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(1) Interference with rights.
(a) Exercise of rights. It shall be unlawful for any employer to interfere with, restrain, or deny the exercise of or the attempt to exercise any right provided under this Chapter.
(b) Employer discrimination. It shall be unlawful for any employer to discharge or harass any individual, or otherwise discriminate against any individual with respect to compensation, terms, conditions, or privileges of employment of the individual (including retaliation in any form or manner) because the individual:
(.1) exercised any right provided under this Chapter; or
(.2) opposed any practice made unlawful by this Chapter.
(2) Interference with proceedings or inquiries. It shall be unlawful for any person to discharge or in any other manner discriminate (as described in subsection (1)(b)) against any individual because such individual:
(a) has filed any charge, or has instituted or caused to be instituted any proceeding, under or related to this Chapter;
(b) has given, or is about to give, any information in connection with any inquiry or proceeding relating to any right provided under this Chapter; or
(c) has testified, or is about to testify, in any inquiry or proceeding relating to any right provided under this Chapter.
An employee who is entitled to take paid or unpaid leave (including family, medical, sick, annual, personal, or similar leave) from employment, pursuant to federal, state, or local law, a collective bargaining agreement, or an employment benefits program or plan, may elect to substitute any period of such leave for an equivalent period of leave provided under Section 9-3202. If an employee exercises his or her rights to substitute other categories of leave time under this Section, the amount of such substituted leave taken by said employee shall be subtracted from the leave time said employee is entitled to under Section 9-3202.
Every employer in the City shall post and keep posted, in conspicuous places on the premises of the employer where notices to employees are customarily posted and on the employer's public and internal websites, if such exist, in locations where employment related notices are customarily posted online, a notice, to be prepared or approved by the Philadelphia Commission on Human Relations, summarizing the requirements of this Chapter and information pertaining to the filing of a charge. The notice shall include the contact information of organizations which provide free assistance to victims of domestic violence, sexual assault or stalking, and shall encourage employees to seek assistance from such organizations in complying with the terms of this Chapter. The Philadelphia Commission on Human Relations shall furnish copies of summaries and rules to employers upon request without charge and shall publish these documents on the City's official website.
(1) More protective laws, agreements, programs and plans. Nothing in this Chapter shall be construed to supersede any provision of any federal, state, or local law, collective bargaining agreement, or employment benefits program or plan that provides:
(a) greater leave benefits for victims of domestic violence, sexual assault, or stalking than the rights established under this Chapter; or
(b) leave benefits for a larger population of victims of domestic violence, sexual assault, or stalking (as defined in such law, agreement, program or plan) than the victims of domestic violence, sexual assault, or stalking covered under this Chapter.
(2) Less protective laws, agreements, programs and plans. The rights established for employees who are victims of domestic violence, sexual assault, or stalking and employees with a family or household member who is a victim of domestic violence, sexual assault, or stalking under this Chapter shall not be diminished by any federal, state or local law, collective bargaining agreement or employment benefits program or plan.