The HR Specialist: Pennsylvania Employment Law

These difficult economic times could get worse. As you think about your labor budget, consider that many Pennsylvania employers are already taking steps to reduce staff. Some are cutting the wages of those who are lucky enough to keep their jobs. This last tactic even has a new name—“wage adjustment.”

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The Nuclear Regulatory Commission has levied a $65,000 fine on Chicago-based Exelon Nuclear, after someone videotaped sleeping guards at its Peach Bottom nuclear plant and turned it over to the media.

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Thanks to a new program, Lancaster County workers no longer will have an excuse for refusing to work odd hours. The Red Rose Transit Authority is trying to expand the number of low-income riders who use the company’s van service to get to and from work before or after regular bus hours.

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Williamsport Area School District elementary school teacher Beth Camp faces charges after police seized 72 pounds of marijuana from her Lycoming Township home.

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If you are planning to visit the Philadelphia regional office for the Pennsylvania Human Relations Commission, make sure you have the correct address. The agency recently moved …

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Kitchen supply store Williams-Sonoma closed its Camp Hill call center in January. The company opted to pay its employees 60 days’ wages in lieu of providing the 60-day warning required by the federal WARN Act.

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Two companies headquartered in Pennsylvania have made Fortune magazine’s 2009 “100 Best Companies to Work For” list. They are Lehigh Valley Hospital and Health Network, headquartered in Allentown, and retailer Men’s Wearhouse, based in Pittston.

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Many disabled applicants choose not to reveal their disabilities during the selection process and don’t reveal the need for reasonable accommodations until after they have been offered a job. Don’t ignore that request, or you could wind up in court for violating the ADA.

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Some employees are more sensitive to criticism than others and may also be more likely to file hostile work environment lawsuits. Managers with difficult subordinates would do well to track the behavior. It can be used in court to show that those subordinates have a skewed perception of the workplace.

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When employees ask to be excused from working on the Sabbath, forget about questioning whether their religion actually requires the accommodation. What matters is that the employee sincerely holds the belief—not the source of the employee’s belief.

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