Can My Employer Require a COVID-19 Vaccine?

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Covid-19 Vaccine

Now that a COVID-19 vaccine has been approved, the main question people are asking each other is of they are going to get the vaccine. This assumes that getting it is optional, but this may not be the case for some members of the working population. It will not be long until employers will have to decide if they want to require their employees to be vaccinated, and there is sure to be some backlash.

Companies have a duty to keep their employees, customers, and communities safe. However, organizations like the Society for Human Resource Management (SHRM) believe that employers should exempt certain employees from having to get vaccinated because of sincerely held religious beliefs or disabilities. According to the SHRM, exceptions should not be made for employees based on secular or medical beliefs about the COVID-19 vaccine.

What Does the EEOC Say?

The Equal Employment Opportunity Commission (EEOC) has provided guidance on flu vaccinations in the past that employers may require flu vaccines, but only if certain employees had the option of seeking exemptions for medical issues through the Americans with Disabilities Act (ADA) or for religious reasons through Title VII of the Civil Rights Act.

In mid-December, the EEOC stated that employee COVID-19 vaccinations requirements do not violate the ADA, which prohibits companies from performing certain medical examinations. However, should an employee who cannot be vaccinated for certain reasons pose a health risk to other workers, EEOC guidelines state that the employer cannot prevent that employee from working unless the employer is unable to provide reasonable accommodations.

Will Vaccination be Mandatory in Certain Workplaces?

It is too early to tell, but the type of business will dictate what procedures will be put in place. Employees in public-facing jobs may present higher risks of infection than office workers, so their companies will likely be more pro-vaccine. Employees who refuse to be vaccinated may encounter problems with co-workers who have been vaccinated. Also, if company vaccination policies become public knowledge, it could create bad publicity and damage their businesses.

Since COVID-19 vaccines are being approved for emergency use authorization, some health professionals feel that most businesses will not make the vaccine mandatory. Although companies may strongly encourage it, requirements will vary. It is thought that employers may choose to issue guidelines stating that their position is that it would be reasonable for an employer to require an employee to get the vaccine.

Will Employers be Held Liable?

There is much talk out there already about the possibilities of employers being vulnerable to lawsuits filed by employers and clients who may contract COVID-19 at the business location. On the other hand, mandating all employees to get the vaccine could be another risk. A California lawyer described the situation as a treacherous area for employers, pointing out that if the vaccine ends up harming employees, there could be Workers’ Compensation claims against companies and vaccine manufacturers. According to The Stand on CBS News, employers would not be liable in these situations since they would be categorized as on-the-job injuries.

To avoid liability issues, The Stand suggested encouraging employees to get vaccinated instead of mandating them to do so. When an employee who does not want to get vaccinated is able to work remotely, it might be best to leave things alone. Companies may also opt to provide incentives for employees who get vaccinated, whether it be a gift card or some other type of bonus.

Philadelphia Employment Lawyers at Sidkoff, Pincus & Green P.C. Help Clients with Employment Vaccination Issues

As COVID-19 vaccination protocols are now coming into play, your rights should not be questioned. For a confidential consultation, contact the knowledgeable Philadelphia employment lawyers at Sidkoff, Pincus & Green P.C. today. Complete our online form or call 215-574-0600 to get started. Located in Philadelphia, we help clients throughout Pennsylvania and New Jersey.

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What are Common Legal Issues that Businesses Face?

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Managing a successful small business can be a lot of work, especially in the early stages, when many difficult financial decisions must be made. The biggest ones pertain to what owners plan to spend their limited budget on. Given that resources can be tight, it is understandable why some elect to avoid some big-ticket items, like hiring a lawyer. While that may seem to make sense in the short-term, it could wind up costing the company much more in the long run. There are several common problems that impact all companies that a knowledgeable lawyer would be able to help the firm avoid.

Do I Have the Right Structure for My Business?

