Category: Employment Law

Pennsylvania Enacts the Fair Contracting for Health Care Practitioners Act, Restricting Non-Competition Agreements Against Healthcare Professionals

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Philadelphia employment lawyers

Pennsylvania’s Fair Contracting for Health Care Practitioners Act (FCHPA) has introduced significant changes to the way non-compete agreements apply to healthcare professionals in the state. Enacted to promote fair employment practices, the Act specifically limits restrictive covenants that may hinder practitioners’ ability to continue providing care.

What Are Non-Compete Agreements?

Non-compete agreements, commonly included in employment contracts, prevent professionals from practicing within a certain geographic area or for a specified duration after leaving an employer. While these clauses have been widely used across industries, their application in healthcare has raised concerns about access to medical services and continuity of care for patients.

Under the FCHPA, non-compete agreements for healthcare practitioners are generally deemed unenforceable if they impose undue hardship on the practitioner or if they would negatively impact patient care. The law aims to strike a balance between the business interests of healthcare employers and the rights of physicians, nurses, and other medical professionals to seek employment without excessive restrictions.

Are Any Restrictions Still Allowed Under the FCHPA?

However, the Act does not prohibit all restrictive covenants. Employers may still enforce agreements that protect legitimate business interests, such as safeguarding trade secrets or confidential patient lists. Additionally, non-solicitation agreements—preventing practitioners from actively recruiting former patients or staff—remain enforceable under certain conditions.

Pennsylvania’s move reflects a broader national trend of scrutinizing non-compete clauses in the healthcare sector. With ongoing discussions at both state and federal levels about the fairness and impact of such agreements, the FCHPA represents a step toward greater employment mobility for healthcare professionals while ensuring that patient access to care is not unduly restricted.

Healthcare practitioners in Pennsylvania should carefully review their contracts and seek legal guidance to understand their rights and obligations under the new law. Employers, too, must ensure their agreements comply with these evolving legal standards to avoid potential disputes and challenges to enforcement.

If you have questions about a healthcare employer’s non-compete agreement, ask the knowledgeable and experienced Philadelphia employment lawyers at Sidkoff, Pincus & Green P.C., one of Philadelphia’s oldest law firms. Call the firm at 215-574-0600 or contact us online to schedule an initial consultation. Located in Philadelphia, we serve clients throughout Pennsylvania and New Jersey, including South Jersey.

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How to Address and Resolve Workplace Discrimination?

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The Philadelphia Employment Lawyers at Sidkoff, Pincus & Green P.C. Will Protect Your Rights

Workplace discrimination occurs when an employee or job applicant is treated unfairly based on characteristics such as race, gender, age, religion, disability, or other protected classes. This can manifest in various ways, including unequal pay, limited opportunities for advancement, harassment, or termination. Such behavior violates employees’ rights and can create a toxic work environment that impacts productivity and morale. Addressing and resolving workplace discrimination is essential for maintaining a fair and respectful workplace.

If you have experienced or witnessed workplace discrimination, taking proactive steps to address the issue is essential. Employers are legally obligated to provide a safe and equitable work environment, and understanding your rights is the first step in seeking justice.

Steps to Address Workplace Discrimination

When dealing with workplace discrimination, your actions should focus on documenting and reporting the issue to the appropriate channels. Start by keeping detailed records of the discriminatory behavior, including dates, times, locations, and the individuals involved. Gather any supporting evidence that can substantiate your claims, such as emails, text messages, or other communications.

Once you have gathered sufficient documentation, notify your supervisor or HR department. Most companies have policies to handle discrimination complaints, and reporting the issue internally allows your employer to address it. If you feel uncomfortable speaking with your supervisor, consult your employee handbook to identify alternative reporting channels.

In some cases, the internal process may not resolve the issue. If your employer fails to address the discrimination or retaliates against you, consider filing a formal complaint with the Equal Employment Opportunity Commission (EEOC) or the Pennsylvania Human Relations Commission (PHRC). Both organizations investigate claims of workplace discrimination and may facilitate mediation or legal action to resolve the issue. Be mindful of filing deadlines, as discrimination claims must typically be submitted within a specific timeframe.

