What Are Common Business Contract Disputes?

By ,

Contract Disputes

According to the International Association for Contract and Commercial Management, nine percent of contracts experience a claim or dispute. Contract disputes can happen due to unexpected business circumstances or the unwillingness of a contracted party to deliver the products or services they agreed upon.

The following are some of the most common types of business contract disputes:

  • Breach of contract.
  • Business-to-business disputes.
  • Partnership disputes.
  • Non-compete agreements.
  • General liability.
  • Sales contract.
  • Service contract.
  • Employment contract.
  • Commercial lease.
  • Business partnership agreements.
  • Joint venture agreements.

Knowing common contract disputes will make your business better prepared for potential litigation.

What Are the Components of a Business Contract?

The main parts of a business contract include: an offer, mutual consideration, transaction details, and acceptance. Language in the contract should be clear and concise. Without the critical components, you will likely experience legal issues. Safeguard your contract by detailing the essential parts, along with standard clauses found in business contracts.

What Are Clauses in Business Contracts?

Business contracts will have different transactions, payment terms, and other components. You can organize these components by dividing your business contracts into main clauses. Common clauses in business contracts include:

  • Arbitration clause.
  • Choice of law clause.
  • Confidentiality clause.
  • Definitions clause.
  • Indemnification clause.
  • Severability clause.
  • Warranty clause.

Why Should You Consider Legal Guidance for Your Business Contracts?

Business disputes can happen with any contact. A strong business contract that is well-worded is paramount. Begin with a clear purpose in mind when drafting your business contracts.

If you have a business, a skilled lawyer can review your contracts. A reputable lawyer can prepare, negotiate, and review contracts pertaining to the following:

  • Business purchase agreements.
  • Commercial leases
  • Employment contracts and non-competes.
  • Sales contracts.
  • Shareholder and partner agreements.

Philadelphia Business Lawyers at Sidkoff, Pincus & Green P.C. Will Ensure That You Have Solid Business Contracts

Business contracts have many complex components, and a skilled lawyer can ensure that your contracts are binding and strong. If you need guidance with drafting and finalizing your business contracts, contact our Philadelphia business lawyers at Sidkoff, Pincus & Green P.C. today. Call us at 215-574-0600 or contact us online to schedule an initial consultation. Located in Philadelphia, we serve clients throughout Pennsylvania and New Jersey.

 

How Does Intellectual Property Work?

By ,

Intellectual Property

Intellectual property (IP) encompasses patents, trademark, copyrights, and trade secrets. In general terms, IP refers to any intangible product made by a person, and it is important to protect your IP.

Fortunately, safeguards can be put in place to protect inventions, company branding, trade secrets, and other forms of IP. Innovators should work with a lawyer when they are seeking guidance for issues related to IP, including trademarks, copyrights, patents, and trade secrets. Listed below are ways you can protect your IP.

Trademarks

Trademarks usually safeguard brands and the logos used on products and services. You should follow these steps in order to receive a trademark:

  • File a submission, and choose what types of products and services you want to use for the trademark.
  • A trademark examiner examines the submission to see if anyone has already registered the same or similar mark. If nothing is found, a trademark is published in a public register to other parties to object. If no objection is provided, then the trademark is approved.
  • A trademark stays in effect for successive 10-year periods if the owner meets the legal necessities for renewals.

Copyrights

When an author writes, draws, or designs a piece of work, they have immediate copyright. A person can file an application to receive a federal registration for a copyright via mail, online, or in person, which endures for the creator’s lifetime, along with an additional 70 years.

Patents

Patents shield innovative ideas, processes, and inventions. Once the innovator files a patent application with the U.S. Patent and Trademark Office (USPTO), an examiner reviews it to make sure that the invention has not been previously utilized.

Usually, the examiner and innovator seeking the patent will have a discussion on the merits of granting the patent. It is worth nothing if the person receives a patent, it is valid for 20 years from the application’s filing or 17 years from the patent’s issuance, whichever is longer.

Trade Secrets

A trade secret is private, specific information that affords its owner a financial edge over competitors. To protect a trade secret, the owner must do the following:

  • Regulate physical and electronic access.
  • Utilize nondisclosure agreements with any party that requires you to share the information, such as a regulatory agency.
  • Stamp documents with a trade secret stamp or watermark.

Innovators should seek legal counsel to clear any hurdles in the patent process to avoid issues and possible business litigation.

