If you don’t terminate an employee for an obvious firing offense but later use that reason to justify a discharge, you’d better have a good explanation for the delay. Otherwise, a jury may see the move as a pretext for some form of discrimination.
Don’t let what you know is a meritless complaint keep you from disciplining an employee. If you can show the process was already under way and you had a solid business reason, go ahead and discipline the worker.
The U.S. Supreme Court’s unanimous interpretation on Jan. 27 of the meaning of “changing clothes” in the FLSA is significant for unionized employers in industries in which workers must change clothes to begin and end their work shifts.
Do you have an employee who is so disruptive that co-workers repeatedly complain? You may have to fire her. Before you do, carefully document how her behavior negatively affects the workplace and what rules she is breaking.
Gov. Tom Corbett told the Philadelphia Inquirer that he supports a bill extending anti-discrimination protections to lesbian, gay, bisexual and transgender workers.
Disabled employees who return to work before fully healed may be eligible for light-duty positions or other modifications as reasonable accommodations. However, employers that allow leave until the employee is fully healed don’t have that obligation.
The current workforce consists of four generations with unique strengths, values, expectations and, perhaps, limitations. Used poorly, generation-specific employment practices could create legal liabilities.
A waiter at a Philadelphia area Applebee’s will have to go it alone against the company after a federal judge reluctantly admitted the man signed away his right to litigate in federal court when he joined the company.
A former special needs therapist has lost her bid for unemployment compensation after a supervisor testified that the therapist told students she needed therapy herself because of the way the students behaved. The incident occurred while the supervisor was observing the class.
Make sure you understand exactly when and how employees receive their pay. Reason: You could be personally liable for violating the Pennsylvania Wage Payment and Collection Law (WPCL).