Resolving Workplace Discrimination Through Legal Action

When internal efforts and administrative complaints do not yield results, pursuing legal action may be necessary. Consulting an attorney who understands employment law can help you evaluate your options and determine the best course of action. Legal remedies for workplace discrimination may include reinstatement, back pay, front pay, compensatory damages, and punitive damages.

To build a strong case, collaborate closely with your attorney to provide all relevant documentation and evidence. Your attorney will guide you through the legal process, from filing a lawsuit to negotiating settlements or representing you in court. Legal action seeks justice for yourself and helps create a safer workplace for others by holding employers accountable.

The Philadelphia Employment Lawyers at Sidkoff, Pincus & Green P.C. Will Protect Your Rights

If you are dealing with workplace discrimination, Sidkoff, Pincus & Green P.C. can help you understand your rights and fight for justice. Speak with the Philadelphia employment lawyers about how we can help you. Contact us online or call us at 215-574-0600. Located in Philadelphia, we serve clients in Pennsylvania and New Jersey, including South Jersey.

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How to Create a Fair and Legal Employee Handbook for Your Business?

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The Philadelphia Business Lawyers at Sidkoff, Pincus & Green P.C. Keep Your Company Compliant

An employee handbook is a critical tool for your business. It sets expectations, communicates policies, and helps you comply with employment laws. A well-written handbook can protect your business and foster a positive workplace culture.

Essential Components of a Fair and Legal Employee Handbook

Your employee handbook should start by outlining the basics of your workplace policies. Include information about your mission, vision, and values to provide employees with a sense of your company culture. Make this section clear and professional, as it sets the tone for the rest of the handbook.

Cover key topics like anti-discrimination policies, code of conduct, and workplace safety. Address these issues to ensure compliance with federal, state, and local employment laws. For example, the handbook should explicitly prohibit workplace harassment and discrimination, aligning with Title VII of the Civil Rights Act and Pennsylvania-specific regulations.

Clearly explain your policies on work hours, overtime, and leave. Define how employees should record their time, whether they are eligible for overtime, and how they can request leave. Include policies for paid time off, sick leave, and family leave, and ensure these comply with legal requirements such as the Family and Medical Leave Act (FMLA).

Detail compensation policies, including how and when employees will be paid. This section should also address payroll deductions, wage increases, and bonuses. Transparency here helps build trust with employees and prevents misunderstandings about pay.

Provide clear guidelines for employee behavior. Define expectations for attendance, dress code, and workplace conduct. Specify disciplinary measures for violations of these policies, but ensure these measures are consistent with employment law and applied fairly to all employees.

Best Practices for Drafting and Updating Your Handbook

To ensure your handbook remains legally compliant, regularly review and update its contents. Laws governing employment frequently change, especially in areas like wage laws, leave entitlements and anti-discrimination protections. Staying current prevents costly legal disputes and ensures your handbook remains a reliable resource.

Involve legal counsel in the drafting process. Employment laws are complex, and a lawyer can help you avoid pitfalls that could lead to lawsuits or fines. An attorney can also ensure that your handbook uses clear and enforceable language.

Avoid language that could unintentionally create binding contracts. While you want your handbook to be comprehensive, include a disclaimer stating it is not a binding agreement and that policies may change. This protects your business from claims of breach of contract.

Communicate the handbook effectively to employees. During onboarding, provide new hires with a copy and explain its contents. Require employees to sign an acknowledgment form confirming they have received and read the handbook. This step creates a record that employees were informed of your policies.

Encourage employee feedback. A handbook should address the real needs and concerns of your workforce. Regularly soliciting input ensures the document remains practical and relevant.

How a Lawyer Can Help with Your Employee Handbook?

Involving a lawyer in creating or reviewing your employee handbook ensures it complies with all relevant employment laws. Employment regulations are complex and vary by jurisdiction. A lawyer’s experience helps you navigate federal laws like the Fair Labor Standards Act (FLSA) and state-specific requirements in Pennsylvania. Without proper legal guidance, you risk unintentionally violating labor laws, which could result in costly penalties or lawsuits.

