The HR Specialist: Pennsylvania Employment Law

Never indefinitely delay addressing a disability accommodation request. In fact, you should make a decision as quickly as possible so the employee can’t accuse you of failure to accommodate through inaction.

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A single, isolated comment—especially if the speaker isn’t a co-worker or supervisor—isn’t sufficient grounds for alleging discrimination. Complaining about it doesn’t amount to protected activity.

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Consider this central Pennsylvania case that is going to trial soon. A judge has concluded that not only can a man be sexually harassed, but he may be due punitive damages for his suffering.

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Employers are free to set neutral call-off policies that punish even FMLA-protected absences. Just make sure you enforce your rules fairly and consistently. Don’t punish some employees but not others.

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Ordinarily, owners of a business aren’t required to participate in the unemployment compensation system and don’t need to pay unemployment tax. Neither are they eligible for unemployment benefits if they lose their jobs. But that doesn’t mean it’s OK to simply create a partnership, have each “partner” contribute a token amount, and then treat them as employees.

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Add this to your list of factors to check before implementing a reduction in force: Make sure there’s no pattern of terminating those who happened to have taken FMLA leave.

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Disabled employees are entitled to reasonable accommodations that allow them to perform the essential functions of the job they want or have. But, what is an essential function?

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It’s that time of year again—time to spread a little holiday cheer … and think about the potential legal consequences of doing so.

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Don’t let your employees’ information become the target of the next high-profile data breach. Here’s what you should know before contracting with a cloud vendor.

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It’s never pleasant to see a long-term employee’s performance decline. But if you intend to discipline a worker who previously was a good or even great performer, be sure to track the decline carefully. You don’t want an age discrimination claim to catch you unaware.

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