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The HR Specialist: Pennsylvania Employment Law

Sometimes, it’s impossible to manage multiple shifts and satisfy everyone. Someone is bound to come to work unhappy …

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As the population gets older, age discrimination cases are sure to become more commonplace. Some tried-and-true administrative processes can discourage those claims …

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Today, companies commonly emerge stronger and more competitive after filing for bankruptcy. An additional, unintended benefit may have a substantial impact on the HR office …

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If you can justify a decision to terminate an employee — even one with a disability or who is on FMLA leave — don’t wait. Just do it …

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The U.S. Supreme Court handed employers a major victory in a new 5-4 ruling. No longer will you have to worry that an employment decision you made years — even decades — earlier will come back to haunt you …

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HR professionals: Get ready for an onslaught of litigation …

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Firing an employee is a painful process. But delivering the news needn’t turn into a marathon discussion or airing of every management beef about the employee …

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If your organization hires a subcontracting firm and knows that it’s discriminating against its employees, take note: You could be held liable under a rather obscure part of Pennsylvania law …

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While at-will employment is the standard in Pennsylvania, the right to fire an employee with or without cause is not absolute. Your organization can be sued under state law if former employees can show that they were fired in retaliation for exercising a right protected by Pennsylvania law

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When it comes to evaluating applicants, you can consider factors like evidence of the employee’s commitment to the job and the likelihood he won’t stick around. That’s true even if it means you don’t hire an older applicant who worked for your organization in the past and received good reviews

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