A lawyer can also help you strike the right balance between being comprehensive and avoiding language that creates unintended obligations. For instance, certain phrases or policies might unintentionally form a contractual agreement with employees. An experienced lawyer can draft disclaimers and carefully worded policies to safeguard your business from these risks.

Beyond compliance, a lawyer ensures your handbook is tailored to your unique business needs. They can help you include policies specific to your industry or workplace culture while remaining legally sound. A lawyer will also keep your handbook up-to-date with evolving laws, reducing the risk of future disputes.

The Philadelphia Business Lawyers at Sidkoff, Pincus & Green P.C. Keep Your Company Compliant

An employee handbook is more than just a collection of policies. It is a key tool for managing your workforce and protecting your business from legal risks. Speak with the Philadelphia business lawyers at Sidkoff, Pincus & Green P.C. about how we can help you. Contact us online or at 215-574-0600. Located in Philadelphia, we proudly serve clients in Pennsylvania and New Jersey, including South Jersey.

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How Do Harassment and Discrimination Overlap?

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The Philadelphia Employment Lawyers at Sidkoff, Pincus & Green P.C. Will Help if You Are Experiencing Harassment or Discrimination in the Workplace

Facing harassment or discrimination in the workplace can be a deeply troubling experience. As an employee, you have the right to a work environment free from hostility and unfair treatment. However, understanding the nuances of harassment and discrimination—and how they often overlap—can be complex. This blog aims to clarify these concepts, so you know when your rights are violated and what steps you can take to protect yourself.

Understanding Harassment in the Workplace

Harassment in the workplace is any unwelcome conduct based on race, color, religion, sex, national origin, age, disability, or genetic information. This conduct becomes unlawful when it creates a work environment that would be intimidating, hostile, or offensive to reasonable people. Harassment can take many forms, including offensive jokes, slurs, threats, physical assaults, intimidation, ridicule, insults, offensive pictures, and interference with work performance.

The key element of harassment is that it is pervasive or severe enough to create a work environment that a reasonable person would find hostile or abusive. Importantly, harassment does not necessarily need to result in tangible job consequences like being fired or demoted. It is enough for the conduct to be severe or pervasive enough to alter the conditions of your employment and create an abusive work environment.

Understanding Discrimination in the Workplace

Discrimination occurs when an employer treats an employee less favorably because of their race, color, religion, sex, national origin, age, disability, or genetic information. Discrimination involves actions that negatively affect employment terms, conditions, or privileges, including hiring, firing, promotions, pay, job assignments, training, fringe benefits, and any other terms or conditions of employment.

Discrimination is unlawful when it is based on a protected characteristic and results in unequal treatment. For example, if an employer refuses to promote a qualified employee because of their gender, this would constitute discrimination. Discrimination can be overt, such as a direct statement that an employee is not being promoted due to their race, or it can be more subtle, like consistently assigning less desirable tasks to employees of a particular national origin.

How Harassment and Discrimination Overlap in the Workplace

Harassment and discrimination often overlap, as harassment can be a form of discrimination. When harassment is based on a protected characteristic like race, gender, or disability, it may also be considered discrimination under the law. For example, if an employee is subjected to offensive jokes or slurs because of their race, and this conduct creates a hostile work environment, it is both harassment and discrimination.

In many cases, the conduct that constitutes harassment is also discriminatory because it treats the victim differently based on a protected characteristic. However, while all harassment based on a protected characteristic can be considered discrimination, not all discrimination involves harassment. Discrimination may include decisions or actions that affect employment without creating a hostile work environment. For instance, refusing to hire someone based on their religion is discrimination, but it may not involve the hostile conduct typical of harassment.

