health Administration (“OSHA”) Emergency Temporary Standard (“ETS”), which requires all private employers  with over 100 employees to ensure, by January 4, 2022, that their employees are 1) either fully vaccinated, unless the employee qualifies for a religious or medical exemption, or 2) wear a mask and participate in at least once-weekly testing. While employers are not required to pay for testing under the ETS, they would be required to provide up to four hours of paid time to receive each primary dose (two doses for Pfizer and Moderna, one dose for Johnson & Johnson), as well as provide reasonable paid time for sick leave for side effects.

The ETS is currently being challenged in courts around the country. However, should the Biden Administration prevail and the stay is lifted, private companies with 100+ employees will be required to comply with the ETS, as described below, or risk financial repercussions.

Covered Employers

The ETS applies to single corporate entities with multiple locations, adding all employees at those locations together to determine if an employer meets the 100-employee threshold. Employers must count both full-time and part-time employees in its calculation, regardless if they work remotely or in the office. While remote workers are counted for purposes of determining the employee threshold, remote workers will not be subject to vaccination and testing requirements. While the ETS is in effect, covered employers that drop below the 100-employee threshold will remain covered, and be required to comply with the ETS.

The ETS does not apply to traditional franchisor-franchisee relationships, as each franchise is considered a separate entity and only that franchise’s employees are counted. Further, the ETS does not apply to staffing agencies or work sites with multiple employers.

Compliance Requirements

Covered employers must obtain proof of their employees’ vaccinations via healthcare provider or pharmacy records, Covid-19 Vaccination Record Cards; medical records, immunization records, or any other official documentation verifying the employee’s vaccination information. Employers must keep their employees’ vaccination status records available within four hours of a request from OSHA.

By December 5, 2021, covered employers must: 1) provide a written vaccination policy to its employees, which may be communicated through team meetings, email, written flyers, or other forms of communication, 2) determine the vaccination status of each employee, provide paid time off for vaccination and recovery, 3) ensure employees with positive tests are removed from the workforce and follow CDC quarantine requirements before they are allowed back at the worksite, 4) ensure that unvaccinated employees are masked when indoors, 5) report work-related COVID-19 fatalities and in-patient hospitalizations as required by the ETS, and prepare a roster of their employees’ vaccination status if requested by OSHA.

If an employer does not comply with the ETS, it can face up to $14,000 per violation.

If you are a large business, and you have questions regarding the new Emergency Temporary Standard, our skilled Philadelphia employment lawyers at Sidkoff, Pincus & Green P.C. can help. For more information and to schedule an initial consultation, contact us online or call us at 215-574-0600. Located in Philadelphia, we serve clients throughout Pennsylvania and New Jersey.

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How Are Deaf Applicants Discriminated Against by Employers?

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When a person who is deaf looks for a job, they may encounter employment discrimination. Discrimination may be done overtly or subtly by prospective employers. Often, discrimination occurs due to prejudices or because the employer does not fully understand deafness and hearing loss. For example, an employer may mistakenly think that a deaf employee will need an interpreter all the time.

Some deaf applicants will omit their disability on their resume. People who are deaf or have hearing loss often utilize a personal relay phone number on their resume. Employers would not know that the applicant is deaf or hard of hearing until they call the phone number.

If you feel that you have been discriminated against because you are deaf or have hearing loss, then the best course of action is to document everything. Proper documentation is paramount to winning a potential legal battle. For example, if you utilize a relay phone call to your potential employer and they state that they do not hire people who are disabled, document the incident.

What Should I Do if I Experienced Discrimination Due to My Disability?

If you have experienced discrimination while applying for a job, it could be a violation of the Americans with Disabilities Act (ADA). The ADA states that a job applicant is considered qualified if the person can do the necessary functions of the job with or without reasonable accommodations. One reasonable accommodation may include an interpreter for important staff meetings.

