Best Employment Lawyers in Scranton

Frequently Asked Questions

• What is the non-emergency contact number for the local police station in Scranton, Pennsylvania?

  You may contact the Scranton Police Department at 570-558-8345 for non-emergency assistance.

• Where can I get a copy of police reports for incidents related to my case in Scranton, Pennsylvania?

  The Scranton Police Department maintains a digital database at https://secure.coplogic.com/rar/en/filing/showdisclaimer?dynparam=1684090147347, where you may request a copy of an incident report.

• Can you be paid less than the minimum wage in Scranton?

  Regular employees in Scranton are entitled to no less than the city's $7.25 per hour minimum wage; however, if you are a working student or a disabled employee, you may be paid as low as 85% of that amount. This is only acceptable if your employer obtained special certification permitting the terms of your employment and if you only work 20 hours a week.

• What impact can restrictive covenants have on your employment in Scranton?

  When you violate the terms of the restrictive covenant in Scranton, your employer can seek injunctive relief and obtain a court order enjoining the former employee if the restrictive covenant is reasonably enforced. A restrictive covenant is a contract clause that prohibits you from doing certain things, such as competing with your former employer or disclosing trade secrets. If you violate the contract, you face prosecution and fines.

• What are employment discrimination protections the law provides for uniformed service members in Scranton?

  The city of Scranton abides by the Uniformed Services Employment and Reemployment Rights Act, which protects you from employment discrimination based on military service in a variety of ways, such as if your employer (a) refuses to reemploy you; (b) denies your right to benefits; (c) retaliates against you for engaging in protected activity; or (d) provides premature termination.

• How does the law protect people with criminal records who are looking for work in Scranton?

  Under the Criminal History Record Information Act, Scranton employers are prohibited from evaluating applicants based on their criminal history unless the nature of the employment opportunity precludes the conviction. For example, if a candidate has been convicted of child molestation, they are ineligible to work in childcare settings. The law also permits applicants to sue prospective employers who violated their workers' rights and recover damages between $1,000 and $10,000, in addition to litigation costs.

• Do Scranton's employment laws require meal or rest breaks?

  Scranton employment laws, under the Fair Labor Standards Act, do not require employers to provide meal or rest breaks to employees; it is up to the company's policies to offer up to five to twenty-minute compensable break periods. Employers of seasonal farmworkers and minors, on the other hand, must provide paid breaks of at least 30 minutes. They must also accommodate nursing mothers with reasonably compensated breaks and adequate facilities to express milk.