Examples of Overlapping Harassment and Discrimination

  1. Sexual Harassment: A female employee may face unwanted advances, sexual jokes, or comments from her male coworkers or supervisors. If these actions create a hostile work environment, they constitute both sexual harassment and gender discrimination.
  2. Racial Harassment: An employee who is consistently subjected to racial slurs, offensive stereotypes, or exclusion from workplace activities because of their race is experiencing both racial harassment and racial discrimination.
  3. Disability Harassment: An employee with a disability may be mocked, excluded, or subjected to offensive remarks about their condition. When these actions create a hostile work environment, they represent both harassment and discrimination based on disability.

What You Can Do If You Experience Harassment or Discrimination?

If you believe you are experiencing harassment or discrimination in the workplace, it is essential to take action. Document the incidents as they occur, noting dates, times, locations, and any witnesses. This documentation can be crucial if you decide to file a complaint with your employer or take legal action.

You should also report the conduct to your employer according to your company’s harassment and discrimination policies. Many companies have procedures in place for investigating complaints, and you are entitled to have your concerns addressed. If your employer does not take appropriate action or you face retaliation for reporting harassment or discrimination, you may need to seek legal advice.

The Philadelphia Employment Lawyers at Sidkoff, Pincus & Green P.C. Will Help if You Are Experiencing Harassment or Discrimination in the Workplace

If you are facing harassment or discrimination in the workplace, you do not have to navigate this difficult situation alone. Speak with the Philadelphia employment lawyers at Sidkoff, Pincus & Green P.C. about how we can help you. Contact us online or at 215-574-0600. Located in Philadelphia, we proudly serve clients in Pennsylvania and New Jersey, including South Jersey.

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What Should I Do if I Am Not Being Paid Overtime?

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Employment lawyers

If you are a Pennsylvania worker and believe you are not being paid for the overtime hours you have worked, you are not alone. Many employees face this issue, but there are steps you can take to address it. This blog will guide you through the actions you should take if you find yourself in this situation.

Understand Your Rights

First, it is crucial to understand your rights under the Fair Labor Standards Act (FLSA) and Pennsylvania state law. The FLSA requires that non-exempt employees be paid one and a half times their regular rate for all hours worked over 40 in a workweek. Pennsylvania law mirrors federal regulations.

Keep Detailed Records

Maintaining accurate records of your hours worked is essential. Document the days and hours you have worked, including overtime hours. Note any discrepancies between your records and your pay stubs. This documentation will be critical if you need to file a complaint or take legal action.

Review Your Employment Agreement

Examine your employment agreement and your company’s overtime policy. Some employers may misclassify employees to avoid paying overtime. Ensure you are classified correctly as either exempt or non-exempt. If you are unsure about your classification, consult with a lawyer.

Communicate with Your Employer

Approach your employer or HR department with your concerns. Provide them with your documented hours and pay discrepancies. Sometimes, payroll errors can be resolved through direct communication. However, further action may be necessary if your employer refuses to address the issue.

File a Complaint with the Department of Labor

If your employer does not resolve the issue, you can file a complaint with the Pennsylvania Department of Labor & Industry or the U.S. Department of Labor’s Wage and Hour Division. These agencies will investigate your claim and can impose penalties on employers who violate overtime laws.

Consider Collective Action

If you know other employees who are also not receiving their overtime pay, consider a collective action. This allows multiple employees to join together to file a lawsuit, strengthening your case and increasing the likelihood of a favorable outcome.

Know the Time Limits

Be aware of the statutes of limitations for filing a claim. Under the FLSA, you generally have two years to file a complaint or three years if the violation was willful. Pennsylvania state law also imposes similar deadlines. Acting promptly ensures your rights are protected.

Prepare for Retaliation

While retaliation is illegal, some employers may attempt to retaliate against employees who file complaints. Document any retaliatory actions your employer took, such as demotions, reduction in hours, or wrongful termination. Report these actions to the appropriate authorities and inform your attorney.

Continue Monitoring Your Pay

After addressing the issue, continue monitoring your paychecks to ensure you receive the proper compensation for any future overtime worked. Stay vigilant and document any ongoing issues.