The Equal Employment Opportunity Commission (EEOC) is responsible for protecting your rights in the job search, along with your rights while you are employed. While you may want to file a discrimination lawsuit immediately, the EEOC mandates that you have to file a complaint before you can file a lawsuit. You have 180 days to file from the day the discrimination happened, including holidays and weekends.

Filing With the EEOC

There are three different methods that you can file an employment discrimination complaint with the EEOC. You can do so in person, by phone, or through the mail. If you choose to do so in person, then go to an EEOC field office. Since each office has its own procedures, the EEOC states that you should contact the field office in advance. To start a charge of discrimination by phone, you can call the EEOC and provide them your information, but you still must file the charge.

To file by mail, you can mail the EEOC a signed letter that has all the details. The EEOC may contact you for more information, or the EEOC may put all the information you sent on an official charge form and ask for your signature. You may consult and hire a lawyer to represent you through the EEOC process, which can be very helpful.

Mediation and Investigation

The EEOC could ask you to go through mediation. If that fails, a charge of discrimination will go to an investigator. When the EEOC investigator decides that there are grounds for a discrimination case, they will try to settle with the employer. If a settlement is not achieved, the EEOC will decide whether to file a lawsuit against the employer.

Philadelphia Employment Lawyers at Sidkoff, Pincus & Green P.C. Help Workers Who Have Experienced Deaf Discrimination

Being deaf should not put you in a position where you are not qualified for employment. Our Philadelphia employment lawyers at Sidkoff, Pincus & Green P.C. can listen to your discrimination case and advise you on how to proceed. Call us at 215-574-0600 or complete our online form for an initial consultation. We are located in Philadelphia, and we serve clients throughout Pennsylvania and New Jersey.

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Does Age Discrimination Still Exist in the Workplace?

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Workplace discrimination, including age discrimination, is wrong and illegal. Yet, age discrimination continues to happen to men and women across the United States every day. When it does happen, employees have the right to make their voices heard.

Age discrimination of employees over 40 years old is illegal according to the Older Workers Benefit Protection Act (OWBPA) and the Age Discrimination in Employment Act (ADEA). However, it is still seen today in many workplaces.

According to an AARP survey, around 25 percent of older workers have endured negative on-the-job comments related to their age. Around 3 in 5 older workers have either seen or experienced age discrimination. These figures show that the problem is relatively common. When so many older Americans are facing the possibility of age discrimination, there is a strong need for more training and regulation. At the same time, it is essential for people who believe they have been discriminated against to come forward.

Watch for Signs of Age Discrimination

Some examples of age discrimination include:

  • An employer denying a qualified applicant a chance to interview for a position because the applicant is older than other applicants.
  • An older employee is not given certain assignments or the chance for promotion because of their age.
  • Hearing age-related comments or insults.
  • Layoffs of older workers.
  • Your boss talks about how you are “too old” to do certain tasks or take on responsibilities.
  • Colleagues younger than you keep getting promoted or receiving raises, even though you are more than qualified.

If you have raised concerns with your employer only to be dismissed, you may find it helpful to at least talk with a lawyer to determine how to move forward. Age discrimination is wrong, and no business has the right to practice this kind of unfair treatment toward older job candidates or employees.

Is Age Discrimination Easy or Hard to Prove?

Like any case of workplace discrimination, age discrimination can be subtle and difficult to see at first, and it may be difficult to prove without the help of a lawyer. With that being said, you do not have to let age discrimination go by without at least getting advice from an employment lawyer.

A lawyer must prove a pattern of unacceptable behavior on the part of the employer or the employer’s representatives. Some ways to do this could be through the collection of emails and other written evidence pointing toward age discrimination. A lawyer may compel the employer through the legal discovery process to release internal documents, such as employee annual reviews, track records of the people who have been promoted, and other information.

Philadelphia Employment Lawyers at Sidkoff, Pincus & Green P.C. Represent Clients Who Have Experienced Age Discrimination

Age discrimination still exists, and employees should recognize the signs. If you believe you have experienced age discrimination at work, contact our Philadelphia employment lawyers at Sidkoff, Pincus & Green P.C. today. Call us at 215-574-0600 or contact us online to arrange an initial consultation. Located in Philadelphia, we serve clients throughout Pennsylvania and New Jersey.

