Philadelphia employers that do business with the city had to begin providing paid sick leave to their employees on July 1, when new provisions of the city’s “21st Century Minimum Wage Standard” went into effect.
A Fayette County grocery store will pay $95,000 to settle four sexual harassment complaints filed by female employees who alleged the store’s meat manager harassed them by constantly making crude remarks and touching them.
One of the most dangerous smartphone functions (from the employer perspective) is also one of the simplest: sending text messages. Considering the rise in harassment claims based on texts, employers should develop policies addressing textual harassment in the workplace.
Ernest Milewski, the Wilkes-Barre union official who earlier this year pleaded guilty to embezzling union funds and the assets of a health care benefit program, used his sentencing hearing to come clean on the reason why he stole the money—to pay for an out-of-control gambling habit.
Sharon Wright, a former teacher at Covenant Christian Academy in Harrisburg is suing the private school, claiming officials there made her life intolerable after her son revealed he is gay on a social media website.
Patricia Smith, the former comptroller for the Baierl Acura dealership in Wexford, lived lavishly for 6½ years. Now Smith is trading in haute couture for prison coveralls after pleading guilty to embezzling more than $10 million from her employer between late 2004 and July 2011.
Some employees seem to have no problem picking fights and engaging in arguments with co-workers, customers and supervisors. You don’t have to put up with it. Generally, courts are hesitant to second-guess an employer’s decision to fire a disruptive worker unless there is a compelling reason.
There’s no collecting attorneys’ fees from the EEOC in mid-litigation. A court said that it must wait until a case ends.
Even an employee who was terminated for good reasons can win a discrimination lawsuit if she can show that someone outside her protected class wasn’t fired for the same transgression. That’s why you must track all discipline.
If a co-worker, supervisor or customer sexually assaults an employee and the police are called in, the employer must still take reasonable steps to stop the harassment and prevent another assault. It’s not enough to rely on the police to take care of the problem.