The HR Specialist: Pennsylvania Employment Law

Some employees who quit for health reasons may be entitled to unemployment compensation. But that’s only true if they first give their employers a chance to consider possible accommodations.

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Here’s an easy way to stop retaliation lawsuits: If an employee has complained in the past about harassment, discrimination or other legal wrongs, make sure that information stays confidential.

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When it comes to pregnancy announcements, the only appropriate response is a hearty “Con­­grat­­u­­lations!” Keep your thoughts on family size, birth control and other pregnancy-related concerns to yourself and warn others to follow suit.

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Here’s something to consider when punishing employees for the use of racial or ethnic slurs: Don’t think that one race can use a term, but that another cannot.

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Philadelphia-based Comcast’s much maligned customer service has taken another hit. This time a Cali­­f­or­­nia man claims a cable TV billing dispute caused him to lose his job with Price­­waterhouse­­Coopers.

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Don’t think that by ignoring obvious harassment, it will go away. More likely, the offensive be­­havior will escalate—and may even turn into a brawl or worse.

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Pittsburgh security firm Capital Asset Protection can look forward to an age discrimination from a 70-year-old former security guard who was hailed as a hero for helping to end a violent rampage at a high school—and then lost his job.

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The former billing manager for Abing­­ton Memorial Hospital in Mont­­gomery County, Pennsylvania, has filed a ­­whistle-blower suit against her former employer. She claims she was fired for alleging that the hospital lab mislabeled blood samples to increase the fees it could charge.

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Employees who claim that the stress of working for a particular supervisor exacerbates or even creates a disability sometimes think they can request a new boss as a reasonable accommodation. After all, if one supervisor “caused” the disability, then having a different one might “cure” it, allowing the employee to successfully perform her job again. But courts don’t see it that way.

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While they differ from traditional cigarettes in some fundamental ways, many employers are faced with a dilemma in terms of how to treat e-cigarettes in policy and in practice.

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