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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Employee working from home

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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Discussing Salary

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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National Coffeehouse Chain Reaches Settlement Over Racial Bias in Promotions

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Coffeehouse Racial Bias

In March 2021, Starbucks entered into a voluntary agreement with the Equal Employment Opportunity Commission (EEOC) over accusations of racial bias in the promotion of employees. While there were no singular cases or incidents pointing to this accusation, the company did submit a new plan for promoting internally. The standardized methods will mandate managers to follow company procedures in the hiring of new employees and the promotion of existing ones. Workers must apply to open positions, internally or externally, to be considered for roles.

Starbucks has been embroiled in race-related controversy before. In 2020, employees raised concerns over censorship of allowed messages with their uniform. The corporation has acknowledged past failures and claims they will strive to do better, including the revision of hiring practices to promote company-wide diversity.

What can Constitute as Bias in Hiring and Employment?

Federal law says employers are not allowed to discriminate against employees or job applicants based on:

  • Race
  • Color
  • Religion
  • Gender or gender identity
  • Sexual orientation
  • Pregnancy status
  • National origin
  • Age
  • Disability

The primary concern in the Starbucks complaint is the implicit bias often linked to informal hiring practices. While some workers will inevitably stand out for superior work performance, oftentimes, offering a new hire or moving an existing employee up the ladder can require a judgement call.

To mitigate this implicit bias, Starbucks has taken away much of that autonomy and will now regulate and track application data and promotional opportunities, establish new training and interview guides for hiring managers, who will be encouraged to make merit-based and equity-based decisions in their process. The company does have more diversity at the retail level compared to the corporate level.

How are Bias Allegations Handled?

The EEOC tries to keep current and prospective employees from experiencing bias by offering preventative measures, including educational programs, employer outreach programs, and technical assistance. The commission operates 53 field offices across the United States.

Despite all the resources available and the established laws, there are still instances where job applicants and employed workers feel they are being discriminated. The EEOC will cover most companies with 15 or more employees, 20 or more in the case of age discrimination, along with unions and employment agencies. They handle claims involving:

  • Hiring
  • Firing
  • Promotion
  • Harassment
  • Training
  • Wages
  • Benefits

A worker bringing a claim to the EEOC can expect the commission to investigate the claim fairly and accurately. The commission will make a finding and attempt to resolve if discrimination has occurred. In some cases, the EEOC will file a lawsuit if the issue is not corrected, the actions are particularly egregious, or if there is a wider concern that affects more employees beyond the company in question. To strengthen a claim, a discriminated worker should speak to a lawyer.

Philadelphia Employment Lawyers at Sidkoff, Pincus & Green P.C. Help Workers with Discrimination Cases

Despite state and federal laws, many employees continue to experience discrimination at work. If you need help with your discrimination case, the Philadelphia employment lawyers at Sidkoff, Pincus & Green P.C. can help you get the relief you deserve. 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.

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Why Do I Need a Lawyer for My Small Business?

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Lawyer Small Business

When a business is just getting off the ground, it can be tempting for a business owner to forgo unnecessary expenses. Oftentimes, having a lawyer on hand can seem like a superfluous use of limited financial resources. In other cases, engaging the services of a lawyer can prove to be an incredibly cost-effective business decision.

Many business owners who run into legal problems tend to wish they had a relationship with a lawyer they trust. It is worth meeting with a lawyer to get their take on what issues you might encounter and what services they may have to offer.

There are many reasons why having a lawyer might benefit a small business. Making choices about which items do and do not need a lawyer can be vital to keeping costs in check.

Budgeting

Many law firms offer legal services from a customizable menu of options that range from simple legal advice to complex business tort litigation. Having these options can allow small business owners to prioritize their legal needs and optimize the use of their business’s limited budget. A lawyer can also help with:

  • Financials: A small business owner that wants to ensure that any transfer or allocation of funds is handled in accordance with applicable laws might want to discuss the plans with a lawyer.
  • Buying or selling:  Business owners who are in negotiations to sell their business or to buy another company should involve a lawyer in the transaction.

Litigation

While it may not be necessary for every small business to have a lawyer on staff, there are several issues that should always be handled by one. These include:

  • Lawsuits: When former, current, or prospective employees sue, allegations of unfair hiring practices, employment discrimination, a hostile work environment, or other injustices can severely damage a small business.
  • Investigations into legal violations: A business that is being charged with breaking a law.
  • Environmental complaints: A small business that is being blamed for pollution or another type of environmental problem should have a lawyer handling the issue.

Tackle Small Business Issues

Outside of the legal issues listed above, there are also many business matters that may be handled without the help of a lawyer; however, seeking the help of a lawyer is generally recommended to ensure the business is protected. These small business issues may include:

  • Deciding how to organize the company
  • Partnership agreements
  • Corporate bylaws
  • Contracts
  • Labor laws
  • Real estate agreements
  • Licensing
  • Registration for tax purposes
  • Intellectual property protection

Philadelphia Business Lawyers at Sidkoff, Pincus & Green P.C. Handle All Legal Matters for Small Business Owners

When it comes to certain business-related legal issues, it can be vital to have the help of a knowledgeable lawyer. Our Philadelphia business lawyers at Sidkoff, Pincus & Green P.C. can assist with business matters. 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.