One of the first things that an entrepreneur and their partners must decide on is the structure of their business. This is extremely important because it could have serious tax liability issues. Establishing the correct structure will save a company several severe headaches going forward. Some of the different types of structures include:

  • Sole proprietorship
  • Partnership
  • Limited Liability Company (LLC)
  • C-Corporation
  • S-Corporation

Each one of these structures handles the liability and tax responsibilities of the owner in a different way. An LLC, for instance, separates the two and treats them as two different entities. Owners should research the different corporate structures thoroughly before deciding on which to choose.

What are Some Employee Issues I Need to Consider?

Even if the structure of the company is secure, another common problem that all companies deal with is managing employees. One of the biggest aspects of that is deciding how to classify them and verifying that their classification matches their level of responsibility. There are three main types of classifications, which are:

  • Full time employee: This type of employee is someone who works more than 30 hours a week. The company is obligated to offer health insurance, Workers’ Compensation, and other benefits.
  • Part time employee: These employees work a maximum of 30 hours a week and are usually not eligible for benefits, although a company can offer them if it elects to.
  • Independent contractor: This is a person who operates outside of the structure of a particular office and works independently. They are responsible for paying their own Medicare and other taxes, and are not eligible for some universal benefits, like Workers’ Compensation.

Deciding how to classify employees can be a tricky action, as misclassifying someone can lead to litigation later on. The best way to avoid any problems is to evaluate a job description ahead of time and decide what the hours and responsibilities will be, then classify the position based on the added costs of potentially paying for benefits.

If that position cannot be fully funded, the company may have to do without it until it can find the funding somewhere else to pay for that position. The legal costs further down the road are not worth cutting any corners with a person’s pay or benefits.

What Type of Paperwork Should I File on a Regular Basis?

Maintaining a business is more than just keeping employees and customers happy. There is a significant amount of paperwork that must be filed with both the state and the federal government on an ongoing basis. If a firm is publicly held, it could fall under the jurisdiction of the Securities and Exchange Commission (SEC) on the federal level and state regulators. Regardless, the company will be under an obligation to file certain documents, including:

  • Financial statements: These documents contain a snapshot of the firm’s financial status, including its income statement, balance sheet, and statement of cash flow.
  • Financial information: Any data that the company chooses to post about itself on its website.
  • Annual reports: These are issued to shareholders once a year.
  • Prospectus: A document that describes the investment offering for the public.

What Should I Do if I Have a Contract Dispute?

While contracts are supposed to be binding agreements between two or more parties, there can be disagreements between those parties over one’s actions. It may also be necessary to break a contract because the two sides no longer wish to work together anymore. To avoid a messy legal dispute, it is best to thoroughly review any contract before signing it. All parties should include language that grants them an easy escape should certain violations take place, or some other action occur, such as one of the two sides is arrested or has some other public embarrassment.

Philadelphia Business Lawyers at Sidkoff, Pincus & Green P.C. Help Small Businesses with Legal Matters

If you are facing legal hurdles within your small business and need help finding a legal remedy, reach out to the Philadelphia business lawyers at Sidkoff, Pincus & Green P.C. For an initial consultation, call us at 215-574-0600 or contact us online. Located in Philadelphia, we serve clients throughout New Jersey and Pennsylvania.

What are the Pitfalls of Videoconferencing?

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The COVID-19 pandemic forced many businesses to re-think how they conduct their affairs on a daily basis. One of the biggest changes was having to cope with employees working from home as opposed to centrally located in one office. With that new dynamic in place, many companies in varying industries turned to technology to stay in contact and conduct ongoing meetings. The biggest technology that has seen significant growth during this pandemic has been videoconferencing software. Applications like Zoom, Microsoft Teams, Skype, WebEx, GoTo, Ring, and BlueJeans have become part of the routine business lexicon when they were more of a novelty just one year prior.