The Philadelphia Employment Lawyers at Sidkoff, Pincus & Green P.C. Will Help You Understand Your Workplace Rights

Not being paid overtime can be frustrating and financially stressful. However, you can resolve the issue by understanding your rights, keeping detailed records, and taking appropriate action. Speak with the Philadelphia employment lawyers at Sidkoff, Pincus & Green P.C. about how we can help you. Contact us online or at 215-574-0600. Located in Philadelphia, we serve clients in Pennsylvania and New Jersey, including South Jersey.

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What Is At-Will Employment?

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Our Philadelphia Employment Lawyers at Sidkoff, Pincus & Green P.C. Will Help You Understand Your Workplace Rights

At-will employment, a prevalent practice in Philadelphia and most of the United States, allows employers to terminate employees at any time without cause, just as employees can leave their jobs without reason or notice. This article aims to clarify the concept of at-will employment and provide a detailed understanding of its implications for your rights and employment status.

The Fundamentals of At-Will Employment

At-will employment forms the backbone of most employment relationships in Philadelphia and across the United States. At its core, at-will employment allows the employer or the employee to terminate the employment relationship at any time, with or without cause or notice.

However, this flexibility does not grant employers carte blanche to dismiss employees on unjust grounds. Federal and state laws provide exceptions to protect employees from wrongful termination.

Key Exceptions to At-Will Employment

  • Contractual Obligations: If you enter into a contractual agreement with your employer that specifies the duration of your employment or outlines specific reasons for termination, you are not considered an at-will employee.
  • Public Policy Violation: Termination cannot occur if it violates Pennsylvania’s public policy. This includes firing an employee for taking jury duty, voting, or refusing to commit illegal acts at an employer’s request.
  • Implied Contracts: An employer’s actions or company policies can sometimes create an implied contract. For example, if an employee handbook outlines a specific disciplinary procedure before termination, it may be deemed an implied agreement that must be followed.
  • Discrimination: Employers cannot terminate employment based on discriminatory reasons. Federal and state laws protect against discrimination due to race, color, religion, sex, national origin, age, disability, or genetic information.

Understanding Your Rights

Recognizing the boundaries of at-will employment is essential for safeguarding your rights as an employee. If you suspect your termination was not in line with the legal exceptions mentioned above, you may have grounds for a wrongful termination case. Employment law can be complex, and navigating your rights within it can be daunting. It is vital to know where you stand within at-will employment and when to seek professional advice.

What Should I Do if My Workplace Rights Have Been Violated?

If your rights are violated, the first step is to understand the specific nature of the violation. Document all relevant details, including dates, times, conversations, and actions taken by your employer. Next, review your employment contract and any company policies or employee handbooks about your situation. It is also wise to familiarize yourself with state and federal employment laws to understand your rights and protections. Consider discussing your case with a trusted HR representative within your company, if possible. If internal resolution seems unlikely or the violation is severe, consult with an employment attorney who can provide legal advice tailored to your situation and help you determine the best course of action, including filing a complaint with relevant government agencies or pursuing legal action.

Our Philadelphia Employment Lawyers at Sidkoff, Pincus & Green P.C. Will Help You Understand Your Workplace Rights

At Sidkoff, Pincus & Green P.C., we understand that the landscape of at-will employment can be challenging to navigate. If you believe your employment rights have been violated, ‌seek guidance and support. Together, we can ensure your rights are protected and upheld. Speak with the Philadelphia employment lawyers about how we can help you. Contact us online or call us at 215-574-0600. Located in Philadelphia, we serve clients in Pennsylvania and New Jersey, including South Jersey.

What Is the FMLA?

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Our Philadelphia Employment Lawyers at Sidkoff, Pincus & Green P.C. Help You Understand Your Workplace FMLA Rights

The Family and Medical Leave Act (FMLA) is a significant piece of legislation affecting many Pennsylvania workers. Understanding your rights under this law can ensure you receive the benefits and protections you are entitled to. This blog will provide an informative overview of the FMLA, focusing on its key provisions and how it may apply to you.

Eligibility Criteria

The FMLA provides eligible employees up to 12 weeks of annual unpaid, job-protected leave. This leave can be used for specific family and medical reasons.

To qualify for FMLA leave, you must work for a covered employer. Covered employers include private-sector employers with 50 or more employees, public agencies, and public or private elementary or secondary schools.