What Are the Effects of Workplace Gender Discrimination?

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Gender discrimination in the workplace can have extensive and long-term effects on an employee’s emotional, and physical well-being. How discrimination affects an individual varies, depending on the employee’s perception and their response to the situation. Regardless, being discriminated against at work can be a very emotional and devastating experience and can impact an employee’s life in many ways.

No one likes to visit places that make them feel afraid, vulnerable, or uncomfortable. When that place is your work, it can be incredibly stressful. Some emotional effects of workplace discrimination include:

  • Feeling fearful, bullied, and unsafe.
  • Having low self-esteem, indecisiveness, and unable to trust your own judgement.
  • Feeling conflict, tension, and/or isolation with your coworkers.
  • Experiencing low-productivity or an inability to do your job.
  • Developing metal health issues, such as depression, anxiety, or substance abuse issues.

What Is Gender Discrimination?

Gender discrimination exists when a person is treated unfairly or differently based on their gender. Federal law prohibits discrimination based on sex, race, religion, and national origin under the Civil Rights Act of 1964, however, there are currently no federal laws regarding gender identity and sexual orientation. Recently, some states have begun to adopt their own interpretation of the Civil Rights Act in order to include discrimination protection based on sexual orientation and gender identity.

While discrimination based on race, sex, religion, and national origin has been illegal in the U.S. for decades, gender discrimination continues to exist, particularly for women of color and transgender women. Women continue to lag in salary compared to their male counterparts and not receive equal pay for equal work.

Although overwhelmingly experienced more by women, men can also be subject to gender discrimination in the workplace. It should also be noted that both men and women can perpetrate discrimination against coworkers.

What Are Some Examples of Gender Discrimination in the Workplace?

There could be many types of discrimination in a work environment, from unequal salaries to sexual harassment and feeling afraid at work. Here are a few examples of workplace gender discrimination:

  • Not being offered a position or being fired based on your gender.
  • Being paid less than a coworker of the other sex with the same job.
  • Being passed over for a promotion based on your gender and not your qualifications.
  • Denied employee benefits, including sick days and maternity or paternity leave based on your gender.
  • Being disciplined for a specific action, but a coworker of the other sex is not for the same action.
  • Receiving unwanted sexual harassment, sexual advances or requests, and inappropriate touching.

What if I Experienced Gender Discrimination?

Experiencing gender discrimination at work can be emotional and traumatic, and no one should feel that they must tolerate such conditions. As an employee, you are entitled to certain rights in the workplace.

If you think you are experiencing gender discrimination at work, there are steps you can take to protect yourself, including:

  • Reporting the incident to your supervisor, management, or the Human Resources (HR) department.
  • Documenting the discrimination, including where and when it happened. Be detailed and specific, including how it affected you and your ability to perform your job or how it affected your personal life.
  • Contacting an employment lawyer, especially if you have had no results from reporting the discrimination.

Philadelphia Employment Lawyers at Sidkoff, Pincus & Green P.C. Advocate for Employees Subjected to Gender Discrimination

Workplace gender discrimination can affect an employee in many different ways. If you have suffered gender discrimination at work, you have employment rights. Our Philadelphia employment lawyers at Sidkoff, Pincus & Green P.C. can help you attain justice. Contact us online or call us at 215-574-0600 for an initial consultation today. Located in Philadelphia, we proudly serve clients throughout New Jersey and Pennsylvania.

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How can I Avoid Legal Issues When Firing Employees?

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An employer cannot terminate a worker for unjust reasons. That type of termination is unlawful, and some examples of wrongful termination include:

  • Whistleblowing.
  • Complaints about violations of employee rights.
  • Testifying against the company or another employee in legal suits.
  • Participating in lawful union activities.
  • Filing claims for Workers’ Compensation or charges of unfair labor practices.
  • Wage garnishments in order to pay debts.