Since February, when many states began implementing stay-at-home orders, videoconferencing software has reported an 84 percent increase in demand with Webex, claiming that it hosts more than four million meetings per day. However, most companies just jumped right into using these technologies without researching or determining the security risks. It has led to reports of security breaches and instances where an unauthorized individual will break into a private meeting undetected and gain access to sensitive and confidential material about a company’s decision making.

What are Effective Methods for Securing a Meeting?

One of the ways that trespassers have managed to infiltrate these secure meetings is through brute force and trial and error. In the 1980s and 90s, hackers would utilize a tactic known as war dialing. They would methodically call different numbers looking for a secure modem to hack into.

Today, the strategy has been updated to try different names for video conferences. Most companies keep their chat room names consistent, making it easier for hackers to gain access. Firms must secure their own platforms and develop a strong security system. One of the first ways to do that is to host the meeting in-house rather than have a third-party do it. This gives them more control over the meeting and who participates. There are other ways to secure a meeting including:

  • Use unique meeting IDs: When creating a meeting room, most platforms provide a generic name that consists of the company and maybe the host’s name. While this is an easy one to guess and hack, it probably will not make that much of a difference for a quick one-on-one with an employee and their supervisor. However, if the meeting is more important, like a board meeting, the host should consider using a unique and different name to minimize break-ins.
  • Implement passwords: An added level of security is to provide all participants with a password. This way, only those specifically invited to the meeting can legally attend.
  • Roll call: Initiating a roll call to determine who is in attendance will also weed out those who should not be there and make sure that the appropriate people are.
  • Give host total control: As the host of a meeting, they have significant control over who is allowed in and out of the meeting. As such, it is possible to revise the setting to prevent participants from joining the main meeting room until the host arrives. This prevents them from discussing any sensitive information before the host has the opportunity to implement any security procedures.
  • Eject button: If at any point during the meeting the host suspects that it has been compromised, they can immediately end the meeting before any sensitive information is discussed.

What is the Proper Process for Recording a Meeting?

Another security risk when conducting videoconferencing involves recording the meeting. It is not so much the recording of the meetings that is a problem, it is how that meeting is stored afterward. When recording a meeting, some platforms such as Zoom, will store the meeting in its Zoom Cloud. The problem with this scenario is that the meeting, which could contain sensitive dialog, is in the possession of an outside party. Without any verification, there is no way to guarantee its safety, meaning it is prone to be hacked. To minimize this risk, the most ideal strategy is to save the meeting in-house or with a trusted vendor. This way the security of the meeting is under the firm’s control.

Philadelphia Business Lawyers at Sidkoff, Pincus & Green P.C. Help Businesses with All Types of Legal Matters

If your business needs legal guidance, the Philadelphia business lawyers at Sidkoff, Pincus & Green P.C. can help. We can provide you with the legal assistance to need to see you through most business transactions. Give us a call at 215-574-0600 or contact us online to find out how we can help. Located in Philadelphia, we serve clients throughout New Jersey and Pennsylvania.

Can Employers Restrict Employee Holiday Travel Plans?

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As news outlets report on how COVID-19 cases are surging and hospital beds are filling up, experts are advising people to cut back on holiday celebrations. They are not the only ones urging caution though, as some employers are asking their workers to do so as well. Some have created corporate videos and sent out memos to remind workers to avoid extensive travel and large gatherings. Others have offered paid time off for possible post-holiday quarantines or asked their employees to sign pledges that they would avoid large celebrations.

As a general rule, companies cannot restrict employees from attending holiday gatherings or holiday travel. However, there should be proper protocols in place; otherwise, employers could be liable if outbreaks occur in their workplaces. The Occupational Safety and Health Administration (OSHA) mandates employers to provide safe workplaces. This is why companies need to screen their employees and keep the lines of communication open.

