The HR Specialist: Pennsylvania Employment Law

In general, using a sensible progressive discipline program and documenting all disciplinary actions will help you justify a discharge—even in the face of apparent prejudice or bias on the part of individual managers.

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Want to terminate an employee? Make sure that if you state a reason, you do so consistently.

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There is rarely a reason to note an employee’s age on official company documents. There’s no reason to list birthdates, for example, on seniority lists when seniority is based on years of service. Doing makes an age discrimination lawsuit more likely.

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The Office of Federal Contract Compliance Programs’ revised rules take effect today.

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A federal court has ruled that the EEOC can require employers to retain employment records for its inspection and specifically demand that those records include a wide range of information about employment-related testing, test results and the impact of the results on protected classes.

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Employees who take FMLA leave sometimes think their supervisors aren’t allowed to criticize any performance deficiencies that occurred before the leave began. That’s just not true.

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It’s usually hard for employees to win age discrimination lawsuits—unless a manager or supervisor insists on making ageist comments. These can create an age-based hostile work environment.

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When it comes to retaliation, pay attention to how managers have disciplined in the past. Before approving a recommendation for discharge, you should check that history.

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Supervisors whose personal animosity against a subordinate spills over in the workplace can be held personally liable for the resulting emotional distress in Pennsylvania.

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A ruling by a federal judge in the Middle District of Pennsylvania will allow a class-action lawsuit to proceed against Friendly’s Ice Cream stores and its franchisees. According to the complaint, the restaurant chain requires servers to perform work off-the-clock during unpaid meal breaks and after clocking out following their shifts.

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