Employers cannot fire an employee in a manner that violates federal or state laws. As an employer, understanding both state and federal laws regarding employee termination will help you avoid a wrongful termination suit. Anyone in your company who is in a position to make termination decisions should have an idea of state and federal laws so they can avoid firing someone in an unjust manner.

For example you cannot fire an employee through retaliation, and you cannot violate state and federal discrimination laws, employment agreements, and you must be in accordance with the Family and Medical Leave Act (FMLA).

When can I Fire an Employee?

You can fire an employee for numerous reasons, and some of the most common include:

  • Incompetence
  • Repeated unexcused absences or tardiness
  • Sexual harassment
  • Verbal abuse
  • Physical violence
  • Falsification of records
  • Theft

It is important to note that an employer has the right to fire an employee for any legal reason. At-will employment laws differ from state to state, however, the laws are usually similar.

Keep Employee Performance Documents

Running a business involves many decisions, and those include hiring and firing employees. Often, these decisions are made due to performance issues, and a great way to minimize legal issues is to document how that employee performs.

Documentation should provide detailed information of incidents and any employee write-ups for disciplinary issues. Also, customer complaints and time cards can help give you the credence that you need when it comes to justifiably firing an employee.

Philadelphia Business Lawyers at Sidkoff, Pincus & Green P.C. Advocate for Employers Fending Off a Wrongful Termination Suit

When you own a company, the prospect that you will one day have a disgruntled employee is high. In this case, you will need our skilled Philadelphia business lawyers at Sidkoff, Pincus & Green P.C. to help you build a case. Call us at 215-574-0600 or contact us online for an initial consultation. Located in Philadelphia, we serve clients throughout Pennsylvania and New Jersey.

Are Employers Required to Pay for Bereavement Leave?

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Pennsylvania laws provide you a pathway to take time off work for a variety of reasons. For instance, in the case you are taking care of a sick family member or recuperating from labor, you might have an option to leave under the Family and Medical Leave Act (FMLA).

In spite of the fact that Pennsylvania does not have its own family and medical leave law, it expects employers to give employees time off for military service and jury obligation. The Family and Medical Leave Act (FMLA) gives qualified employees the option to take as long as 12 weeks of unpaid leave each year to focus on a genuinely sick relative, bond with a newborn, or handle certain reasonable issues emerging from a relative’s military service.

It is expected that businesses give workers up to 26 weeks off to aid a relative who endured or exacerbated a genuine sickness or injury while serving in the military. Under the military family leave provision, employees can take leave to help a broader set of family members, including siblings, grandparents, and cousins, if they are next of kin to an injured service member.

While some states provide additional leave for a variety of reasons, Pennsylvania does not extend that provision for any further family members or medical leave rights past what the FMLA permits.

When an employee takes leave from work due to the death of a family member or someone else, that is bereavement leave. Employees usually use the time to mourn, handle affairs left behind by the deceased, and attend the funeral. There are no federal laws that state employers need to provide paid or unpaid leave for bereavement leave. Still, employers may have a policy in place to deal with this unforeseen circumstance. In this case, employers must fulfill bereavement leave policies that are part of individual employment deals or collective bargaining agreements.

In Pennsylvania, bereavement leave is taken by employees due to the death of an immediate family member in order to grieve and sort out associated affairs after a loved one has passed

State Laws on Jury Duty and Voting

Employees in the state are allowed to serve on a jury without fearing that their job is in jeopardy, however, jury duty time off is unpaid. There are rules for exempt employees who are paid in salary unless they did not work for that week.

While many states ensure an employee’s right to take time off work to vote, which can constitute paid time off, Pennsylvania is not among them. Those who have questions regarding their employment rights should contact a lawyer.

Philadelphia Employment Lawyers at Sidkoff, Pincus & Green P.C. Protect Workers’ Rights

As an employee, your rights are protected under the law, and that includes the right to take during a leave from your job to deal with a family emergency. If you feel your employer has reneged on your rights, contact our Philadelphia employment lawyers at Sidkoff, Pincus & Green P.C. We help employees get fair and just treatment in the workplace. For an initial consultation, contact us online or call us at 215-574-0600. Located in Philadelphia, we serve clients throughout Pennsylvania and New Jersey.