Companies have legitimate concerns about their employees traveling and celebrating during the holiday season, as these activities can increase the risk of exposure, infection, and quarantine. It is a gray area, so it makes sense to first look at the Centers for Disease Control and Prevention (CDC) guidelines; these are updated regularly. For example, employers can make workers who travel to CDC Level 2 or 3 countries, or areas that have higher percentages of positive cases, self-quarantine for 14 days before coming back to work. This holds true even when employees show no symptoms.

Companies can require workers to get tested after travel, and this is in line with Equal Employment Opportunity Commission (EEOC) guidelines. It can take 14 days for infections to appear, so even if an employee tests negative, they could be positive afterward.

What About State Laws?

Though some companies may attempt to impose employee travel bans, it could be against the law in some states. As an example, some New York laws prohibit employers from taking adverse actions against employees who engage in lawful recreational activities outside of working hours, and this could apply to holiday gatherings or travel.

Employers can be uncertain about approaching the topic, since while attending large parties or traveling out of state might be risky, it is not thought to be illegal, unless there are state regulations in place. It is legal for employers to talk to workers about holiday plans, as long as the goal is to preserve the health and safety of everyone who workers there. These inquiries should be based on legitimate business concerns. Workers can also be given information about social distancing protocols; state, city, and county regulations; and travel advisories.

Companies may also ask employees to quarantine after the holidays, and they do have the right to do so. In some cases, employees can work from home when isolating, and this can be the best solution. There are laws such as the Families First Coronavirus Response Act that allow this to be considered paid time off, but only in certain circumstances.

Philadelphia Employment Lawyers at Sidkoff, Pincus & Green P.C. Help Clients with Various Employment Matters

If you are unsure about your rights as an employee this holiday season, get in touch with the knowledgeable Philadelphia employment lawyers at Sidkoff, Pincus & Green P.C. For a confidential consultation, call us at 215-574-0600 or complete our online form. Located in Philadelphia, we serve clients throughout Pennsylvania and New Jersey.

How Important is Confidentiality in a Sexual Harassment Case?

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Confidentiality

When a person is victimized by sexual harassment at work, it can be an awkward and embarrassing situation for them. They might feel uncomfortable at work, but they might also feel scared. They might want to tell someone but are afraid to talk for fear of retaliation. There are options for them to tell their story and maintain their confidentiality. As for those that can be targets of sexual harassment claims in the office, the question of confidentiality can be an important one, especially if the accusation is false or made with ill intentions. A false claim can get out and haunt a person throughout their career.

Is My Case Confidential with a Lawyer?

For those who suffered from sexual harassment at work and found that their employers have not been responsive to their claims, they can turn to an employment lawyer for help in the matter. They can feel confident that their story will remain between them and their legal representative. Lawyers are obligated by client confidentiality, meaning that what is said between the two parties remains between them. This rule allows them to speak freely with a client and gather all the information necessary to properly build a case.

The privilege covers potential clients, as well as if someone meets with a lawyer during an initial consultation, they should feel comfortable sharing their story. Even if after that meeting, the two sides decide not to continue with their professional relationship, the lawyer cannot disclose the details of that conversation with a third party. When a lawyer decides to take on a sexual harassment case, they can file the case without disclosing the victim’s name in the court documents. The identity of the victim might still be known by others related to the case or inferred from co-workers due to circumstances. However, if others attempt to look up the case, the name and other specific details will not be included in the final report.

Confidentiality During an Investigation

When an employee comes forward with a sexual harassment claim, it is a serious accusation that the company must treat as such. Once an accusation is made, a full investigation will be conducted to look into the accusation to verify its validity. The supervisor will either appoint someone to conduct the inquiry or do it themselves. There will be two goals of the investigation. The first is to obtain all the facts about the situation and get to the truth. The second, is to prevent any future problems from taking place again or stopping the ongoing abuse.

