*Some employers are exempt. It is illegal in Philadelphia for employers* to ask about your criminal background during the job application process. This means that: Employers cannot ask about your criminal background on job applications or during any job interview. Employers can run your criminal background check ONLY AFTER a conditional offer of employment is made (final hiring depends on the results of your background check).  Criminal convictions can be considered ONLY if they occurred less than 7 years from when you apply (not counting time of incarceration).  Arrests that did not lead to conviction cannot be used in employment decisions. If your background check reveals a conviction, the employer must consider:  The type of offense and the time that has passed since it occurred;  Its connection to the job you are applying for; and  Your job history, character references, and any evidence of rehabilitation. Employers can reject you based on your criminal record ONLY if you pose an unacceptable risk to the business or to other people. If you are rejected, the employer must send the decision to you in writing with a copy of the background report used to make the decision.  You have 10 days to give an explanation of your record, proof that it is wrong, or proof of rehabilitation. WE CAN HELP! If you believe an employer has violated the law, you can file a complaint with the PCHR. Philadelphia Commission on Human Relations 601 Walnut Street, Suite 300 South Philadelphia, PA 19106 (p) (215) 686-4670 (f) 215-686-4684 email: pchr@phila.gov www.phila.gov/humanrelations PHILADELPHIA’S FAIR CHANCE HIRING LAW Starting March 14, 2016, stronger protections under the City’s “Ban the Box” law go into effect. ENSURING PEOPLE WITH CRIMINAL RECORDS HAVE A FAIR CHANCE TO WORK

Reasons for Taking Leave You may take leave to do any of the following for yourself or your household or family member:  Seek medical attention for physical or psychological injuries;  Obtain help from an organization that provides services to domestic or sexual violence victims;  Obtain counseling or therapy;  Make safety plans, including possibly relocating to increase safety;  Seek legal assistance. Advance Notice and Certification  You must provide your employer with at least 48-hours notice of the leave unless it is not practicable for you to do so.  Your employer can require you to provide a certification of the domestic or sexual violence and the reason that you must take the leave. Job Benefits and Protection  You may take up to 8 workweeks of leave in a 12-month period if you work for an employer who employs 50 or more employees.  You may take up to 4 workweeks of leave in a 12-month period if you work for an employer who employs fewer than 50 employees.  This leave, when added to any leave you have taken under the Family and Medical Leave Act (FMLA), cannot be more than the 12 weeks in a 12-month period provided under the FMLA.  You may take this leave intermittently or on a reduced work schedule.  You may use any paid leave available under your employer's policies during this leave, but it will not increase the amount of leave you can take.  You are entitled to maintain all benefits accrued prior to taking the leave.  For the duration of your leave, your employer must continue the health benefits for you and your family or household members on the same terms as if you were not on leave; you must continue to pay your share of the cost.  Upon return from leave, you must be restored to your original position or an equivalent position with equivalent benefits, pay and other terms and conditions of employment.  All information provided by you to your employer pursuant to the law must be kept confidential. Unlawful Acts by Employers You may file a complaint against your employer if your employer refuses to grant you leave or retaliates against you for taking or requesting to take leave.

Public Accommodation is Against the law Discrimination in Places of It is illegal to deny entry or refuse service because of: The Philadelphia Commission on Human Relations The Curtis Center 601 Walnut Street, Suite 300 South Philadelphia, PA 19106 www.phila.gov/humanrelations Phone: (215) 686-4670 Email: pchr@phila.gov Race Ethnicity Color Sex Sexual Orientation Gender Identity Religion National Origin Ancestry Disability Marital Status Familial Status Domestic/Sexual Violence Victim Status Breastfeeding Retaliation KNOW YOUR CIVIL RIGHTS Philadelphia Commission on Human Relations

RETALIATION BY EMPLOYERS IS ILLEGAL. Employees Exempted from this law Hired to work 6 months or less Hired for a 16 week period/ seasonal worker Independent contractor/ 1099 tax form Covered by a collective bargaining agreement Adjunct professor Pool employee or Per Diem Student intern If you believe you have been misclassified, contact our office. Learn More EMPLOYERS Request compliance assistance by contacting the Office of Worker Protections. EMPLOYEES File a complaint by contacting the Office of Worker Protections or file a lawsuit in Court. Examples of Violations Denied use of paid or unpaid sick leave. Not tracking accrual of sick leave. Not notifying employees of this benefit. Not allowing to carry over sick leave each year. Requiring a note for two days or less. Not accepting a reasonable note. Requiring a worker to find coverage. Requiring a worker to make up hours. Not allowing sick leave for sexual assault or domestic abuse. REQUIRES PAID OR UNPAID SICK LEAVE 100 S. BROAD STREET — 4TH FLOOR, PHILADELPHIA PA 19102 • WORKERPROTECTION@PHILA.GOV • PHILA.GOV/LABOR NOTICE TO EMPLOYEES 215-686-0802 Worker Protection Hotline Employer Requirements Employees will earn 1 hour of sick leave for every 40 hours of work, which may be limited to 40 hours each year. The employer will keep records of sick leave accrual and use for all employees for 2 years. The employer will notify all employees of their right to this benefit. The employer will provide unpaid sick leave for 9 or less employees. The employer will provide paid sick leave for 10 or more employees at the regular rate of pay. The employer will allow unused sick leave time to carry over from one year to the next year or front load. The employer will provide earned unpaid sick leave once the employee has exhausted paid sick leave. Effective May 13, 2015 Chapter §9-4100 — Promoting Healthy Families and Workplaces