You must have worked for your employer for at least 12 months. During these 12 months, you must have completed at least 1,250 hours of service.

Reasons for FMLA Leave

FMLA leave can be taken for various reasons. These reasons include the birth of a child, adoption, or foster care placement. You can also take leave to care for a spouse, child, or parent with a severe health condition. If you have a serious health condition that makes you unable to perform your job, you are also eligible for FMLA leave.

The FMLA includes provisions for military families. Eligible employees can take up to 26 weeks of leave to care for a covered service member with a serious injury or illness.

Job Protection and Benefits

While on FMLA leave, your job is protected. Employers are required to maintain your health benefits during your leave. Upon returning, you must be restored to your original job or an equivalent position with similar pay, benefits, and other terms and conditions of employment.

It is important to notify your employer of your need for FMLA leave as soon as possible. This notification helps ensure that your leave is properly documented and that you receive the protections under the FMLA.

Employers have the right to request medical certification to support your leave request. They may also require periodic status updates and a fitness-for-duty certification upon your return to work.

Addressing Violations of FMLA Rights

If you feel your FMLA rights have been violated, you can file a complaint with the U.S. Department of Labor’s Wage and Hour Division. Alternatively, you can pursue a private legal action for violations of the FMLA.

Retaliation against employees for taking FMLA leave is prohibited. If you face any adverse actions because you exercised your rights under the FMLA, you may have grounds for a retaliation claim.

Examples of FMLA Cases

To better understand how the FMLA is applied in real-life scenarios, consider the following examples:

  • Parental Leave: Jane, a full-time employee at a large marketing firm for over 18 months, applied for FMLA leave following the birth of her daughter. She provided the required notice and medical certification. Jane could take 12 weeks of unpaid leave to bond with her newborn, and upon her return, she was reinstated to her original position with the same salary and benefits.
  • Care for a Family Member: Maria, an employee at a manufacturing company with over 100 employees, needed to care for her elderly mother, who was recovering from major surgery. Maria had been with her employer for five years and applied for FMLA leave. After submitting the necessary medical certification, she was granted 12 weeks of unpaid leave. Maria used this time to provide her mother with the needed support and care and then returned to her job.

These examples highlight how the FMLA provides crucial support to employees dealing with significant life events, ensuring job security, and maintaining essential health benefits during their leave.

Our Philadelphia Employment Lawyers at Sidkoff, Pincus & Green P.C. Help You Understand Your Workplace FMLA Rights

Understanding the nuances of the FMLA can be challenging, but knowing your rights is crucial. Consulting with an experienced employment law attorney can help you navigate the complexities of the FMLA. Speak with our Philadelphia employment lawyers at Sidkoff, Pincus & Green P.C. about how we can help you. Contact us online or call us at 215-574-0600 to schedule a consultation. Located in Philadelphia, we serve clients in Pennsylvania and New Jersey, including South Jersey.

How Can Employees Report Unethical Behaviors?

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Our Philadelphia Employment Lawyers at Sidkoff, Pincus & Green P.C. Will Help You Understand Your Workplace Rights

Encountering unethical behavior in the workplace can be distressing. Whether it is discrimination, harassment, or misconduct, knowing how to report these actions is crucial for maintaining integrity and justice within your organization. This blog aims to guide employees in Philadelphia on the steps to report unethical behavior effectively.

Unethical behavior in the workplace encompasses a range of actions that violate company policies, laws, or ethical standards. These behaviors can significantly impact employee well-being, company culture, and even an organization’s legal standing.

Document Everything

The first step in reporting unethical behavior is to document every incident in detail. Include dates, times, locations, and the names of individuals involved. Documentation provides concrete evidence supporting your claims and can be crucial for legal proceedings.

Know Your Company’s Policy

Familiarize yourself with your company’s policy on reporting unethical behavior. Most organizations have a procedure outlined in their employee handbook. Following these guidelines ensures that you adhere to internal protocols, which can expedite the resolution process.