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Legal Issues to Consider When Selling a Business

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Philadelphia Business Lawyers Helping those looking to sell their business

There are many issues that need to be discussed and agreed upon when selling a business, but a lawyer can help. If you are thinking about selling your business, you should speak to a lawyer who can put together all the needed documents and perform other tasks. The following includes some common legal issues you may encounter when selling your business.

Business Type

How the business is structured or organized will dictate how complicated the sale will be and what issues have to be addressed. If it is merely a sole proprietorship owned and operated by one person, then these transactions are fairly simple. However, the business could be structured as a partnership or a limited liability company.

If it is a partnership or limited liability company with several owners, everyone who is a part owner of the company has to agree to the sale and all terms. Corporate level meetings would have to take place, and a resolution of sale would need to happen, which is where everyone’s vote is recorded.

Tax Issues

Every sale of a business should be reviewed by an certified public accountant or business tax specialist so the parties understand the tax consequences of the sellers and the buyers. You should not rely solely on the lawyers handling the drafting of the sales documents. With many complicated business purchases, you may want to have a written certification from an accountant detailing the tax consequences as part of the entire purchase terms.

Due Diligence

Due diligence is a legal term that describes the process of researching and investigating every important aspect of a business before and during the purchase process. Usually, the buyer will request information, documents, data, and other things in order to confirm aspects of the business. The information and data will include the following issues:

  • Financial books, including receivables, loans, financial obligations, balance sheets, payables, incomes statements, and past tax filings.
  • Legal agreements and contracts.
  • Information on employees, including any employment contracts, salaries, benefit agreements, union contracts, and potential legal issues, such as wrongful termination or discrimination lawsuits.  A lawyer will help you avoid business litigation.
  • A current inventory.
  • The company’s reputation in the community and business world, including social media posts and campaigns.
  • The current advertising campaigns.
  • Any environmental issues related to the property that the business owns.

Philadelphia Business Lawyers at Sidkoff, Pincus & Green P.C. Help Clients Who are Selling a Business

Selling a business can be stressful, but we can help. Our Philadelphia business lawyers at Sidkoff, Pincus & Green P.C. can help you avoid legal issues when you are selling your business. We will make sure everything is in order. Call us at 215-574-0600 or complete our online form for an initial consultation. We are located in Philadelphia, and we serve clients throughout Pennsylvania and New Jersey.

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How can Work-From-Home Employees be Protected Against Discrimination?

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Now that many COVID-19 restrictions have eased, many employees are back to work in the office. However, some personnel remain reluctant to do so for a litany of reasons. In the next few years, it is predicted that a plethora of discrimination claims will be filed by employees who feel they have been neglected for promotion due to working remotely.

There are various reasons why personnel want to work remotely. The ability to work remotely has benefited some employees, specifically older workers, those who have disabilities, and women who are pregnant and have childcare responsibilities. However, some employees may feel that they are discriminated against because they are working from home.

Indirect discrimination occurs when a provision, criterion, or exercise puts a collection of employees who share a common trait at an unjust disadvantage. Therefore, if employers promote or provide more opportunities to office-based employees, there is a threat of discrimination claims filed by remote workers.

What are the Rights of Remote Employees?

Work-from-home employees are permitted certain rights. Their employer should provide guidelines and procedures for remote work. It is essential that companies outline rules around who is eligible to work at home and within the office, along with what is expected of them.

Remote employees should be able to utilize technology within reason. In certain conditions, an employee should be able to use their laptop, an additional monitor, headset, or another type of device as long as it is for work and it is approved. Also, businesses should allow employees a choice to use a personal or company-owned laptop.