During an investigation, the person conducting the investigation must try to maintain the highest level of confidentiality as possible and protect the identities of the alleged victim and accuser. The investigator will have to disclose to the alleged abuser about the accusation and where it comes from and disclose some information to the people that were questioned. However, if the facts of the situation get out before a full and proper investigation, either the alleged accuser or harasser could sue on a few grounds.

Philadelphia Employment Lawyers at Sidkoff, Pincus & Green P.C. Advocate for Victims of Sexual Harassment in the Workplace

If you feel that you have been the subject of sexual harassment at work or you have been falsely accused of harassing someone at your workplace, contact the Philadelphia employment lawyers at Sidkoff, Pincus & Green P.C. We will investigate your case and determine the next best steps. Call us at 215-574-0600 or contact us online for an initial consultation. Located in Philadelphia, we serve clients throughout Pennsylvania and South Jersey.

Can My Employer Install Surveillance of Remote Employees?

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One of the more interesting developments from the COVID-19 pandemic has been the transition of employees working from home as opposed to the office. The transition has been so seamless that many companies are considering maintaining the current work format, even after the pandemic ends. There are a few benefits associated with the work-from-home model. Employees get to avoid the grind of commuting to work every day, which also means they have greater flexibility. For the company, they can reduce their overhead costs by not having to pay for office space or any of the other office-related expenses that come with it.

However, the downside for employers is they are not in regular contact with their employees, meaning there is always the fear that an employee is not working or otherwise not being productive. Some companies have figured out a way around this problem by using software that will monitor their employees, even though they are no longer in the office. While employees anticipate a certain level of monitoring when they work in the office on their work computer, it becomes more of an issue when it is done remotely.

Tools that Monitor Working from Home

While the concept of remote working is nothing new, the number of companies that have been utilizing it has grown significantly in the wake of the pandemic. There is technology that helps employers keep an eye on their employees, even if the employee does not know they are under surveillance. Hubstaff recently created a product that employees can download onto their computer that records all their actions. The software tracks a worker’s hours, their keystrokes, and even records the websites that an employee visits. Another company, Sneek, offers software that will take pictures using a laptop computer of the users as frequently as once a minute. The app then uploads the pictures so that everyone can access them.

What are the Legal Concerns with Monitoring Employees?

Whether an employer is monitoring their employee in the office or at home, they still have the same legal obligation to notify the employee the monitoring is taking place. Many employees will sometimes use their personal computers or devices for work. In those instances, the company needs to establish a solid policy about monitoring. They need to inform employees that they will be monitoring them on their personal device and explain what they will be monitoring and why they are doing it. In addition, the company should limit any monitoring to those that have a direct impact on the job and conduct it during certain business hours. In general, when a person connects their personal computer or their personal device to either a corporate network or virtual private network (VPN), companies have the right to ask to monitor their employees.

Using Data to be More Productive

Not all companies are using the monitoring software to keep tabs on their employees. Some are using it with an eye toward returning to the office. Employers are finding that some people are more productive at certain times. As companies consider returning to the office, they still need to practice social distancing and one way to do that is to bring people in on staggered shifts. Bringing people in at their most productive time will help utilize personnel to their fullest potential.

Philadelphia Employment Lawyers at Sidkoff, Pincus & Green P.C. Help Employees with Privacy Concerns

If you feel that your company is monitoring your movements as you work from home without informing you, contact the Philadelphia employment lawyers at Sidkoff, Pincus & Green P.C. today. For an initial consultation, call us at 215-574-0600 or contact us online. Located in Philadelphia, we serve clients throughout New Jersey and Pennsylvania.

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Are Employers Responsible for Ill Family Members?

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As the nation continues to face the ongoing novel Coronavirus pandemic, many businesses are re-opening their offices and bringing their employees back from months of seclusion in their homes. With the virus still a presence in most states, some employees may be wondering what legal obligations they have toward the family members of their employees. In terms of allowing employees to tend to their sick family members, an employer needs to give their employees the flexibility to take time off and the federal government has provided a few programs to allow for that to happen.