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Pennsylvania Supreme Court Strikes Down No-Hire Clauses

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No-Hire Clauses

On April 29, 2021, the Supreme Court of Pennsylvania decided that businesses could not enforce overly broad no-hire clauses and non-compete agreements entered into with other businesses. The ruling in Pittsburgh Logistics Systems, Inc. v. Beemac Trucking, 2021 WL 1676399 (Pa. Apr. 29, 2021) determined that companies cannot block employees from taking jobs with other companies via non-compete agreements that are created in business contracts between the two businesses. This creates a new precedent that resembles similar rules in neighboring states, like New Jersey.

At the heart of this case was the contract the two companies signed in 2010 that made Pittsburgh Logistics Systems, Inc. (PLS) a non-exclusive partner of Beemac Trucking (Beemac) to haul the freight of the former’s clients. PLS included non-solicitation and no-hire clauses, attempting to retain workers. However, Beemac still hired four of PLS’s employees. PLS then filed suit an sought an injunction to enforce the non-solicitation and no-hire provisions of the contract. The trial court denied PLS’s request for an injunction, and held that a no-hire provision in commercial contract between two companies violates public policy and is therefore unenforceable under Pennsylvania law. The Superior Court, sitting en banc, affirmed the trial court’s decision. The Supreme Court of Pennsylvania, narrowly affirmed the lower courts’ rulings, finding that, in this case, the contract between PLS and Beemac was overly broad because Beemac was precluded from hiring any PLS employee during the term of the contract and two years after regardless of whether the PLS employee had worked with Beemac during the term of the contract.

How Does This Ruling Affect Employee Rights?

In Pennsylvania, employees must consent to non-compete or no-hire clauses. Usually this happens when signing an initial employment contract. Employers must disclose the terms of the clauses upon entering the agreement. In this case, when the two companies entered their business contract in 2010, the employees of both were not parties to the deal. Without notifying the employees or gaining their consent, the non-compete agreement is voided. Had there been some input from the employees or some compensation promised by Beemac if they decided to hire PLS’s workers, that may have kept the contract clauses valid.

Since the language of the contract attempted to cover all of PLS’s employees, not just those working on matters related to Beemac and the business deal, the Court also found that to be too broad. The length of the non-compete clause, which extended two years beyond the established one-year term of the deal, was also found to be problematic.

The Court’s ruling put a spotlight on larger concerns, like the free competition for employees and the overall harm to the public. While acknowledging that PLS had an interest in retaining talent, the decision noted that the clauses went beyond the scope of protecting that interest. Instead, it not only violated established state laws, but it created a probable harm to the public good. The Court determined restraining trade and limiting the labor market took importance over PLS’s interests as an employer.

This ruling could have significant impact as more people return to the workforce as the Coronavirus (COVID-19) shutdowns end and more businesses seek normalcy. While employers try to entice those unemployed back to jobs, this has started to create bidding wars that benefit workers.

For those offered new deals, it is important to scrutinize these contracts. Know the terms of employment, especially any non-compete agreements, that may preclude leaving for another position with better pay, conditions, or other arrangements.

Philadelphia Employment Lawyers at Sidkoff, Pincus & Green P.C. Help Negotiate Business Contracts

Contract negotiations can be confusing and stressful. Even for well-prepared professionals who know their values, there can be concerns. A trusted Philadelphia employment lawyer at Sidkoff, Pincus & Green P.C. can protect your interests. Call us at 215-574-0600 or contact us online to schedule an initial consultation. Based in Philadelphia, we proudly serve hard-working residents throughout Pennsylvania and New Jersey.

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How Does Age Discrimination Affect Black Workers?

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Age Discrimination

Age discrimination can affect anyone, no matter their race. However, recent studies have indicated that black workers are affected by age discrimination at a higher rate than other races. Despite great strides in employment protection laws, there are still discriminatory hiring practices. Many black workers face discriminatory hiring issues, especially when they are younger and entering into the workforce. Despite strict laws against age discrimination, it still occurs on a regular basis.

Black workers in the United States have higher unemployment rates. There are many reasons for this, including discriminatory hiring practices. However, there are also more systemic issues that affect the unemployment rates among black workers. Black youth attend college at a lower rate, and in the fall of 2019, the unemployment rate for Black workers fell to the lowest level in 50 years. Additionally, there is still an issue of age discrimination among black workers.

Age Discrimination in Pennsylvania

In Pennsylvania, an employer cannot discriminate against an employee or potential employee because of their age. There are federal and state laws that protect older employees. The Pennsylvania Human Relations Act and the Age Discrimination in Employment Act protects workers who are 40 years old or older. In order to prove age discrimination, there are certain elements that must be met:

  • The employee is between 40 and 70 years old.
  • The employee was subjected to an adverse employment action, such as wrongful termination.
  • A younger employee filled the position that the older employee sought, even though the older employee was qualified.