Report to the Appropriate Authority

Once you have documented the incidents and reviewed your company’s policy, report the behavior to the appropriate authority within your organization. This could be your direct supervisor, the human resources department, or any designated ethics committee. Choose the route that feels safest and most effective for your situation.

Seek External Assistance

If internal reporting does not lead to a satisfactory resolution, or if reporting internally poses a significant personal risk, consider seeking external assistance. Various agencies and organizations can provide guidance and support. In Philadelphia, employees may turn to bodies like the Equal Employment Opportunity Commission (EEOC) or local legal aids.

Anonymous Reporting Channels

Many companies offer anonymous reporting channels to encourage the reporting of unethical behavior without fear of retaliation. Utilizing these channels can provide an added layer of security and anonymity for employees who may fear repercussions.

After Reporting

After reporting, stay observant of changes in the workplace environment or your work situation. Retaliation against employees who report unethical behavior is illegal. If you face any form of retaliation, document these incidents and report them immediately.

Legal Support for Reporting Unethical Behaviors

Facing unethical behavior at work can be challenging, but you do not have to navigate this alone. Legal support can provide guidance, ensure your rights are protected, and assist in holding the responsible parties accountable.

An employment lawyer can offer invaluable assistance in situations involving unethical behavior in the workplace. They possess the knowledge and experience to advise you on your rights, the legal ramifications of reported unethical behavior, and the best course of action.

An attorney can also represent you in dealings with your employer or legal proceedings, ensuring your voice is heard, and your position is defended. Legal representation can help draft and organize your documentation of unethical behavior, making it more effective if the case goes to court or arbitration is needed. Lawyers can also negotiate on your behalf, potentially leading to resolutions without litigation.

Our Philadelphia Employment Lawyers at Sidkoff, Pincus & Green P.C. Will Help You Understand Your Workplace Rights

If you are experiencing unethical behavior at work and need assistance reporting it or require legal support, contact Sidkoff, Pincus & Green P.C. Our team is ready to provide you with the guidance and representation necessary to address these concerns effectively. Empower yourself by taking the first step towards a fair and ethical workplace. Speak with our Philadelphia employment lawyers today. Contact us online or call us at 215-574-0600 to schedule a consultation. Located in Philadelphia, we proudly serve clients in Pennsylvania and New Jersey, including South Jersey.

Biden Administration Finalizes Overtime Threshold Rule

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Our Philadelphia Employment Lawyers at Sidkoff, Pincus & Green P.C. Help Workers Assert Their Rights for Overtime Pay

The Biden Administration has finalized a new rule increasing the salary thresholds required for overtime exemption, a move that will significantly impact the lives of millions of lower-earning salaried workers, making them eligible for overtime pay. The rule, which takes effect July 1, 2024, is the largest expansion in overtime eligibility in decades.

Under current federal law, nearly all hourly American workers are entitled to overtime pay after 40 hours per week, but most salaried workers are exempt. In addition to thresholds, the new rule defines and establishes who is a “bona fide executive, administrative and professional employee” exempt from overtime protections under the Fair Labor Standards Act. 

The U.S. Department of Labor said that approximately four million lower-earning salaried workers currently exempted from overtime pay will become eligible in the first year and an additional 292,900 higher-compensated employees.

The new rule significantly increases the current overtime eligibility threshold of $35,568, set by the previous administration in 2019. In July, employers will be required to pay overtime to salaried employees earning less than $43,888 per year and $132,964 for higher-earning employees. Beginning January 1, 2025, the salary threshold required for overtime pay will increase to $58,656 and $151,164, respectively. Starting July 1, 2027, salary thresholds will be updated every three years.

The U.S. Department of Labor (DOL) Acting Secretary said that lower-earning salaried workers often perform the same job duties as their hourly counterparts but for no additional pay. Enacting the rule is a step towards fairness, fulfilling the president’s promise that all workers—hourly or salaried—would be made eligible to receive overtime pay during his tenure.

The Biden Administration announced plans to adjust the threshold last August and submitted its proposal the following month. The DOL then conducted extensive discussions with employers, workers, unions, and stakeholders and considered over 33,000 public comments before issuing its final rule.