What Do the Courts Have to Say on the Matter?

There have been a few cases reported around the nation of people getting sick with COVID-19 because they contracted it from a family member who was exposed to it at work. Thus far, two lawsuits have been filed in Illinois bringing up that very matter. Experts say the cases are similar to mesothelioma cases, where someone is working on a site where they were exposed, then bring it home to family members. In the first case, a woman from Illinois died due to complications related to COVID-19 over the summer. She allegedly contracted the virus from a family member who contracted it while working at a meat processing plant.

The lawsuit, filed by the victim’s daughter, alleges that the family member contracted the virus in April while working at the plant when he was working shoulder to shoulder with others in the plant. The lawsuit claims that the employers knew there was an outbreak at the plant but did not take any precautions to keep employees safe nor provide any warnings.

In the second case, a woman contracted the virus from her husband, who contracted it while working as a parts assembler. The woman is suing the company, claiming it was because of them that she contracted the virus.

However, the owner of the company is disputing the claim. He told several newspapers that his employees took precautions, including wearing masks and gloves, and he took daily temperature checks every day. He also accused the worker of declining to have his temperature taken. He added that the worker was the first to get sick and he in fact spread the virus.

Both cases are still pending, so it is unclear how the jury will respond. It is safe to assume, however, that an employer owes it to their employees and their families to ensure that their workspace is clean, precautions are met, and everyone adheres to them.

How Much Time Should I Give My Employees to Take Care of Family?

Employers still maintain their obligations under the federal Family and Medical Leave Act (FMLA) to allow for an employee to take time off if they need to recover from COVID-19 or take care of a family member who might have contracted it. The FMLA, enacted in 1993, protects a person’s job should they have to take time off to care for a sick family member. The law allows for a person to take up to 12 weeks of leave within a 12-month period. While they can take the time off, they will not receive any compensation during that time.

In addition, President Trump signed the Families First Coronavirus Response Act (FFCRA) in April, which allowed for more provisions for employees to take time off. This law requires that employees with less than 500 employees provide them with 10 additional paid sick days to accommodate any COVID-19-related absences. The law requires those same employers to provide an additional 12 weeks of FMLA time for employees. Of those 12 weeks, 10 days must be paid, but the law also provides payroll tax credits for employers to cover the paid leave.

Philadelphia Employment Lawyers at Sidkoff, Pincus & Green P.C. Help Employees and Employers Understand Their Rights Regarding the Pandemic

If you are an employer who needs to stay in compliance with pandemic-related laws or an employee who deserves sick leave to care for a family member who contracted the virus, contact the Philadelphia employment lawyers at Sidkoff, Pincus & Green P.C. We will review your case and determine the next best steps. For an initial consultation, call 215-574-0600 or contact us online. Located in Philadelphia, we serve clients throughout Pennsylvania and New Jersey.

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Should I Pass the Family Business to the Next Generation?

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There are about 5.5 million family-owned businesses in the U.S., caccording to advocacy group, Family Enterprise USA. Therefore, many business owners need to decide if, how, and when they will pass on their business to the next generation. The best way to ensure a smooth transition and successful business continuation is to have a succession plan. Business owners should develop the plan with input and support from all family members who have an interest in the business. However, that leads to the question of who should inherit the family business?

Sometimes there are no children to inherit the business. Other times, children do not want to inherit the business, and there are no other relatives or close friends they trust. Still, other business owners do not want to retire, and by the time they do, potential new owners have moved on. Before business owners can develop a succession plan, they need to get buy-in from those they want to inherit the business. The next generation of owners could be children, relatives, friends, or other business owners. Acceptance and support from all potential new owners are crucial before developing a succession plan. If children will inherit the family business, consult with a lawyer about an estate plan as there may be tax and equity considerations.

Why Does a Family Business Need a Succession Plan?