If the employee can establish these elements, then the employer has to prove that a legitimate, non-discriminatory reason was the basis of the challenged employment action. This makes age discrimination cases difficult to prove. However, the employee can still win the case if they can show that the real reason for the adverse employment action is because of their age.

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

Before you file an age discrimination claim on your own, the best course of action is to contact a lawyer. Our Philadelphia employment lawyers at Sidkoff, Pincus & Green P.C. have the knowledge, skills, and resources to take on large employers. We have helped numerous 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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How Do I Avoid Fraud as a Business Owner?

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Fraud

If you own a business, there is a great possibility that you are going to encounter an issue of fraud. When you do, it is going to be paramount that you understand how to mitigate any monetary damages, along with associated risks that your company’s reputation may suffer in the process.

Your best defense against fraud will be your ability to be knowledgeable on the subject. Being aware of what signs to look for can help your business avoid the pitfalls of scams. Listed below are compiled tips to help avoid business tort litigation involving fraud.

Tactics Employed by Scammers

A great way to deter fraudsters from coming after you is to try and understand their methods of operation. Fraud usually occurs because a scammer is able to build a foundation of trust that will provide them an avenue to get the information they need to gain access to your company. 

Another tactic they use is creating a fast-paced environment that forces you to make quick decisions without any research. Scammers will use fear and intimidation to get their way and con you out of money by having you send them payments that are untraceable. Often, these payments involve wire transfers, digital currency, reloadable cards, or gift cards, making them difficult to track.

Protect Your Business

Inform your employees that you have a plan to deal with potential fraudsters who may be trying to con your business. Encrypt passwords and never send sensitive information through emails that can be siphoned by scammers. Build a rapport with your employees, especially those that interact with finances. You are putting a lot of faith in employees who handle accounting duties, and you should run thorough background checks on them.

When paying bills, make sure that you can verify invoices, payments, and other expenses. Go over the way you handle payments with anyone on your staff who is authorized to sign off on your behalf, and stick to the system at all times. Delegate accounting duties to at least two people within your company to avoid having one person having total access to the books.

Nowadays, a lot of fraud occurs online, so it is in your best interest to be technologically proficient. Never open an email that may contain attachments of files that could contain malware that will attack your computer systems. Hackers can also damage your standing in the community by intercepting your social media accounts and relaying malicious information. In an effort to minimize risks, secure your company’s files, passwords, and financial information.    

You can also protect your business by implementing a mandatory vacation schedule and instituting a medium, whether through email or phone, where a fellow employee can anonymously report any suspicious activity.

Philadelphia Business Lawyers at Sidkoff, Pincus & Green P.C. Help Business Owners Avoid Fraud

When you put effort into running an effective business, nothing can be more disheartening than someone threatening your livelihood. Fraud can seep into all aspects of your business and derail your operations. However, our Philadelphia business lawyers at Sidkoff, Pincus & Green P.C. can help you. 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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Why Do Many Successful Asian Americans Face Workplace Discrimination?

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Asian Americans Workplace Discrimination

Asian Americans are among the best-educated per capita of any racial or ethnic demographic in the United States. That is especially true in the tech industry, where Asian Americans generally do well in finding and holding jobs but are disproportionately overlooked.

Due to Coronavirus (COVID-19) reportedly originating from China, the Asian Americans and Pacific Islander (AAPI) community has been targeted by more than 3,000 hate crimes since the beginning of the pandemic, according to the group Stop AAPI Hate. That is a great rise in hate crimes targeting the AAPI community since the outbreak of the global pandemic. The sudden rise in violence targeting members of the AAPI community outside of the workplace suggests that they also experience frequent discrimination in the workplace.

Studies Affirm Qualified AAPI Candidates Mostly Overlooked

A 2013 study compiled by the Equal Employment Opportunity Commission (EEOC) showed it is nearly four times harder for AAPI employees to achieve managerial positions, despite being fully qualified for internal promotions. U.S. citizens identifying as AAPI comprise about 5.6 percent of the nation’s population, but they account for 12 percent of its licensed professionals.

Additionally, AAPI students comprise more than 10 percent of the annual graduation classes at the top 30 law schools across the nation. However, those same graduates have the highest attrition rate and smallest ratio of partners-to-associates when compared to all other racial and ethnic groups.

Making matters worse is the impression that Asian Americans are generally highly successful and do not need governmental programs. The AAPI community consistently is left out of affirmative action hiring and admissions due to the perceived success in both.

Closer scrutiny reveals that AAPI members generally obtain jobs at relatively high rates when compared to other demographics. However, when it comes to long-term success and the ability to earn promotion to leadership levels, opportunities for AAPI members mostly do not exist. The EEOC says that this is a sign of workplace discrimination.

Philadelphia Employment Lawyers at Sidkoff, Pincus & Green P.C. Help Fight Against Workplace Discrimination

Hate crimes targeting members of the AAPI community are rising rapidly, while advancement opportunities are more difficult to obtain due to discrimination. When discrimination arises in the workplace, our Philadelphia employment lawyers at Sidkoff, Pincus & Green P.C. can help you. For more information and an initial consultation about your case, call us at 215-574-0600 or complete our online form. Located in Philadelphia, we serve clients throughout Pennsylvania and New Jersey.

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