Our mission is to advance and uphold worker protection laws through enforcement and outreach with a commitment to promoting economic security and racial justice. The Office of Worker Protections makes sure that those who work in the city are able to:

• Report a paid sick leave violation.
• Report a wage theft violation.
• Report a wrongful termination for parking employment.
• Report a fair workweek violation.

Employers, contact our office at (215) 686-0802 for compliance assistance and compliance training.

Employees and advocates, contact our office at (215) 686-0802 to file a complaint, ask questions, request training, and access other services. Language services are available.

The Office of Labor Relations negotiates and administers collective bargaining agreements with the City’s municipal labor unions. These include:

• District Council 33
  • Local 159B
• District Council 47
  • Local 2186
  • Local 2187
  • Local 810
• The Fraternal Order of Police, Lodge #5
  • Deputy Sheriffs and Register of Wills
• The International Association of Firefighters, Local 22

Labor Relations also handles dispute resolution between the City and the labor unions related to:

• Grievances.
• Arbitrations.
• Unfair labor practices.

Labor Relations works with City management on all matters of collective bargaining and arbitration on behalf of the City. They develop and lead training programs for City employees to promote effective labor relations.

The Office of Employee Relations is a resource to all employees, as well as a strategic partner to supervisors, managers, and leaders. In support of the City’s commitment to Equal Employment Opportunity (EEO), we develop and administer policies and deliver programs and services for a large, diverse workforce.

The Office of Employee Relations seeks to address and resolve workplace issues through productive dialogue, characterized by openness, trust, and collaboration. The office also delivers programs and services related to employee protections and benefits. They:

• Investigate harassment and discrimination claims.
• Assist and advise in workplace conflict management.
• Provide information to managers and employees about FMLA, ADA, and other HR programs.
• Develop and lead effective employee trainings.

Filing a complaint

To file an Equal Employment Opportunity (EEO) or sexual harassment complaint, follow the instructions linked below. You will be directed to an online complaint form.

• File a sexual harassment complaint
• File an Equal Employment Opportunity (EEO) complaint

You can also file a complaint with the Office of Employee Relations by emailing eeocomplaint@phila.gov or calling (215) 683-8447.

Labor Standards makes sure standards of work done on City contracts are consistent with:

• The Davis-Bacon Act.
• Chapter 17-107 of the Philadelphia Code.

They monitor City contracts for compliance with Prevailing Wage and Workforce Diversity Standards.

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Prevailing Wage

When someone gets a contract with the City of Philadelphia, Labor Standards makes sure that the contractors and those who work for them are paid the Prevailing Wage. Prevailing wage is:

• A pay package determined by the U.S. Department of Labor or by the City of Philadelphia.
• Set by looking at the type of work, including Heavy/Highway, Building/Construction, Service, Residential.
• Determined by type of contract, either Federal or City.

Both the City of Philadelphia and the Federal Government regularly update their Prevailing Wage.

Those with City contracts must submit weekly payroll information via LCP Tracker to make sure they are paying the Prevailing Wage. Wage Compliance Officers also regularly visit contracted job sites to make sure they are following rules and regulations.

Employers must post the Davis-Bacon Act information poster (PDF).

All contractors performing work in the City of Philadelphia must have:

• Philadelphia Contractors License Number
• Philadelphia Business Privilege License Number

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Workforce Diversity Plans

Those with City contracts must file Workforce Diversity Plans in accordance with Chapter 17-1600 of the Philadelphia Code. Labor Standards monitors Workforce Diversity through:

• Interviews.
• Record reviews.

These help determine if contractors are using Best and Good Faith Efforts to meet workforce diversity goals.

Best and Good Faith Efforts are defined in the City Code as: Those efforts, the scope, intensity, and appropriateness of which are designed to foster meaningful and representative opportunities for an appropriately diverse workforce.

Best and Good Faith Efforts should be practiced throughout the term of the City contract.

An appropriately diverse workforce is set by the City of Philadelphia’s Annual Disparity Assessment of Workforce Diversity. This assessment determines the targets for percentage of hours to be worked by a diverse workforce.

Current Workforce Diversity goals

Journeymen				Apprentice
African American	Latino	Asian	Female	Minority	Female
22%	15%	3%	5%	50%	5%

For more information, see Workforce Diversity materials, or contact laborstandards@phila.gov or (215) 683-5492.