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Know Your Employment Rights in Philadelphia

Know Your Employment Rights in Philadelphia

As one of the largest cities in Pennsylvania, Philadelphia has many worker protection laws. This makes it a national leader in the realm of worker protection. But many people are still unaware of the raft of employment rights and labor laws passed over the last half-decade.

Employers and employees must be informed about these laws. This ensures that there’s no discrimination in the workplace and that no one is denied their employment rights.

If you’re a Philadelphia worker, continue reading below to learn about your employment rights and how to assert them. This way, if you’re facing problems at work, such as unpaid wages, sexual harassment, health, and safety concerns, you’ll know where to seek help and make use of all the resources available to you.

Workers’ Compensation

Workers’ compensation provides benefits to workers injured while on the job. Or, for those who have an illness or disability caused or aggravated by workplace conditions. This also applies to undocumented immigrants. Philadelphia’s workers’ compensation system is designed to protect both employees and employers. Under Pennsylvania law, this coverage is mandatory for most employers.

Employees are entitled to medical treatment and compensation for lost wages associated with work-related injuries and disease. Employers must provide for the cost of such coverage while being protected from direct lawsuits by employees.

If you’ve been injured on the job and you’re out of work as a result of a workplace accident or injury, look for a reputable PA workers comp law firm. They can help you obtain compensation to provide the financial relief and support you need so that you don’t have to get stressed about your future.

Wage and Hour Laws

Employees have the right to be given a certain wage, to be paid for overtime work, and work a limited number of hours every week. In this state, employees must be paid at least $7.25 per hour for every hour that they work. They must be paid on a regularly scheduled payday. This must be within the length of time that’s standard for the industry they’re in. Or, 15 days from the end of the pay period.

Philadelphia wage and hour laws ensure that employees receive their deserved compensation for their work. The laws dictate how employees should be classified and paid. The laws regulate who can be a salaried employee and who can be an hourly employee. Hourly employees may be entitled to overtime pay if they’ve worked over 40 hours a week. The laws also dictate who can work as independent contractors as opposed to employees. If someone violates these laws, it can affect the amount of money employees earn and the benefits they get.

If there are wage and hour violations, an employer may be ordered to pay 25% of the money owed to the employee in addition to the money owed. Reinstatement of employment and benefits, reinstatement of employment and benefits reimbursement of benefit premiums, reimbursement of medical and other related expenses. Not to mention, reimbursement of back and future pay, attorney’s fees, court costs, punitive damages are remedies that are also available in case of wage and hour violations in Philadelphia.

Unemployment Compensation

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Unemployment compensation can put cash in your wallet if you’ve been laid off from your job through no fault of your own. However, you must have legal status to get it. If you’re out of work or losing hours, you can qualify for Pennsylvania Unemployment Compensation. This depends on how much you've earned and how much you’ve worked over the past 15 months.

If you’ve quit your job, you may not be eligible for unemployment compensation except for certain cases. For instance, a worker may be eligible for unemployment compensation if they’ve quit for good cause. This is a legal term that means ‘adequate or substantial reason to quit. The unemployment office is then required to determine whether or not the employee had good cause.

Family and Medical Leave

In Philadelphia, a worker has the right to take up to 12 weeks of unpaid job-protected leave. This is to care for a newborn child, a child, a spouse, or a parent with a serious health condition. Or, if their own health condition renders them unable to perform the basic functions of their job.

To qualify for FMLA coverage, employees must work in a business with at least 50 workers or more. Or, within public agencies, public and private elementary and secondary schools. Those who’ve worked for their employer for at least 12 months and at least 1,250 hours in the last year qualify.

Conclusion

If you’re a Philadelphia worker, you should inform yourself about your employment rights. This will ensure that you get fair treatment. This is essential if you want to get better wages and treatment. If you believe you’re experiencing unlawful work-related problems, contact a professional to help you navigate the process.

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