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The HR Specialist: Pennsylvania Employment Law

It’s up to employees to decide how much they want to divulge to co-workers about their FMLA leave. Warn bosses never to discuss an FMLA request with those who don’t need to know about it.

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Sometimes, employees with serious medical conditions need more than 12 weeks of FMLA leave to fully re­­cover. Employers that choose to provide more leave or determine that it would be a reasonable accommodation to do so can extend the time off. But the employee loses some rights in the move.

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When someone has surgery or undergoes extensive medical treatment, it’s fairly common to have temporary and lingering problems with energy levels, memory and general feelings of wellbeing. But these don’t make the employee disabled under the ADA.

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Employers should be careful to design training programs that make training opportunities available for all. But sometimes, an employee won’t be able to participate in training. In those cases, be prepared to explain why.

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Make sure you set one standard for determining how late “tardy“ is and how it’s measured. The best bet: Use a time clock.

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An 80-year-old secretary who had held her position at St. Joseph’s Elementary School in York was terminated after months of what she claims was harassment aimed at ­driving her out of her job.

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Think ignoring complaints about sexually explicit talk, jokes or inappropriate touching will make the problems go away? Wrong! Chances are the behavior will only escalate.

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A Bethlehem Wawa convenience store violated the FLSA when it refused to provide an appropriate place for an employee to express breast milk, according to investigators with the U.S. Department of Labor’s Wage and Hour Division.

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The former manager of the Milk Shake Factory ice cream parlor in Pitts­­burgh has filed a complaint alleging she was fired for disobeying the company’s discriminatory hiring guidelines. When she was hired to manage the store, the company gave her complete autonomy to hire subordinates as long as they were the “All-American girl” type.

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You may think that what your employees do on their own time—at work or socially—is their business. That could be a big mistake. Your company culture may end up as evidence in a race discrimination lawsuit someday soon unless you do something about institutional and social segregation.

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