A good succession plan will detail plans for a business when the current owner retires, or if the unexpected occurs, such as a death or disability of the owner. Sadly, a business could simply die out without a solid plan for continuance in place. The business could also be lost to estate and inheritance taxes without a plan that addresses tax issues. If there is no clear plan in place for ownership transfer, family issues could harm both the business and family relationships. A succession plan will cover the details of how and when the transfer will occur, associated costs, a business valuation, and how the transfer will be financed.

What Does a Business Succession Plan Include?

A succession plan must include the right people, such as a business lawyer, accountant, financial advisor, business valuation expert, CFO, and all family members and others who will have a role or financial interest in the transferred business. Every business situation is unique and will require different plans. A succession plan should address the following in detail:

  • The mission, vision, guiding principles, and values agreed upon by the current owner and all successors.
  • A timeline of important personnel transitions, business deadlines, events, projects, and plan implementations.
  • Identify strengths, weaknesses, and development plans for each candidate, in addition to responsibilities and management expectations.
  • A business valuation, stock or other equity positions, sales and growth expectations, as well as budgets, business debts, and other important financials.
  • The types of insurance that need to be acquired, renewed, changed, or stopped.
  • A summary of operating procedures, including processes, policies, partners, vendors and suppliers, products and services, new projects, training, IT, human resources, customer and client demographics, and marketing/sales plans.
  • A communications plan stating how employees, business partners, customers and clients, the community, and local media will hear about the transition.

Creating a succession plan for the family business is a complex task that requires the expertise of trained professionals. Passing the torch to the next generation can go smoothly with the right people helping business owners.

Philadelphia Business Lawyers at Sidkoff, Pincus & Green P.C. Help Business Owners with Succession Plans

If you are considering passing on your business to a family member, relative, friend, or another business, a business succession plan can help make it a smooth transition. Contact a Philadelphia business lawyer at Sidkoff, Pincus & Green P.C. today. We pride ourselves on staying abreast of all developments in business law and business succession planning. Contact us online or call us at 215-574-0600 for an initial consultation. Located in Philadelphia, we serve clients throughout Pennsylvania and New Jersey.

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How Can Employers Help Employees Embrace Company Culture Changes?

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A distinct company culture is very important to the success of a business. Company cultures may change periodically to reflect new technologies and policies. Although necessary, this can be difficult for certain employees to embrace and accept, especially if they have been at the company for a long time.

Workplace culture is a broad term that encompasses a company’s physical environment to the mental and psychological space that company executives have created for their employees. It is the personality of a company that employees and clients embrace when walking into the office. Firm culture is important for a company to establish when expanding. A positive workplace culture will ultimately lead to a higher success rate for the company.

How to Handle Changes in Workplace Culture

Finding the perfect firm cultural balance may take time and is something that will continuously need improvement. Creating a workplace that can quickly and efficiently adapt to changes is important in making employees feel comfortable. The first step a company can take before, during, and after workplace change is to assess their current environment and develop a way to produce a more positive culture. To do this, company executives should put more priority on the hiring process to help weed out toxicity and hire positive people. Companies can also develop committees and programs to help maintain a positive work culture and help those who need it while transitioning to new workplace systems. The following are ways to help produce and maintain a positive work environment:

  • Firmwide meetings: Include every employee in a monthly meeting where all team members can ask questions and address their concerns. Seek feedback and employee engagement whenever possible to show employees that they are valued, and their opinions are important.
  • Anonymous complaints: Create a place where employees can address their problems anonymously if they do not feel comfortable speaking to their supervisors face-to-face.
  • Lead by example: Introducing new technologies or protocols to a workplace may be confusing and intimidating to employees. Executives should lead by example and show employees that change is good and necessary for the success of the company.
  • Diversity and inclusion committee: Create a committee that focuses on making a more equitable work environment.
  • Maintain a sense of community: Managers should ensure that their employees feel welcomed and part of a team. They should remind employees that they are a main component to the success of the company and are a valued team member.
  • Appropriate training: Managers should train their employees properly to prepare them for how their work culture is run and maintained. Training should also cover how change is enacted and handled to better prepare new employees for workplace adjustments.
  • Create change from an employee’s perspective: It may be easy for a manager to produce changes that they feel are good for the work environment, but it is more productive to approach change from an employee’s point-of-view and listen to what they have to say.

