Employees and their lawyers are always trying to find new ways to expand the claims they can make against employers. They try novel approaches to try to sweeten the recovery pot.
Recent case: Rachel Dick sued her former employer after she was discharged, allegedly because she complained about sexual harassment. Her attorneys tacked on a Pennsylvania common-law charge, alleging that the state allows lawsuits against employers that terminate employees with the specific intent to harm them.
But the court said the only claim outside federal, state and local employment discrimination laws are those that allege an employee was terminated for a reason that violates public policy, such as firing an employee for reporting crimes. (Dick v. Healthcare Risk Solutions, No. 08-2497, ED PA, 2008)
Like what you've read? ...Republish it and share great business tips!
Attention: Readers, Publishers, Editors, Bloggers, Media, Webmasters and more...
We believe great content should be read and passed around. After all, knowledge IS power. And good business can become great with the right information at their fingertips. If you'd like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.
The only thing we ask is that you keep the article exactly as it was written and formatted. You also need to include an attribution statement and link to the article.
" This information is proudly provided by Business Management Daily.com: http://www.businessmanagementdaily.com/8391/at-will-employment-remains-alive-and-well-in-pennsylvania "
- Keep it clean (and sober)! Ensure drug testing is uniform and fair
- Settlement may mean higher pay for pharma firm's N.J. women
- Senate begins confirming Obama's HR-related Cabinet nominees
- What turkey fired the HIV-positive employee?
- If employee has authority to hire and fire, is he automatically eligible for exempt classification?