Employees obtain training in order to be able to do their work. Companies should still provide ongoing training to employees. Remote workers are often at a disadvantage of being ignored by their employers when it comes to receiving proper feedback and guidance. At-home workers should also be afforded suitable and effective technical support, and they might be given a stipend to purchase needed items if necessary.

Our Philadelphia Employment Law Attorneys at Sidkoff, Pincus & Green P.C. Protect the Rights of Work-From-Home Employees

Regardless of whether you work from home or in the office, you have rights, and you should understand them. If you believe that you have been passed over for a promotion or another job-related opportunity because you work from home, our skilled employment law attorneys in Philadelphia can help. For more information and to schedule an initial consultation, contact us online or call us at 215-574-0600. Located in Philadelphia, we serve clients throughout Pennsylvania and New Jersey.

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Am I Prohibited from Discussing Salary?

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Salary might be one of the most popular topics of workplace speculation. While an employer may suggest employees not talk about salary or have a policy to prohibit them from doing so, the law actually protects an employee’s right to discuss their wages. The National Labor Relations Act (NLRA) states that employers cannot ban employees from discussing salary and working conditions. The NLRA was initially drafted regarding labor unions and organizing. The National Labor Relations Board (NLRB) argued that not allowing employees to organize and discuss workplace issues would give employers an unfair edge in bargaining.

Employees can discuss salary among themselves, and an employer cannot discharge or discriminate against employees who do. It is important to note that the law does not guarantee an employee access to salary information. Only that the employee can reveal their salary. For example, if an employee approaches Human Resources (HR) and demands to know the salary of a colleague, HR does not have to release this information. The employee can only find out the salary from their colleague directly.

An employer can ask an employee to sign a confidentiality or non-disclosure agreement (NDA). An NDA generally prohibits discussion or sharing of the company’s trade secrets, marketing strategies, sales, and other information. However, an NDA cannot prohibit the discussion of salary under the NLRA.

Why Discuss Salary at Work?

While most HR people would not advocate for employees discussing salary, there may be occasions where it is helpful. For example, suppose an employee feels they are significantly underpaid compared to a co-worker doing identical work. In that case, it may be beneficial to discuss salary among a few co-workers in the same job. This scenario could include a female worker who wants to ensure they are paid the same as a male in the same position.

A salary discussion might also be beneficial if many people in the company or a certain department believe they are being underpaid versus market rates. There are many resources employees can use to check average salaries in their geographic location or industry. If a group of employees finds they are being underpaid, they could have the leverage to demand a pay raise across the board.

Why Not Discuss Salary at Work?

There also are many good reasons not to discuss salary at work. Most of these have to do with employee morale. It is easy for someone to feel resentful or jealous of a colleague’s salary. Workplace gossip about a salary could also lead to reduced productivity and diminished teamwork.

Discussing salary could also make HR or a person’s manager feel differently toward the employee. Although management cannot fire someone for discussing salary, they can keep it in the back of their minds at performance reviews or promotion time. Additionally, a worker who makes more than anyone in the department may find themselves the target of resentment or other harmful behavior.

Sharing Salary Information

If there are valid reasons to discuss salary, do so carefully. Talk with only colleagues and co-workers that are trustworthy. Also, make everyone involved agree to confidentiality. Never discuss salary during working hours. Wait until a break or after working hours because the discussion could be risky, and it is important not to waste company time.

What Should I Do if I am Underpaid?

If, after research and discussion, an employee finds they are underpaid, they have certain rights. Their first right is to approach their manager or the HR department, armed with facts and data that show the underpayment. If the company will not budge on salary, the employee can always speak to a lawyer for legal counsel.

Philadelphia Employment Lawyers at Sidkoff, Pincus & Green P.C. Protect Workers’ Rights

Employees have rights under the law, including fair payment. If you feel your rights have been violated, contact the Philadelphia employment lawyers at Sidkoff, Pincus & Green P.C. We help employees get fair and just treatment in the workplace. For an initial consultation, contact us online or call us at 215-574-0600. Located in Philadelphia, we serve clients throughout Pennsylvania and New Jersey.

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