What to Do If an Employee is Unhappy with the Firm Culture

Not every employee reacts to company change in the same way. If an employee is upset or requires a slower transitional period, discuss with them their concerns. Changing and adapting to new company culture protocol can take time but is necessary when getting employees to embrace a business. Companies should create a workplace culture where employees feel comfortable and valued at work. Establishing a culture where change is embraced and accepted is also important to the success of a company, as well as to the success of individual workers.

Philadelphia Business Lawyers at Sidkoff, Pincus & Green P.C. Make Company Changes Easier to Understand

The Philadelphia business and employment lawyers at Sidkoff, Pincus & Green P.C. range in experience with business and employment matters to help produce the best outcome for our clients. Call us today at 215-574-0600 or contact us online for help with your legal matter. Located in Philadelphia, we serve clients throughout Pennsylvania and New Jersey.

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Equal Pay Lawsuits Filed by Female Professors

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Equal pay is a constant fight for women in the workplace. Despite having similar or better credentials, women are still being paid less than their male counterparts. No matter the profession, gender discrimination happens in all workplaces, especially within those with a high population of older men. Women must work harder to prove themselves and may work their entire lives without being paid fairly in comparison to their male co-workers.

A law professor at the University of Texas School of Law recently filed an Equal Pay Act lawsuit due to the unfair pay she received in relation to her male co-workers. This complaint also alleges sex discrimination and retaliation under Title VII of the Civil Rights Act of 1964. This is not the first time that the law professor complained to the university about unfair compensation and sexual discrimination. She speaks out frequently about the pay inequality at the university, despite the school’s verbal negative perceptions of her and her actions.

A Texas judge granted the university’s motion to partially dismiss the law professor’s lawsuit due to a failed causal connection between her pay complaints and receiving the lowest raise of any school faculty member. Her claims are still ongoing.

Ongoing Claims

This is not the first woman professor to bring a lawsuit to court. At least five other equal pay lawsuits have been filed by female professors from various universities since 2016. These lawsuits have been filed due to the way universities determine compensation. Law school deans often have significant say in pay decisions, which can be tainted by gender bias and because many men in the teaching field gain more respect for research and writing, despite their lack of quality and importance in relation to their female co-workers. This increases the dean’s overall opinion of male professors and allows them to raise their salaries.

Gender discrimination and pay gap issues often occur in the workplace. Many situations go unnoticed because women are afraid of the consequences if they mention it to their bosses. The female law professor has been described as poison after she confronted the appropriate parties. Other professors who filed lawsuits also stated that they were removed from important committee assignments and ignored in the workplace. Words and actions like these are why women are afraid to take a stand against pay inequality.

Although there are many obstacles that women face in the workplace, especially when it comes to pay gaps, it is important to fight for equal compensation. Fighting for equal pay is an ongoing battle and requires female workers to stand up for themselves when they feel as though they are being treated unfairly.

Philadelphia Employment Lawyers at Sidkoff, Pincus & Green P.C. Fight for Equal Compensation in the Workplace

If you feel as though your pay does not match your abilities and that you are not being fairly compensated, contact the Philadelphia employment lawyers at Sidkoff, Pincus & Green P.C. for help. Our dedicated team understands the pay gap frustration and will work hard to ensure you receive proper pay. Gender discrimination is a serious issue that will only get resolved if we continue to fight for the rights of female workers. Call us today at 215-574-0600 or contact us online. Located in Philadelphia, we serve clients throughout Pennsylvania and New Jersey.