Critics have argued that the regulation could saddle employers with billions in added annual costs and add to continued labor challenges. However, advocates applaud the rule as a long-overdue measure, finally addressing a threshold policy that has not been properly revised in nearly 50 years, leaving millions of American workers unprotected.

Our Philadelphia Employment Lawyers at Sidkoff, Pincus & Green P.C. Help Workers Assert Their Rights for Overtime Pay

/If you believe you are being denied valid overtime wages, our experienced Philadelphia employment lawyers at Sidkoff, Pincus & Green P.C. can help. Call today at 215-574-0600 or contact us online to schedule an initial consultation. Located in Philadelphia, we serve clients throughout Pennsylvania and New Jersey, including South Jersey.

EEOC Implements Pregnant Workers Fairness Act

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Our Philadelphia Employment Lawyers at Sidkoff, Pincus & Green P.C. Advocate for Workers’ Employment and Anti-Discrimination Rights

The U.S. Equal Employment Opportunity Commission (EEOC) issued a final rule implementing the Pregnant Workers Fairness Act (PWFA). The PWFA allows pregnant employees to continue safely and effectively performing their job duties free of discrimination and retaliation. It also guides employers in understanding their legal duties regarding pregnant workers. The EEOC approved the final rule on April 03, 2024, and published it in the Federal Register on April 19. The law becomes effective 60 days after publication—June 19, 2024.

According to the Director, the EEOC has assisted countless women suffering serious health risks and unimaginable loss due to a lack of reasonable accommodations at work. The final rule reflects the EEOC’s deliberate response to nearly 100,000 comments posted to the Notice of Proposed Rulemaking regarding pregnancy and reasonable work accommodations. The rule provides clarity regarding covered workers, covered limitations, medical conditions, and instructions on requesting reasonable accommodations with clear, definitive examples for both workers and employers.

Reasonable Accommodations

Under the law, employers with 15 or more employees must provide reasonable accommodations for known limitations related to pregnancy, childbirth, or related medical conditions, provided the accommodation does not present undue hardship on the employer. The PWFA further expands existing pregnancy discrimination protections outlined in Title VII of the Civil Rights Act and reasonable accommodations rights under the Americans with Disabilities Act (ADA).

Guidance on the Rule

The final rule provides employers with crucial information and guidance regarding their responsibilities, clarity to employees regarding their protected rights, and encourages clear communication between both to identify and resolve concerns, the director said. Highlights of the final rule include:

  • Examples of reasonable accommodations include additional nutrition and restroom breaks, a seated workspace, approved time off for medical appointments, temporary reassignment or suspension of certain job duties, remote work, or time off for childbirth recovery or miscarriage.
  • Identified limitations and medical conditions eligible for reasonable accommodation, including miscarriage, stillbirth, lactation, migraines, and episodic pregnancy-related conditions, such as morning sickness, based on the PWFA statutory language, the EEOC definition of pregnancy, childbirth, and related medical conditions under Title VII, and prior court decisions.
  • Recommendations regarding early and frequent communication between employers and employees to identify and quickly resolve reasonable accommodation requests.
  • Directives emphasize that employees are not required to provide supporting documentation when requesting a reasonable accommodation, and employers should only ask when it is reasonable to do so under the circumstances.
  • Explanation of what constitutes an undue hardship on an employer and the business.
  • Information detailing how employers may assert defenses or exemptions early in charge processing.

The EEOC’s “What You Should Know about the Pregnant Workers Fairness Act” webpage provides more information and resources about the PWFA and the final rule.

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Our Philadelphia Employment Lawyers at Sidkoff, Pincus & Green P.C. Advocate for Workers’ Employment and Anti-Discrimination Rights

If you are a pregnant worker and believe your rights are being violated, our experienced Philadelphia employment lawyers at Sidkoff, Pincus & Green P.C. can help. Call today at 215-574-0600 or contact us online to schedule an initial consultation. Located in Philadelphia, we serve clients throughout Pennsylvania and New Jersey, including South Jersey.