Philadelphia Business Lawyers at Sidkoff, Pincus & Green P.C. Are Skilled at Protecting IP

Protecting your IP rights can be contentious, with several hurdles to clear. Our Philadelphia business lawyers at Sidkoff, Pincus & Green P.C. can help you avoid issues related to your IP. 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.

What Tips Should Business Owners Know for the Holidays?

By ,

business owners

The holidays are here, and this time of year is busy for everyone. If you own a business, you should be aware of potential holiday-related legal issues. The holiday season is a great time to make profits, but you may see possible legal problems arise as well. The following tips will help your business stay profitable and in legal compliance during the holidays.

Track Inventory

Track inventory, as last year’s sales could provide an outline on what will sell during the holidays. Know your customers, and make sure that your shelves are stocked with products.

Make Necessary Updates

Businesses should utilize an array of current and advanced platforms that will help with handling tasks, like accounting, billing, collecting customer data, and presenting and automating business transactions. There are several apps on the market to keep track of sales, purchases, and receipts.

Formulate a Holiday Strategy

Utilize emails and social media to discuss holiday sales. Consider employing an ad campaign to promote your businesses products and services. Ad campaigns and promotions should also be utilized on major search engines.

Record customer data to make them aware of future sales and promotions. Employ a campaign that offers a discount in exchange for an email address to develop an email list.

Maintain Your Momentum

A successful holiday season can help impact your sales all year. Being organized and recording analytics relating to your customers can help you retarget them in future ad campaigns. Being organized will also help you avoid business litigation and other issues.

What Are Potential Holiday Legal Issues?

Important legal issues that business owners should be aware of during the holiday season include:

  • Fraud: You can employ several strategies to mitigate return fraud by not offering cash refunds for purchases, not accepting returns of online purchases in-store, and restricting your return period to avert items being returned weeks or months after purchase.
  • Discrimination: Title VII of the Civil Rights Act of 1964 requires employers to reasonably accommodate an employee’s religious practices. To avoid potential discrimination, employers who give workers time off for one religious holiday should allow other employees who practice a different faith time off for their religious holidays as well.
  • Unpaid wages: The holiday season is a busy time, and some employers may not pay their workers for overtime. Make sure you are keeping track of everything and complying with overtime laws.

Philadelphia Business Lawyers at Sidkoff, Pincus & Green P.C. Can Help You Make Sure That You Are in Legal Compliance This Holiday Season

If you have any holiday-related legal concerns at your business that you wish to address, our Philadelphia business lawyers at Sidkoff, Pincus & Green P.C. can help. Call us at 215-574-0600 or contact us online to schedule an initial consultation. Located in Philadelphia, we serve clients throughout Pennsylvania and Pennsylvania.

Who Is the Owner of a Family Business?

By ,

family business

There are thousands of large and small family-owned businesses in and around the Philadelphia region. Often, the issue of who actually owns the business comes up, especially when trying to get a business loan or selling the business. This is important to resolve as soon as possible in order to avoid business litigation that may arise. With some family-owned businesses, the entity has been in operation for so long that everyone loses track of whose name is on the ownership papers. This can happen when many members of the family work for the company.

There are five basic family business ownership models. When every family member who works at the business understands these five models, usually they all can decide on what type of business structure should be used.

Owner-Operator

This is the simplest form of family business ownership. The owner-operator business ownership model is when one person or possibly a married couple own the business and will be responsible for all the decisions.

In order for this model to succeed over generations, there has to be a decision by the owner and other family members of who the successor will be in the future. Once the owner-operator retires or passes away, the successor can take over the company smoothly.

Partnership

In a family partnership, different family members are leaders of the company, and they are usually equal owners in the company. A problem with this type of ownership could arise when future generations want to become partners as well. For example, three sisters are partners in a family owned diner, but as they age, their children want to become partners as well. Under this scenario, there has to be delicate negotiations and honest conversations.

Distributed Model

In a distributed model, the ownership is passed down to most or all descendants, whether or not they work in the company. This allows for the continuation of the business and the compensation of all family members. The owners would have to negotiate a fair compensation package that would adequately compensate the family members who work in the business.

Nested Model

In a nested model, different extended family members own different parts of the business. For example, smaller family ownership groups sit inside larger ones, similar to a nest. This system of family ownership works when there is an overall business owned by many members of the family, but other members want to branch out into new or other areas of business.

