PA Federal Judge Allows EEOC to Proceed with Sexual Orientation Discrimination Claim

By: Michelle Patrick, Esq. In March of 2015 the US Equal Employment Opportunity Commission (“EEOC”), the federal agency tasked with the enforcement of our country’s anti-discrimination laws, filed what could become a historic lawsuit. The EEOC asserted that discrimination on the basis of sexual orientation is prohibited under Title VII of the Civil Rights Act’s (“Title VII”) provision against sexual discrimination. U.S. EEOC v. Scott Medical Health Center involves a gay male employee who was subjected to negative comments about his sexual orientation by his Continue reading →

Philadelphia City Council Passes Bill Intended To Aid In Promoting Equal Pay

By: Michelle Patrick, Esq. On December 8, 2016, Philadelphia City Council attempted to level the playing field for women in Philadelphia with respect to equal pay when it voted to amend the Philadelphia Code to include a provision on wage equity. Bill 16840, which is currently in Mayor Kenney’s office and expected to be signed, would prevent an employer from asking a prospective employee about his or her prior wages. The provision would also prevent an employer from retaliating against a prospective employee for refusing Continue reading →

When Should You Call an Employment Attorney?

By: Michelle Patrick, Esq. Are you having a problem at work? Should you call an attorney now or should you just wait and hope that things will get better? Many times employees choose the latter and call an attorney after it is too late. We often get calls after someone has been terminated and already signed a severance or separation agreement, in which case it’s too late and there is nothing we can do for you. The exception to that situation is for employees over Continue reading →

Can a Pennsylvania Employer Refuse to Hire an Employee Based on the Results of a Background Check?

By: Michelle Patrick, Esq. Employers are increasingly using criminal background checks as another tool in deciding whether to hire employment applicants. This can be a problem for an employee with a criminal background regardless of the nature of the crime or how much time has elapsed since it was committed. In Pennsylvania, employers must abide by the Criminal History Record Information Act (CHRIA) in deciding whether to hire an applicant based on their criminal background. Employers are permitted to require a criminal background check but Continue reading →

2016 Revisions to the Fair Labor Standards Act

What Nonprofits Need to Know Ezold Law Firm answers the 11 key questions you’ve been asking about how new federal regulations expanding overtime benefits will impact nonprofits.* To view our fact sheet, click here. For more information, call Philadelphia employment lawyers at Ezold Law at 610-660-5585 or contact us online. *As referenced by The Nonprofit Center at LaSalle University’s School of Business  

Pennsylvania Protections for LGBT Employees

By: Michelle Patrick, Esq. Protection for Employees in Pennsylvania Who Are Discriminated Against Based on Sexual Orientation, Gender Expression and Gender Identity On April 7, 2016, Pennsylvania Governor Tom Wolf signed two Executive Orders in an attempt to further combat discrimination in Pennsylvania. The Executive Orders prohibit discrimination in employment based on sexual orientation, gender expression and gender identity. Executive Order 2016-04 prohibits State agencies under Governor Wolf’s authority from discriminating against state employees based on sexual orientation, gender expression and/or gender identity. Executive Order Continue reading →

Minimum Wage Changes in Pennsylvania: Are They Enough?

By: Michelle Patrick, Esq. In what can been seen as a victory for some Pennsylvania employees, Governor Tom Wolf recently signed an executive order setting the minimum wage for state government employees at $10.15 per hour. With the current minimum wage at $7.25 per hour, this is an almost $3 per hour raise. The Governor’s order applies to employees who work for the Commonwealth of Pennsylvania and employees who perform services or construction for the Commonwealth. The Order will take effect on or after July Continue reading →

Philadelphia Employment Lawyers: Paid Sick Time

On August 3, 2015, the Pittsburgh City Council amended the city’s code to add the “Paid Sick Days Act.” The Act, which will become effective on January 11, 2016, is expected to benefit more than 49,000 employees. The Act requires employers with 15 or more employees to provide its employees with 1 hour of paid sick leave for every 35 hours worked, up to a maximum of 40 hours, of paid sick leave per year. For employers with less than 15 employees, the Act requires Continue reading →

Philadelphia Employment Lawyers Discuss Marriage Equality and Employee Benefits

In June 2015, the United States Supreme Court legalized same-sex marriages across the country. Members of the LGBT community, however, still face many legal battles regarding how this ruling will be implemented in individual states. One of the biggest questions that still needs to be answered is how the ruling will affect the benefits packages an employer provides to its employees. Impact on Employee Benefit Packages The Supreme Court decision will impact employees’ benefits packages in several ways.  First, if prior to the Supreme Court’s Continue reading →

Philadelphia Employment Lawyers at Ezold Law Firm Discuss New Mandatory Sick Time Law

New legislation requiring Philadelphia employers to offer paid sick time for many employees was approved by City Council and signed into law by Mayor Nutter last week.  Under the new law, Philadelphia workers will earn one hour of paid sick time for every 40 hours of work.  The law applies to businesses that employ ten or more workers, and violations are punishable by restitution, penalties, and fines. The City Council vote was 14-2 in favor of mandatory paid sick time.  Supporters emphasize that workers without Continue reading →