The HR Specialist: Pennsylvania Employment Law

One of the easiest ways to get in legal trouble is to discipline two employees differently for breaking the same rule.

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Here’s a common sense conclusion: Firing someone you suspect may be a racist is a legitimate decision.

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Here’s a bit of good news that may prevent a big jury verdict: An employment-related whistleblower claim must be heard and decided by a judge, not a jury.

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An attorney with long experience working for Pennsylvania state agencies has filed an EEOC complaint alleging that the state’s Office of Open Records refused to hire him because of his age.

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Employees who report being threatened at work can quit and collect unemployment benefits if their em­­ployer doesn’t act fast to provide a safe workplace. Such a “compelling and necessitous” reason to quit makes the employee eligible.

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An attorney who once worked for Valley Forge, Pa.-based investment firm Vanguard claims the company charges its affiliates artificially low management fees, which illegally reduces its own tax burden.

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A Popeye’s Louisiana Kitchen franchisee in Chester County faces an EEOC lawsuit for allegedly refusing to hire three applicants because of their age.

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You may have heard that employees have new opportunities to sue their employers based on local laws that expand employment protections and prohibit forms of discrimination that state or federal laws don’t include. Sometimes, that’s true. Fortunately, though, these new laws and their regulations may trip up employees and give you an opportunity to push for the case to be dismissed, as this recent case shows.

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Some employees seem to think that if they are approved for FMLA leave, their employers have to accept their time off as legitimate. That’s true to a point. But it doesn’t mean employers can’t ferret out leave abuse if they have reason to believe the employee isn’t being honest.

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A federal court has refused to expand common law workplace protection for victims of domestic abuse.

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