Public Model

Under the public model, the business is treated like a publicly traded company, even though it is still owned by the family. Whether shares are publicly traded or not, the business is run by professional managers, and the owners play a minimal role, usually limited to electing board members.

Philadelphia Business Lawyers at Sidkoff, Pincus & Green P.C. Have Been Helping Family Business Owners for Decades

If you have questions about your family business and its ownership status, our Philadelphia business lawyers at Sidkoff, Pincus & Green P.C. can help. Call us at 215-574-0600 or contact us online to schedule an initial consultation. Located in Philadelphia, we serve clients throughout Penns

  Category: Business Law
  Comments: Comments Off on Who Is the Owner of a Family Business?
  Other posts by

What Are My Rights as a Worker on Thanksgiving?

By ,

workers rights

Black Friday sales have become a part of Thanksgiving, and companies trying to get an edge up on their competition are opening earlier each year. For some workers, Black Friday is cutting their holiday shorter and shorter.

With holiday gatherings and festivities, many workers may be tempted to simply refuse to work on Thanksgiving if they get scheduled. However, despite the day being a designated federal holiday, employees who refuse to work when scheduled may suffer consequences, including termination.

Can I Receive Holiday Pay?

In Pennsylvania and throughout the United States, workers are not guaranteed the holiday off. Additionally, most government offices are closed, and employees are paid their regular pay for the day off. However, private employers are only required to pay non-exempt workers their regular rate. Some workers will not receive holiday pay. However, overtime rules still apply.

Am I Entitled to Overtime Pay?

While some public employers pay a holiday premium, often 150 percent of their regular wages, private employers are not obligated. Pennsylvania does not require employers to pay overtime for hours worked in excess of eight per day or on weekends or holidays. The reason for this is that there is no federal or state law requiring private employers to close for a holiday, even if it is a federal holiday. There is also no law that requires an employer to pay you for the holiday if the employer is closed.

However, in Pennsylvania, non-exempt employees are required to receive overtime pay equal to 1.5 times their regular hourly pay for any hours worked over 40 in a week. Since the holiday season often means the employee is working more than 40 hours in a week, a shift at Thanksgiving may qualify for overtime pay.

There is a bonus to the Pennsylvania overtime law: overtime pay can still be collected up to three years from the date the pay was earned. Additionally, workers are entitled to an additional 25 percent of the unpaid overtime wages if they are paid more than 30 days past the due date. Federal law provides the worker with up to two years to collect overtime pay and three years if the employer was intentionally violating overtime law.

Workers Exempt From Overtime Laws

There are employees who are exempt from receiving overtime pay for work beyond 40 hours. According to Pennsylvania state law, exempt executive employees are those who are primarily managing the organization, a department, or regularly directing two or more employees. However, the exempt employee may also be an administrative worker in the executive office. Other jobs that are not subject to the overtime pay laws include salespeople, mechanics in the automobile, truck, or aircraft industries, taxicab drivers, movie theater employees, among others.

Philadelphia Employment Lawyers at Sidkoff, Pincus & Green P.C. Help Employees Get the Pay They Deserve

As an employee, you should know your rights if you must work on Thanksgiving. If you are not getting your entitled pay, our Philadelphia employment lawyers at Sidkoff, Pincus & Green P.C. can help. Call us at 215-574-0600 or contact us online to schedule an initial consultation. Located in Philadelphia, we serve clients throughout Pennsylvania and New Jersey.

  Category: Employment Law
  Comments: Comments Off on What Are My Rights as a Worker on Thanksgiving?
  Other posts by

Can Employees Express Political Views at Work?

By ,

employees political views

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

By ,

OSHA emegency standard

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.

  Category: Employment, Employment Law
  Comments: Comments Off on New OSHA Emergency Temporary Standard Requiring All Employers with Over 100 Employees to Ensure All Workers are Vaccinated or Tested Weekly
  Other posts by

How Are Deaf Applicants Discriminated Against by Employers?

By ,

deaf discrimination employers

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.

  Category: Discrimination, Employment
  Comments: Comments Off on How Are Deaf Applicants Discriminated Against by Employers?
  Other posts by

Does Age Discrimination Still Exist in the Workplace?

By ,

age discrimination

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?

By ,

workplace discrimination

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.

  Category: Age Discrimination
  Comments: Comments Off on What Are the Effects of Workplace Gender Discrimination?
  Other posts by