Questions? Concerns? Contact us! Pregnant? Recovering from childbirth? Have related medical conditions? It’s your RIGHT to ask for . . . Bathroom breaks Rest breaks Help with manual labor or lifting items Changes to your work environment or Unpaid medical leave without penalty

Public Accommodation is Against the law Discrimination in Places of It is illegal to deny entry or refuse service because of: The Philadelphia Commission on Human Relations The Curtis Center 601 Walnut Street, Suite 300 South Philadelphia, PA 19106 www.phila.gov/humanrelations Phone: (215) 686-4670 Email: pchr@phila.gov Race Ethnicity Color Sex Sexual Orientation Gender Identity Religion National Origin Ancestry Disability Marital Status Familial Status Domestic/Sexual Violence Victim Status Breastfeeding Retaliation KNOW YOUR CIVIL RIGHTS Philadelphia Commission on Human Relations

Learn More EMPLOYERS Request compliance assistance by contacting the Office of Worker Protections. EMPLOYEES File a complaint by contacting the Office of Worker Protections or file a lawsuit in Court. Examples of Wage Theft includes: Failure to pay overtime. Failure to pay minimum wage. Failure to pay all hours worked. Failure to pay benefits. Failure to pay amount promised. Work off the clock. Wrongful tip deductions. Wrongful pay deduction. File a Complaint If... The complaint is filed within 3 years of when wage theft occurred. The Wage Theft occurred within city limits. The amount of stolen wages is more than $100 and less than $10,000. RETALIATION BY EMPLOYERS IS ILLEGAL. Employer Requirements: The employer must pay all compensation to all employees. The employer will inform each employee of their rights under this law. The employer will include this information in any employee handbook. The employer will keep records of hours worked and/or records of compensation provided to all employees. PROVIDES PROTECTION AGAINST WAGE THEFT 100 S. BROAD STREET — 4TH FLOOR, PHILADELPHIA PA 19102 • WORKERPROTECTION@PHILA.GOV • PHILA.GOV/LABOR NOTICE TO EMPLOYEES 215-686-0802 Worker Protection Hotline Chapter §9-4300 — Wage Theft Complaints Effective July 1, 2016

Learn More EMPLOYERS Request compliance assistance by contacting the Office of Worker Protections. EMPLOYEES File a complaint by contacting the Office of Worker Protections or file a lawsuit in Court. Examples of Violations Not providing a good faith estimate Providing a schedule that has significant changes from the good faith estimate six times in a twelve-week period. Not providing 14-day advance notice of schedule (in 2021). Not paying predictability pay for schedule changes. Not receiving employee’s advance written consent when scheduled to work less than 9 hours after a previous day’s shift or a shift that spanned two days AND paying $40. Not offering new work hours to existing employees or providing a policy for offering and distributing new available work hours. Not getting voluntary consent in writing for additional shifts. Not retaining records which demonstrate compliance for two years. Not posting this notice in an accessible location. File a Complaint If... The employer has more than or equal to 250 employees and more than or equal to 30 locations worldwide. The complaint is filed within 2 years of the incident. You are a Full Time, Part Time, Seasonal, Temp., or Non-Exempt employee who provides retail trade, food or hospitality services. RETALIATION BY EMPLOYERS IS ILLEGAL. Employer Requirements: The employer will provide a good faith estimate of average work hours upon hire. The employer will provide advance notice of work schedules. The employer will compensate employees predictability pay for schedule changes. The employer will provide a rest period of 9 hours between certain shifts. The employer will offer existing employees the right to refuse before hiring new employees. The employer will provide employees a policy for offering and distributing new available work hours. The employer will retain all records that demonstrate compliance for 2 years. The employer will post this notice in an accessible conspicuous location. The employer will allow employees to decline to work additional hours from the posted work schedule. FAIR WORKWEEK PREDICTABLE SCHEDULING 100 S. BROAD STREET — 4TH FLOOR, PHILADELPHIA PA 19102 • WORKERPROTECTION@PHILA.GOV • PHILA.GOV/LABOR NOTICE TO EMPLOYEES 215-686-0802 Worker Protection Hotline Chapter §9-4600 — Fair Workweek Employment Standards Effective April 1, 2020

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