Labor Lawyer in Philadelphia, Pennsylvania

Military Leave

Military leave for employees is governed by the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA), sometimes referred to as the Military Leave Act. The USERRA prohibits discrimination in employment against members of the U.S. military or military reserves who seek leaves of absence from their employment to serve in the military. USERRA requires an employer to reinstate employees to their jobs at the end of their military leaves; they may not be terminated or demoted. In addition, if the employee is otherwise qualified, the employee must receive any job promotions or pay increases he or she would have received if leave had not been taken. For purposes of benefits, time spent on leave must be counted as time on the job. Even if an employee who takes military leave is an at-will employee, he or she may not be fired without cause for a year after they return. (More)

Arbitration -- Labor Disputes -- Pre-Arbitration Issues

When a labor dispute arises between an employer and a union, arbitration is often the preferred method of resolution. Once it is determined that an issue needs to be arbitrated, there are a number of factors to consider before the actual arbitration hearing takes place. (More)

Federal Employees Covered Under the Labor-Management Relations Statute

In 1962, federal employees were first granted the right to participate in collective bargaining through labor unions of their choice. That right was expanded and solidified in Title VII of the Civil Service Reform Act of 1978, known as the Federal Service Labor-Management Relations Statute. (More)

Privacy - Recruiting and Assessing

Applications & Interviews (More)

The Equal Pay Act of 1963

In 1963, Congress passed the Equal Pay Act in an effort to equalize the largely disparate pay received by men and women who were performing the same job. The Act was an amendment to the Fair Labor Standards Act of 1938. Under the Act, Congress specifies that employers may not discriminate on the basis of sex by paying women less than men, and vice versa, when they are performing "equal work." The Act predates Title VII of the Civil Rights Act of 1964. Although the functions of the two Acts overlap, the Equal Pay Act remains in full force. (More)

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